California Free Printable Labor Law Posters Posters California Family Care, Medical Leave and Pregnancy Disability Leave Poster

 Family Care, Medical Leave and Pregnancy Disability Leave PDF

The Family Care, Medical Leave and Pregnancy Disability Leave is a labor law posters poster by the California Department Of Industrial Relations. This poster is mandatory for some employers, including employers with 50 or more employees and all public agencies.

Employers with 50 or more employees and all public agencies must display this poster. This poster contains information regarding CFRA policies such as medical leave and pregnancy disability leave. Employees who have worked 1,250 hours total in the past 12 months are eligible for the rights under this policy. Those who are not qualified for this ordinance and are pregnant, have recently gone through childbirth, or other related medical conditions are permitted to take a pregnancy disability leave for four months. Employees should notify their employers 30 days in advance if possible.


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FAMILY CARE 	&	
MEDICAL LEAVE
&	 PREGNANCY 
DISABILITY 
LEAVE	
THE DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING
THE MISSION OF THE DEPARTMENT OF FAIR EMPLOYMENT 
AND HOUSING IS TO PROTECT THE PEOPLE OF CALIFORNIA FROM UNLAWFUL DISCRIMINATION IN EMPLOYMENT, HOUSING, BUSINESS ESTABLISHMENTS, AND STATE-FUNDED PROGRAMS AND ACTIVITIES, AND FROM HATE VIOLENCE AND HUMAN TRAFFICKING.	
Under California law, you may have the right to 
take job-protected leave to care for your own serious health condition or a family member 
with a serious health condition, or to bond with 
a new child (via birth, adoption, or foster care). 
California law also requires employers to provide job-protected leave and accommodations to 
employees who are disabled by pregnancy, 
childbirth, or a related medical condition. 
 
Under the California Family Rights Act of 1993 (CFRA), if  
you have more than 12 months of service with us and have 
worked at least 1,250 hours in the 12-month period before 
the date you want to begin your leave, and if we employ five 
or more employees, you may have a right to a family care or 
medical leave (CFRA leave). This leave may be up to 12 
workweeks in a 12-month period for the birth, adoption, or 
foster care placement of your child or for your own serious 
health condition or that of your child, parent, parent-in-law, 
grandparent, sibling, spouse, or domestic partner. While the 
law provides only unpaid leave, employees may choose or 
employers may require use of accrued paid leave while 
taking CFRA leave under certain circumstances.
Even if you are not eligible for CFRA leave, if you are  
disabled by pregnancy, childbirth or a related medical 
condition, you are entitled to take a pregnancy disability 
leave of up to four months, depending on your period(s)  
of actual disability. If you are CFRA-eligible, you have 
certain rights to take BOTH a pregnancy disability leave  
and a CFRA leave for reason of the birth of your child. Both 
leaves contain a guarantee of reinstatement-for pregnancy 
disability it is to the same position and for CFRA it is to the 
same or a comparable position-at the end of the leave, 
subject to any defense allowed under the law.
If possible, you must provide at least 30 days’ advance 
notice for foreseeable events (such as the expected birth  
of a child or a planned medical treatment for yourself or of 
a family member). For events that are unforeseeable, we 
need you to notify us, at least verbally, as soon as you learn 
of the need for the leave. Failure to comply with these 
notice rules is grounds for, and may result in, deferral of  
the requested leave until you comply with this notice policy.	
We may require certification from your health care provider 
before allowing you a leave for pregnancy disability or for  
your own serious health condition. We also may require 
certification from the health care provider of your family 
member who has a serious health condition, before allowing 
you a leave to take care of that family member. When 
medically necessary, leave may be taken on an intermittent 
or reduced work schedule.
If you are taking a leave for the birth, adoption, or foster care 
placement of a child, the basic minimum duration of the 
leave is two weeks, and you must conclude the leave within 
one year of the birth or placement for adoption or foster care.
Taking a family care or pregnancy disability leave may impact 
certain of your benefits and your seniority date. If you want 
more information regarding your eligibility for a leave and/or 
the impact of the leave on your seniority and benefits, 
please contact your employer.
If you have been subjected to discrimination, harassment, 
or retaliation at work, or have been improperly denied PDL or CFRA leave, le a complaint with DFEH.
TO FILE A COMPLAINT
Department of Fair Employment and Housing
dfeh.ca.gov 
Toll Free: 800.884.1684   
TTY: 800.700.2320
If you have a disability that requires a reasonable accommodation, DFEH can assist you with your complaint. Contact us through any method above or, for individuals who are deaf or hard of hearing or have speech disabilities, through the California Relay Service (711). 	
DFEH-100-21ENG / January 2022

Other California Labor Law Posters 4 PDFS

There are an additional 33 optional and mandatory California labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.


View all 34 California labor law posters


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** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/california/1245-california-cfra-leave-poster.htm