Controlling family, medical and parental leave begins with recognizing eligibility requirements and 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,CFRA-only or Parental 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.
Read about 2018 legislation.
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