Controlling family and medical leave begins with recognizing a qualifying event, either because the employee tells you about the event or you learn about it some other way, and then notifying the employee that he/she is placed on FMLA-only, FMLA/CFRA or CFRA-only leave. By providing notice that the leave is designated as such, you start counting the absences against the legally mandated 12-week or 26-week entitlement and any additional leave you choose to provide by policy.
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