Navigating Employee Leave in California: Understanding the Differences Between FMLA and CFRA Eligibility

When employees maintain a balance between their work and personal lives, the effects usually distribute as higher productivity and feelings of stability. However, managing a healthy cycle between work and life can be demanding, especially when unexpected situations require time away from the job. Fortunately, California harbors protections and cushioning for employees in such circumstances with its vigorous labor codes and the applicable federal laws. The Family and Medical Leave Act (FMLA) and California’s Family Rights Act (CFRA) are undoubtedly crucial laws that offer much-needed job-protected leave in the state.

While these laws serve similar purposes, they have some critical distinctions concerning coverage eligibility and the coverage range or scope. In this overview, we will examine and dissect the distinctions to help you better understand your rights and obligations as a worker in the state of California.

FMLA and CFRA: An Overview

The FMLA and CFRA are designed to provide eligible California employees with job-protected leave for particular family or medical reasons. Both laws permit you to take time off without fretting over losing your position, financial security, or benefits. However, there are essential contrasts between the two, primarily stemming from the eligibility criteria.

Eligibility for FMLA                                           

1. Federal vs. State Level: The most fundamental difference between FMLA and CFRA is their jurisdiction. FMLA is a federal law that applies to eligible employees across the United States. To be considered for FMLA leave, you must work for an employer with 50 or more employees within a 75-mile radius and have completed at least 1,250 service hours in the 12 months preceding the leave.
2. Reasons for Leave: FMLA furnishes eligible employees with up to 12 weeks of unpaid departure in a 12-month period for clear reasons, including the birth or adoption of a child, caring for a spouse, infant, child, parent, or immediate member of your family with a severe health condition, or dealing with your own serious health condition.

Eligibility for CFRA

1. Coverage in California: CFRA is California’s counterpart to FMLA but has some key differences. It applies to California private employers with five or more employees without the federal requirement of a minimum number of hours worked or a 12-month employment duration.
2. Reasons for Leave: CFRA covers many of the same reasons as FMLA but also includes leave for domestic partners. Eligible employees can take CFRA leave for serious health conditions, care for a member of their family going through a serious health condition, bond with a new baby or newly adopted child, or for military family leave.
3. Concurrent Use with FMLA: In California, eligible employees can often use both FMLA and CFRA leave concurrently, allowing for up to 12 weeks of job-protected leave with continued health benefits in 12 months.
4. Expanded Definitions: CFRA supplies an extended definition of “child,” which retains not only biological or adopted children but also stepchildren, foster children, and children of domestic partners.
5. Pregnancy Disability Leave (PDL): California also offers Pregnancy Disability Leave (PDL), which is separate from both FMLA and CFRA. PDL provides job-protected leave for employees disabled by pregnancy, childbirth, or related medical conditions.

Denied Leave or Employer Obstacles: What Are Your Rights?

Knowing your rights is vital, particularly when encountering difficulties in taking FMLA or CFRA leave. Employers are obligated to follow these laws, and both federal and state regulations protect your rights.

• Contact Your HR Department: If your employer denies your request for FMLA or CFRA leave or creates obstacles, your first step should be to contact your company’s HR department. Keeping open communication is paramount in the ability to resolve misunderstandings.
• Document Everything: Keep meticulous records of all interactions with your employer regarding your leave request. Emails, letters, and notes from meetings or conversations are included in these types of documents. Documentation can function as evidence if a dispute arises.
• Seek Legal Counsel: If your employer continues to obstruct your leave request, it’s wise to consult with a trusted and proficient employment attorney in California. You have the right to be protected by law. Expert legal advisors can evaluate your situation, assert your rights, and outline and execute appropriate legal action on your behalf.
• File a Complaint: You have the option to file a complaint with the U.S. Department of Labor’s Wage and Hour Division (WHD) or the California Department of Fair Employment and Housing (DFEH). Your attorney can guide you through this process and help ensure your complaint is appropriately handled.
• Consider a Lawsuit: Sometimes, a lawsuit may be necessary to enforce your rights. An experienced employment attorney can assess the circumstances and, if warranted, represent you in court to seek remedies such as back pay, reinstatement, or other compensation.

Navigating the Complexities: Your Rights and Legal Supports

It’s important for California workers to have a straightforward grasp of the eligibility differences between FMLA and CFRA. While FMLA offers federal protections for larger employers, CFRA extends coverage to a broader range of California employees, making it more accessible for many. Knowledge and appropriate counsel are necessary to effectively balance your work and personal life in times of urgency or hardship.

If you have questions about FMLA, CFRA, or any other employment-related issues, contact an experienced San Bernadino employment lawyer for a confidential and free consultation.