California Family Rights. Act (CFRA) shall be granted to the extent required by law to an employee for their own serious medical condition, to care for a CFRA-eligible person, or for any other CFRA-eligible purpose. Unless otherwise provided by this Section, “CFRA Leave” under this Agreement shall mean leave pursuant to the CFRA. Employees may be eligible for up to twelve (12) weeks (480 hours) of CFRA Leave during a calendar year.
California Family Rights. Act (CFRA) Employees with at least one year of services are eligible for 12 weeks of job-protected leave with benefits to bond with a newborn within the first year of the event. Normally runs concurrent with FMLA for a non-pregnancy leave. For a pregnancy leave, CFRA begins after the pregnancy disability ends and can be used solely to bond with a newborn or newly placed child.
California Family Rights. Act (CFRA) Employees with at least one year of services are eligible for 12 weeks of job-protected leave with benefits to bond with a newborn within the first year of the event. Normally runs concurrent with FMLA for a non-pregnancy leave. For a pregnancy leave, CFRA begins after the pregnancy disability ends and can be used solely to bond with a newborn or newly placed child. Parental Leave and Family Care (PLFC) - per CTA Contract Article 18 G-12.d Employees with at least two years of service are eligible for 12 weeks of bonding with a newborn or newly placed child, for up to 12 weeks. This allows for sick leave to be used during the first 6 months after the event. Once sick is exhausted, sub-differential pay is allowed during the leave for any PLFC event in a two year period, not to exceed 12 weeks. Sick/Sub Differential while disabled - per CTA Contract Article 18 G.1-3 Employees must use all accumulated sick time during a period of incapacity. When all sick leave is exhausted the employee will be paid sub-differential pay. (The difference between the amount a sub would be paid and the employee's normal rate of pay.) The total period of accumulated sick leave and sub differential pay shall not exceed 5 months. Sick/Sub Differential pay while bonding - per CTA Contract Article 18 G.12.d Under CFRA, the employee may use sick or vacation time while bonding with the newborn during the first 12 months of the newborn's life. Per the CTA contract, you may use sick time only during the first 6 months following the event. When sick is exhausted, you may utilitze sub-differential pay up to 12 weeks of total PLFC time used in a one year period. Normal Pregnancy and delivery assuming no FMLA/CFRA or PLFC was used in one year period weeks 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 first no longer disabled Sample Leaves (assuming you work until delivery) and have been employed for more than two years FMLA PDL CFRA PLFC <-----paid per 18 G.1-3 ---> <----------------------paid per 18 G.12.d > day of disability FMLA PDL CFRA PLFC <----------paid per 18 G.1-3 > <---------------------paid per 18 G.12.d > day of disability FMLA PDL CFRA PLFC <--------------------------------------------paid per 18 G.1-3 > <---------- --------------paid per 18 G.12.d > day of disability Normal Pregnancy and C-section delivery assuming no FMLA/CFRA or PLFC was used in one year period weeks 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 2...
California Family Rights. Act (CFRA)
