Apps.hr.lacounty.gov
SECTION 1: DEFINITIONS OF COMMONLY USED FMLA/CFRA …
WEBØ Any period of absence to receive multiple treatments (including any period. of recovery from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more …
Actived: 1 days ago
SECTION 8: PREGNANCY DISABILITY LEAVE (PDL)
WEBA qualified employee must be provided a maximum of four months of PDL leave, as needed, for the duration of time an employee is disabled by pregnancy. Four months leave means the equivalent of the number of days an employee would normally work in four months. FMLA leave runs concurrently with PDL, but CFRA leave does not.
SECTION 3: QUALIFYING REASONS FOR FMLA AND CFRA LEAVE
WEBFMLA and CFRA leave applies equally to males and females. Both parents are equally entitled to FMLA and CFRA leave for adoption, foster care, or for the care of a newborn child. Substance Abuse is a qualifying reason if it meets the definition of a serious health condition. FMLA and/or CFRA leave mayonlybe granted for an employee receiving
SECTION 7: MEDICAL CERTIFICATION
WEBMedical certification from a family member's health care provider need only confirm that the employee's presence would be beneficial to the ill family member. Failure to Submit Medical Certification. When leave is foreseeable, FMLA and/or CFRA may be delayed until the employee provides the medical certification if: Management provided a request
FAMILY LEAVE POLICY GUIDELINES
WEBFREQUENTLY ASKED QUESTIONS. 1. Question: How much leave am I entitled to under the Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA)? Answer: If you are an eligible employee, you are entitled to 12 workweeks or 26 workweeks (under National Defense Authorization Act (NDAA)) of leave during a 12-month period.
SECTION 6: PAID LEAVE AND UNPAID LEAVE
WEBIn accordance with County guidelines, an employee can start and stop using accrued paid time any time during the FMLA, CFRA or PDL leave. However, once the employee has stopped using paid time, the employeecannotstart using it again without approval from the Department Head or his/her designee. Interaction with Departmental Policies.
FAMILY LEAVE POLICY GUIDELINES
WEBWhen he works a 40-hour week, the employee accrues 2.4 hours of vacation. When he is working a 20-hour week, due to the need for intermittent FMLA leave, he accrues 1.2 hours of vacation. Reduced Work Schedule for FLSA-Exempt Employees. In a normal situation, an FLSA exempt employee is compensated with a set salary, regardless of the number …
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