Common use of Child Bonding Leave Clause in Contracts

Child Bonding Leave. Assembly Bill (AB) 375/2393 allows employees on Maternity/Paternity Leave under CFRA (Calif. Family Rights Act) to receive differential pay (salary minus substitute pay) for up to 12 school weeks for “bonding leave” for the birth or placement of a child in connection with adoption or xxxxxx care. To be eligible for this paid leave, an employee must have worked the previous 12 months (regardless of hours worked) and must first exhaust all available sick leave and comp time. This leave runs concurrently with parental leave granted under CFRA. An employee who elects not to exhaust sick leave or comp time during the bonding leave is ineligible for the differential pay. An employee is only provided one 12-week differential pay period per maternity/paternity leave. If a school year ends before the 12-week period is exhausted, the employee may take the balance of the 12-week period in the subsequent school year. A bonding leave need not be taken in one continuous period. Under CFRA regulations, the minimum duration of leave is two weeks; however, employers must grant requests of less than two weeks on two occasions and may grant additional requests for leaves lasting less than two weeks. Any leave taken must be concluded within one year of the birth or placement of the child.

Child Bonding Leave. Assembly Bill Xxxx (AB) 375/2393 allows employees on Maternity/Paternity Leave under CFRA (Calif. Family Rights Act) to receive differential pay (salary minus substitute pay) for up to 12 school weeks for “bonding leave” for the birth or placement of a child in connection with adoption or xxxxxx care. To be eligible for this paid leave, an employee must have worked the previous 12 months (regardless of hours worked) and must first exhaust all available sick leave and comp time. This leave runs concurrently with parental leave granted under CFRA. An employee who elects not to exhaust sick leave or comp time during the bonding leave is ineligible for the differential pay. An employee is only provided one 12-week differential pay period per maternity/paternity leave. If a school year ends before the 12-week period is exhausted, the employee may take the balance of the 12-week period in the subsequent school year. A bonding leave need not be taken in one continuous period. Under CFRA regulations, the minimum duration of leave is two weeks; however, employers must grant requests of less than two weeks on two occasions and may grant additional requests for leaves lasting less than two weeks. Any leave taken must be concluded within one year of the birth or placement of the child.

Child Bonding Leave. Assembly Bill (AB) 375/2393 allows employees Unit Members on Maternity/Paternity Leave under CFRA (Calif. Family Rights Act) to receive differential pay (salary minus substitute pay) for up to 12 school weeks for “bonding leave” for the birth or placement of a child in connection with adoption or xxxxxx care. To be eligible for this paid leave, an employee a Unit Member must have worked the previous 12 months (regardless of hours worked) and must first exhaust all available sick leave and comp time. This leave runs concurrently with parental leave granted under CFRA. An employee A Unit Member who elects not to exhaust sick leave or comp time during the bonding leave is ineligible for the differential pay. An employee A Unit Member is only provided one 12-week differential pay period per maternity/paternity leave. If a school year ends before the 12-week period is exhausted, the employee may take the balance of the 12-week period in the subsequent school year. A bonding leave need not be taken in one continuous period. Under CFRA regulations, the minimum duration of leave is two weeks; however, employers must grant requests of less than two weeks on two occasions and may grant additional requests for leaves lasting less than two weeks. Any leave taken must be concluded within one year of the birth or placement of the child.