Common use of California Family Rights Act Clause in Contracts

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. 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-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. 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, and 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. 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-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, and 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.