Are we required to provide an employee, who used FMLA/CFRA time last year to care for their mom, more leave time to care for their grandchild?

The California Family Rights Act (CFRA) provides leave to care for family members not covered by the Family and Medical Leave Act (FMLA), including grandparents, grandchildren, siblings, parents-in-law and “designated persons,” who are individuals “related by blood or whose association with the employee is the equivalent of a family relationship” and whom the employee designates at the time the employee requests leave. Therefore, even though your employee has already used 12 weeks of FMLA/CFRA last year to care for their mother, they're entitled to request CFRA leave now for the care of their grandchild.

Whether they're entitled to that additional time depends on their eligibility for the