Get CA DPA 754 2009-2024

An employee must complete the Leaves of Absence Request Form along with supporting medical documentation. If the employee is requesting “intermittent leave,” the health care provider must also complete the County's Medical Certification Form for FMLA/CFRA Intermittent Leaves (formerly known as Appendix B).

The employee requesting leave under the CFRA is said to provide sufficient information if they have given the start date of the condition, expected duration of the condition and a statement from a provider or other official on the validity of the need for CFRA leave.

To be eligible for CFRA leave, an employee must have more than 12 months of service with their employer, have worked at least 1,250 hours in the 12-month period before the date they want to begin their leave, and their employer must have five or more employees. Pay and Benefits During Leave.

Provide this form if you're an employer covered by the federal Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA) and either an employee has requested a leave of absence or you recognize the need.

An employer may require an employee to provide 30 days' advance notice of the need for CFRA leave. When this is not possible due to the unexpected nature of the qualifying event, notice should be given as soon as practicable.

The employee requesting leave under the CFRA is said to provide sufficient information if they have given the start date of the condition, expected duration of the condition and a statement from a provider or other official on the validity of the need for CFRA leave.

Common differences include: FMLA is a federal program, while CFRA is state based in California. Simply being pregnant under FMLA qualifies, while CFRA only covers time off for pregnancy complications. It is more difficult to be covered as a domestic partner by FMLA than by CFRA.

On January 1, 2023, two new California laws went into effect, both of which extend employee rights (and, in turn, employer obligations) with respect to employee protected time off under the California Family Rights Act (“CFRA”)—the state law that allows employees to take up to twelve workweeks of unpaid leave for ...