California Family Rights Act a. 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.
b. If an employee uses CFRA Leave for their own serious health condition and is not receiving disability benefits, the employee is required to use accrued Annual, Sick/Healthcare, Vacation, Compensatory, and PIP balances in that order. If an employee is receiving disability benefits, then the employee may elect to supplement the disability benefits by using accrued Annual, Sick/Healthcare, Vacation, Compensatory, and PIP balances in that order. The employee is required to notify the department at the time of the CFRA Leave request, or as soon as practicable, that they are/will be receiving disability benefits.
c. If an employee uses CFRA Leave for purposes of “child bonding,” the employee is required to use accrued Annual Leave, Vacation, Sick/Healthcare balances, Compensatory, and PIP balances in that order.
d. If an employee uses CFRA Leave to care for another CFRA-eligible person, the employee is required to use accrued Annual Leave, Sick/Healthcare, Vacation, Compensatory, and PIP balances, in that order.
California Family Rights Act. (CFRA) - To be eligible for unpaid CFRA leave, an employee must have more than 12 months of service with the employer and have worked at least 1,250 hours for that employer in the 12-month period before the leave begins. Leave may be taken for the following reasons:
a. For the birth and care of the newborn child of the employee;
b. For placement with the employee of a son or daughter for adoption or xxxxxx care;
c. To care for an immediate family member (spouse, child, or parent) with a serious health condition; or to take medical leave when the employee is unable to work because of a serious health condition. In addition to the family care and medical leave requirements of the CFRA, employers of five or more persons have additional obligations to provide Pregnancy Disability Leave (PDL). An employee disabled by pregnancy is entitled to up to four months disability leave. For example, an employee could take four months pregnancy disability leave for her disability, and 12 weeks CFRA leave to care for and bond with the baby. In general FMLA and CFRA leaves run concurrently from first day of absence with paid leaves. If PDL leave is involved, PDL and FMLA leave would run concurrently from first day of absence. CFRA leave would run consecutively, after the birth of the child.
California Family Rights Act. (CFRA). During the twelve (12) weeks of an approved FMLA/CFRA leave, if a portion of that leave will be on a leave of absence without pay, the employee will be required to use at least 0.1 hour of sick leave (if so entitled under Section 11 - Sick Leave), vacation, floating holiday, compensatory time off or other accruals or entitlements if such are available, although use of additional accruals is permitted under subsection A. above.
California Family Rights Act. An unpaid leave that provides up to 12 weeks in a 12-month period (Government Code §12945.
California Family Rights Act. Cal. Govt. Code § 12945.2 et seq.;
California Family Rights Act. (State): To be eligible, employee must have worked for the District 12 previous months and a minimum of 1,250 hours.
California Family Rights Act. 250 The District shall comply with the California Family Rights Act. Qualified classified 251 employees shall be granted unpaid, job-protected leave for specified family and medical 252 reasons with continuation of group health insurance coverage under the same terms and 253 conditions as if the employee had not taken leave. 254 17.14.1 CFRA Eligibility 255 Eligible employees are entitled to up to twelve (12) workweeks of unpaid leave in a 12- 256 month period to: 257 (1) to care for or bond with a newborn, adopted or xxxxxx child within one year of birth or 258 placement of the child in the employee’s home; 259 (2) to care for the employee’s spouse, child, parent, designated person or domestic 260 partner who has a serious health condition; or 261 (3) for an employee’s own serious health condition. 262 17.14.2 A leave of absence for purposes that satisfy both FMLA (Article 17.13) and 263 CFRA shall run concurrently. Unit members shall be limited to twelve (12) workweeks of 264 unpaid leave in a 12-month period when these leaves run concurrently. 265 266 17.15 Family Engagement & Kincare Leave 267 The District shall comply with the California laws governing this subject matter. 268 Classified employees, that are the parent, guardian, or grandparent with custody of one 269 or more children in kindergarten or grades 1 to 12, shall be provided up to forty (40) 270 hours unpaid leave each fiscal year, not to exceed eight (8) hours in any calendar 271 month, to participate in activities of the school or licensed child daycare facility of his/her 272 children. To receive pay for days off under this provision the employee may utilize 273 accrued vacation leave, personal necessity leave, or compensatory time. 274 The employee shall provide reasonable notice to his/her supervisor, prior to taking the 275 time off for planned absence for activities under this provision. Regardless of the number 276 of children in the employee has, he/she can only take off up to 40 hours per fiscal year. 277 The employee, if requested by his/her supervisor, shall provide documentation from the 278 school or licensed child daycare facility as proof that he or she participated in school or 279 licensed child daycare facility activities on a specific date and at a particular time. 280 Employees shall be permitted to use in any calendar year an amount not less than the 281 sick leave that would be accrued during six months at the employee’s then current rate 282 of entitlement for the fo...
California Family Rights Act. Cal. Govt. Code § 12945.2 et seq. • California Fair Employment and Housing Act – Cal. Gov’t Code § 12900 et seq. • Statutory Provision Regarding Retaliation/Discrimination for Filing a Workers Compensation Claim – Cal. Lab. Code §132a (1) to (4) • California Xxxxx Civil Rights Act – Civ. Code § 51 et seq. • California Wage Payment Act, as amended; • California Family and Medical Leave – Cal. Lab. Code §233 • Any other federal, state or local civil or human rights law or any other local, state or federal law, regulation or ordinance; • Any public policy, contract, tort, or common law; or • Any claim for costs, fees, or other expenses including attorneys’ fees incurred in these matters.
California Family Rights Act. 20990-21013 Pension benefits, PERS members on military leave LABOR CODE 230-230.2 Leaves for victims of domestic violence, sexual assault or specified felonies 230.3 Leave for emergency personnel
California Family Rights Act. (CFRA) and Pregnancy Disability Leave shall continue to receive benefits as if the employee was in regular pay status. Employees who were members of one of the group health plans prior to commencement of their leave of absence can maintain their health plan coverage with the District contribution by maintaining their employment in pay status as described in Section
