It can be very confusing to calculate entitlements under employee leave laws—particularly the federal Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA)—and even more complicated trying to figure out how the laws interact with each other.
In this short video, CEB attorney Matt Mandelbaum gives clear answers to six common leave law questions:
What do you need to know about California’s new sick leave law?
Does an employer have to maintain an employee’s health insurance when the employee is on FMLA or CFRA leave?
Can an employer require an employee to use accrued paid leave while on FMLA or CFRA leave?
How do you calculate leave for employees whose work schedule varies from week to week?
Can an employee stay on leave after exhausting FMLA or CFRA entitlements if he or she still can’t work?
How should employers calculate and track pregnancy disability leave when it becomes baby-bonding leave?
For many more answers and specific guidance on calculating, tracking, and complying with California and federal employee leave entitlements, turn to CEB’s new book Employee Leave Laws: Compliance and Litigation.
Other CEBblog™ posts you may find useful:
New Year, New Laws for Employment Lawyers
Disability Accommodation: The Big Picture
Drafting a Healthy Sick Leave Policy
© The Regents of the University of California, 2015. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited.
Filed under: Employment Law, Legal Topics Tagged: California Family Rights Act, CFRA, employee leave, Family Medical Leave Act, FMLA, HR, human resources, pregnancy leave, sick leave 
