California FMLA laws have both state and federal components. The federal component is the 1993 Family and Medical Leave Act (FMLA) that was signed into law by Bill Clinton in February of 1993. State coverage is spelled out in the California Family Rights Act (CFRA) and the California Pregnancy Disability Leave Law (PDL). PDL only requires a covered employer to have 5 employees. FMLA and CFRA have the same general qualification requirements for covered employers and qualified employees. Employers must have 50 employees within a 75-mile radius of their location. Also included as covered employers under California FMLA laws like CFRA, are the State of California and any of its political or civic subdivisions, as well as city and county employees, regardless of their number of employees.
California FMLA laws were created for the benefit of both employers and employees. By handling FMLA leave in a professional and timely manner, typically during a very trying time for the employee, an employer can develop a stronger bond with an employee, who then tends to be more self-sufficient, more loyal, and far less likely to abuse leave benefits. Generally speaking, California employees have some of the best leave benefits available. Pregnancy is an area where the benefits truly shine because CFRA does not decrement concurrently with FMLA or PDL for pregnancy disability. So it is entirely possible that a pregnant employee could take up to twelve weeks of FMLA time in order to care for her own prenatal care, birth, and post C-section care. And then another, up to twelve weeks through CFRA, for bonding with her newborn. This is a common usage example for California FMLA laws.
California FMLA laws are not at all confusing for many covered employers who chose Qcera for assistance with their leave administration concerns. Thirteen years ago, Qcera created LeaveSource™ software to help covered employers of any size achieve legislative compliance with CFRA, PDL, and FMLA, as well as compliance with the company’s own internal leave policies. The web-based LeaveSource solution is currently assisting clients responsible for managing more than a million employees daily. More than a dozen Qcera clients are Fortune 500 Companies, but you don’t have to be big to be successful at compliance with California FMLA laws.
LeaveSource™ Express was created to assist with compliance of California FMLA laws for small companies with a single leave administrator. Companies utilizing multiple leave administrators, with more than a thousand employees, or those in need of additional assistance from modules designed to handle employee/supervisor self-service, ADA job accommodation tracking, attendance tracking, disability case management, or advice to pay management will find a powerful solution with LeaveSource™ Enterprise. And LeaveSource™ Entrust is an outsourcing hybrid, designed to keep HR in touch, while removing the back office burden. Click on a product tab for more info, or request a demo and see how easy compliance with California FMLA laws can be.