California Family care and medical leave and pregnancy disability leave Poster
The Family care and medical leave and pregnancy disability leave is a general labor law poster 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.
CA All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both California and Federal poster requirements by clicking here .
FAMILY CARE & MEDICAL LEAVE & PREGNANCY DISABILITY LEAVE Under the California Family Rights Act of 1993 you may have a right to a family care or medical leave for the birth, adoption, or foster care placement of your child or for your own serious health condition or that of your child, parent or spouse. California law also prohibits employers from denying or interfering with requests for Pregnancy Disability Leave. Under the California Family Rights Act of 1993 (CFRA), if you h ave m ore t h an 1 2 m on th s o f s e rv ic e w it h u s a n d h ave w ork e d a t l e a st 1 ,2 50 h ou rs i n t h e 1 2-m on th p erio d b efo re t h e d ate y o u w an t t o b egin y o u r l e a ve , a n d i f w e e m p lo y 5 0 o r m o re e m p lo ye es a t y o u r w o rk sit e o r w it h in 7 5 m ile s o f y o u r w ork sit e , y o u m ay have a rig h t to a f a m ily c a re o r m ed ic a l l e a ve ( C FR A l e a ve ). T h is l e a ve m ay b e u p t o 1 2 w ork w eeks i n a 1 2-m on th p erio d f o r t h e b ir th , a d op tio n , o r f o ste r c a re p la ce m e n t o f y o u r c h ild or fo r yo u r o w n se rio u s hea lt h co n dit io n or th at o f yo u r c h ild , p are n t o r s p ou se . I f w e e m plo y l e ss t h an 5 0 e m plo ye es a t y o u r w ork sit e o r w it h in 7 5 m ile s o f y o u r w ork sit e , b u t a t l e a st 2 0 e m plo ye es a t y o u r w ork sit e o r w it h in 7 5 m ile s o f y o u r w ork sit e , y o u m ay h ave a r ig h t t o a f a m ily c a re l e a ve f o r t h e b ir th , a d op tio n , o r f o ste r c a re p la ce m en t o f y o u r c h ild u n der t h e N ew P are n t L e a ve A ct ( N PLA ). S im ila r t o C FR A l e a ve , t h e N PLA l e a ve m ay b e u p t o 1 2 w ork w ee ks i n a 1 2-m on th p erio d . W hile t h e la w pro vid es o n ly u n paid l e a ve , e m p lo ye es m a y c h oose o r e m plo ye rs m ay r e q u ir e u se o f a ccru ed p aid l e a ve w hile ta kin g C FR A le a ve un der c e rta in cir c u m sta n ce s an d e m plo ye es m ay c h oose t o u se a cc ru ed p aid l e a ve w hile t a kin g N PLA l e a ve . Even if you are not eligible for CFRA or NPLA 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 or NPLA-eligible, you have certain rights to take BOTH a pregnancy disability leave and a CFRA or NPLA leave for reason of the bi rth of your child. Both leaves contain a guarantee of reinstatement-for pregnancy disability it is to the same position and for CFRA or NPLA 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 f oreseeable e vents (such as the e xpected birth of a child or a planned medical treatment for yourself or o f a family member). For events that are unforeseeable, we need you to notify us, at least verbally , as soon as you learn of the ne ed for the leave. Failure t o comply with these no tice rules is grounds fo r, and may result in, deferral of the re quested leave until you comply with this notice policy . We ma y require ce rtification from your health care provider before allo wing you a leave f or pregnancy disability or f or your own serious health condition. We also ma y require certification from the health care pr ovider of your chi ld, parent or spou se, who has a serious health condition, before allowing you a leave to take care of that family member. When medi cally necessary, leave may be taken on an intermittent or reduced w ork schedule. If you are taking a leave f or the birth, adoption, or f oster care placement of a child, the basic minimum duration of the leave is two weeks, and y ou must conclude the le ave within one y ear of the bir th or placement for ado ption or foster care. T aking a family care o r pregnancy disability leave ma y impact certain of your benefits and y our seniority date. If you w ant more i nformation regarding your eligibility for a leave and /or the im pact of the le ave on your seniority and benefits, please contact DFEH. T o sche dule an appointment, contact the Co mmunication Center below. If you ha ve a disability that requires a reasonable accommodation, the DFE H can assist you by scribing your intake b y phone or, for indivi duals who are Deaf or Hard of Hearing or have speech disabilities, through the California Relay Service ( 711), or you can contact us below. CONTACT US T oll Free: (800) 884-1684 TTY: (800) 700-2320 conta[email protected] www.dfeh.ca.gov D FEH-100-21ENG / December 2019
Other California Labor Law Posters 5 PDFS
There are an additional 29 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.
|Poster Name||Poster Type|
|Mandatory Workplace Discrimination and Harassment Poster||Workplace Violence Law|
|Mandatory Notice to Employees - Injuries caused by Work||Workers Compensation Law|
|Mandatory Whistleblower Notice||Whistleblower Law|
|Mandatory Unemployment Insurance Benefits||Unemployment Law|
|Mandatory Unemployment Insurance Benefits (Spanish)||Unemployment Law|
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