CFRA and FMLA in Practice - Leave Interactions

Managing 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 CFRA-only, FMLA/CFRA or FMLA-only leave. 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.

  • ​​


    This premium content is for our members. For immediate access, join online or by phone at 800-331-8877. Or Start a Free Trial Now for 7 days.

    Already a Member? Sign In Below.

Sign In
Remember Email