Controlling family and medical leave begins with recognizing eligibility requirements and a qualifying event, either because the employee tells you about the event or you learn about it some other way, and then notifying the employee who is being placed on FMLA-only, FMLA/CFRA or CFRA-only. By providing notice that the leave is designated as such, you start counting the absences against the legally mandated 12-week (or 26-week) entitlement.

Read about legislation effective in 2021.
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