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 process also involves coordinating leave entitlements with your voluntary policies of allowing or requiring other forms of leave. Leaves of absence can occur either one after the other (as with CFRA-only leave for child bonding, which can begin only after pregnancy