2.  To ensure secure leave rights for the
following:
1. Birth of a child for purposes of bonding
2. Placement of a child in the employee’s
family for adoption or foster care
3. For the serious health condition of the
employee’s child, parent, or spouse
4. For the employee’s own serious health
condition

3.  Employees can take up to 12 weeks of
unpaid, job-protected leave in a 12 month
period.

4.  An employer is not required to pay an
employee during a CFRA leave, except when
an eligible employee elects, or the employer
requires, the employee to use any accrued
vacation time or other paid leave other than
sick leave.
 If CFRA is for the employee’s own serious
health condition, the employee may elect or
the employer may require the employee to
use any accrued vacation time or paid leave,
including sick leave.

5.  An employer must
continue health
care coverage for
employees during
their CFRA leave.
 An employer must
continue other
benefits during an
employee’s CFRA
leave

6.  An employee may take an unpaid leave for the birth
of a child for purposes of bonding or for the serious
health condition of the employee’s child, parent,
spouse, or for the employee’s own serious health
condition.

7.  To be eligible for CFRA leave, an employee
must be:
1. Either a full-time or part-time employee
working in California
2. Have more than 12 months of service with
the employer
3. Have worked at least 1,250 hours in the 12
month people before the date the leave
begins
4. Work at a location in which the employer
has at least 50 employees within 75 miles
radius of the employee’s work site.

8.  An employee must give notice if he or she wants to
take a CFRA leave in at least 30 days of
advancement.
 An employer
must inform
employees of
notice
requirements.

9.  An employer must
reinstate the
employee at the end
of his/her CFRA
leave.
 An employer may
deny reinstatement
to an employee if
his/her position
ceased to exist.