Introduction
Hey there, readers! Welcome to our comprehensive guide to the California Family Rights Act (CFRA). This article will provide you with everything you need to know about CFRA, including its eligibility requirements, protected leave entitlements, and enforcement mechanisms. So, whether you’re a current California employee looking to utilize CFRA or an employer seeking to comply with its provisions, you’ve come to the right place.
California is a family-friendly state, and CFRA reflects this commitment by providing eligible employees with job-protected leave for certain family and medical reasons. Whether you need to care for a new child, a sick family member, or your own serious health condition, CFRA can help you balance your work and family responsibilities.
Eligibility for CFRA
To be eligible for CFRA, you must meet the following requirements:
Employed in California
You must have worked in California for at least 12 months and have worked at least 1,250 hours during the previous 12 months.
Work for a Covered Employer
CFRA applies to employers with at least 5 employees.
Specific Reasons for Leave
You can take CFRA leave for the following reasons:
- The birth of a child
- To care for a newly adopted child
- To care for a seriously ill family member
- To care for your own serious health condition
Protected Leave Entitlements
Under CFRA, eligible employees are entitled to take up to 12 weeks of unpaid, job-protected leave for qualified reasons. This leave can be taken all at once or intermittently.
Leave for Childbirth and Adoption
Employees are entitled to take up to 12 weeks of leave for the birth or adoption of a child. This leave can be taken before or after the birth or adoption.
Leave for Family Care
Employees are entitled to take up to 12 weeks of leave to care for a seriously ill family member. A family member includes:
- Spouse or registered domestic partner
- Child
- Parent
- Grandparent
- Sibling
Leave for Personal Illness
Employees are entitled to take up to 12 weeks of leave for their own serious health condition.
Enforcement of CFRA
CFRA is enforced by the California Department of Fair Employment and Housing (DFEH). Employees who believe their rights under CFRA have been violated can file a complaint with the DFEH.
Remedies for CFRA Violations
Employees who prevail in a CFRA lawsuit may be entitled to reinstatement, back pay, and other remedies.
Conclusion
Thanks for reading our guide to the California Family Rights Act! We hope this article has provided you with valuable information about your rights and responsibilities under CFRA. If you have any further questions, please feel free to visit our website or speak to an employment law attorney.
Related Articles
- Your Rights Under the California Family Leave Act
- California Family Rights Act (CFRA)
- CFRA for Employees
FAQ about California Family Rights Act
What is the California Family Rights Act (CFRA)?
CFRA is a state law that provides job-protected leave and other benefits to eligible employees for certain family and medical reasons.
Who is eligible for CFRA leave?
Employees who have worked for their employer for at least 12 months and have worked at least 1,250 hours in the past 12 months are eligible for CFRA leave.
What reasons qualify for CFRA leave?
CFRA leave can be taken for the following reasons:
- To care for a seriously ill family member
- To bond with a new child (birth, adoption, or foster care placement)
- To attend to your own serious health condition
How much leave can I take under CFRA?
CFRA provides up to 12 weeks of unpaid, job-protected leave in a 12-month period.
Can I choose to take my leave intermittently?
Yes, you can choose to take your CFRA leave intermittently, as long as you provide your employer with reasonable notice.
Do I get paid while on CFRA leave?
CFRA leave is unpaid, but you may be eligible for other benefits, such as:
- State Disability Insurance (SDI)
- Paid Family Leave (PFL)
- Company-provided benefits
What happens to my health insurance while I’m on CFRA leave?
Your health insurance coverage should continue as usual while you are on CFRA leave.
Can my employer retaliate against me for taking CFRA leave?
It is illegal for your employer to retaliate against you for taking CFRA leave.
What should I do if my employer denies my CFRA leave request?
If your employer denies your CFRA leave request, you should contact the California Department of Fair Employment and Housing (DFEH).
Where can I find more information about CFRA?
You can find more information about CFRA on the California Department of Fair Employment and Housing (DFEH) website: https://www.dfeh.ca.gov/publications/cfra-fact-sheet/
