This series of training programs on Family Care and Medical Leave in California will examine the requirements for family care and medical leave, employers covered by the CFRA/FMLA, a covered employer’s duty to post notice of CFRA requirements and obligations, employees eligible for CFRA/FMLA leave, and more. The program will also explore the interplay between California’s Pregnancy Disability Leave law and the CFRA/FMLA.

The Family and Medical Leave Act (29 U.S.C. § 2601 et seq) - known as the FMLA- was signed into law by President Bill Clinton in 1993 in response to a growing national concern about balancing work and family responsibilities.

Also codified in 1993, the California Family Rights Act (Gov. Code §12945.2) - known as the CFRA - is California’s version of the FMLA. Sometimes referred to as the “Moore-Brown-Roberti Family Rights Act,” the CFRA is part of California’s Fair Employment and Housing Act- known as the FEHA- and is enforced by the Department of Fair Employment and Housing.

At the crux of the CFRA and FMLA is the notion that an employee is entitled to take a leave of absence for family care or for a serious health condition without the fear of losing his or her job. Parts I and II of this course will teach you how to successfully navigate the requirements set forth by the CFRA and FMLA.

While Part 1 of the course examines the laws which set forth the requirements for family care and medical leave, employers covered by the CFRA/FMLA, and employees eligible for CFRA/FMLA leave, Part 2 will focus on compensation while on leave, the continuation of benefits while on leave, and employer’s prohibited actions under the CFRA.

Part 2/2 Family Care and Medical Leave in California

• Duration of leave under the CFRA/FMLA (continued from Part I)
• Compensation while on leave
• Continuation of benefits while on leave
• Employee’s return to work
• Leave as an accommodation
• Employer’s prohibited actions under the CFRA