CFRA Leave Clause Samples
The CFRA Leave clause establishes an employee's right to take job-protected leave under the California Family Rights Act. It typically applies to employees who need time off for qualifying reasons such as the birth of a child, caring for a family member with a serious health condition, or addressing their own serious health issues. This clause ensures that eligible employees can take up to 12 weeks of unpaid leave without fear of losing their job, thereby balancing workplace needs with family and medical responsibilities.
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CFRA Leave. CFRA Leave may be used for:
28.4.2.1 The same purposes as FMLA Leave, including the care of a domestic partner or child of a domestic partner, and shall run concurrently with FMLA leave.
28.4.2.2 CFRA may not be used for 1) an employee’s incapacity due to pregnancy,.
CFRA Leave. Married employees and employees in domestic partnerships will be limited to a combined total of twelve (12) weeks CFRA leave in a rolling twelve (12) month calendar period for the care of a newly born or placed child.
CFRA Leave. CFRA Leave may be used for:
28.4.2.1. The same purposes as FMLA Leave, including the care of a domestic partner or child of a domestic partner, and will run concurrently with FMLA Leave.
28.4.2.2. CFRA Leave may not be used for 1) an employee’s incapacity due to pregnancy, 2) leave due to a qualifying exigency, or 3) to care for a family member or next of kin with a serious injury or illness incurred in the line of duty. However, incapacity due to pregnancy may entitle an employee to up to four (4) months of pregnancy disability leave under California’s Pregnancy Disability Leave (PDL) law.
CFRA Leave. Unpaid CFRA Leave may be used for: 1) the same purposes as FMLA Leave, and shall run concurrently except that 2) an employee’s incapacity due to pregnancy is not eligible for CFRA Leave. However, such incapacity may entitle an employee to up to four months of pregnancy disability leave, with medical approval, plus another twelve (12) weeks of FMLA Leave, to care for the child, in a twelve (12) month period.
CFRA Leave. “Family care leave” may be requested under the CFRA for (1) the birth or adoption of an employee’s child, (2) the placement of a ▇▇▇▇▇▇ child with the employee; or (3) the serious health condition of an employee’s child, spouse, domestic partner as defined in California Family Code Section 297, or parent. “Medical leave” may be requested for an employee’s own serious health condition. A “serious health condition” is one that requires either in-patient care in a medical facility or continuing treatment or supervision by a health care provider. Provided all of the conditions of this policy are met, an employee may take up to twelve (12) weeks of leave under the CFRA during a 12-month period. This 12- month period is measured backwards from the date the employee’s family care leave or medical leave under the CFRA commences. Spouses who are both employed by the District may take a maximum combined total of twelve weeks of family care leave under the CFRA in a 12-month period for the birth, adoption, or ▇▇▇▇▇▇ care of their child. Family care leave and medical leave under the CFRA typically run concurrently with family care leave and/or medical leave under the FMLA.