CFRA

Employers: employers with 5 or more employees statewide
Duration: up to 12 weeks during a 12-month period, or up to 26weeks to care for an injured service member.
Reason for Leave: birth and care of a newborn child; including a child of a domestic partner; placement of an adopted or foster child with the employee; to care for an immediate family member with a serious health condition including grandparents, grandchildren, siblings, and children of a domestic partner; and employee’s own serious health condition excluding pregnancy.
Eligibility: employed at least 12months and at least 1,250 hours over the past 12 months.
Benefits: under the same conditions as when actively employed. Upon returning from leave, the employee portion of your benefits will be deducted from your paychecks as noted in the employee's payback schedule. * You will not receive company medical waiver amounts when you are on leave unless you use your sick and PTO.
Job Protection: the employee must be restored to an original or equivalent job with equivalent pay, benefits, and other terms and conditions of employment.
Compensation: unpaid – employee may be eligible for SDI, PFL, or may use PTO or sick days.
ESOP Shares: not using sick or PTO while out on leave may result in a reduction in ESOP shares.

CFRA runs concurrently with FMLA. It can be taken all at once or in increments.

If you need a CFRA extension, please notify HR within two working days.

Employers: employers with 5 or more employees statewide
Duration: up to 12 weeks during a 12-month period, or up to 26weeks to care for an injured service member.
Reason for Leave: birth and care of a newborn child; including a child of a domestic partner; placement of an adopted or foster child with the employee; to care for an immediate family member with a serious health condition including grandparents, grandchildren, siblings, and children of a domestic partner; and employee’s own serious health condition excluding pregnancy.
Eligibility: employed at least 12months and at least 1,250 hours over the past 12 months.
Benefits: under the same conditions as when actively employed. Upon returning from leave, the employee portion of your benefits will be deducted from your paychecks as noted in the employee's payback schedule. * You will not receive company medical waiver amounts when you are on leave unless you use your sick and PTO.
Job Protection: the employee must be restored to an original or equivalent job with equivalent pay, benefits, and other terms and conditions of employment.
Compensation: unpaid – employee may be eligible for SDI, PFL, or may use PTO or sick days.
ESOP Shares: not using sick or PTO while out on leave may result in a reduction in ESOP shares.

CFRA can be taken all at once or in increments.

If you need an FMLA extension, please notify HR within two working days.