Federal Family and Medical Leave Act (FMLA) and the California Family Rights Act are the two primary laws that allow the employees to receive up to 60 working days of California family care leave annually in specific scenarios like when they are bonding with their children, recovering from an illness or taking care of close ones who is ill or disabled.

California family care leave prerequisites

All companies with at least 50 employees are required to comply with FMLA. To avail of the leave benefits an employee should be working with the company for at least one year and have worked for at least 1,250 hours during the previous year. Also, the employee should have worked at a location with at least 50 employees within a 75 miles range of that worksite. Different scenarios under which California family care leave can be applied. • If the employee is bonding with a new child either they gave birth or have adopted the child. • If the employee is recovering from a serious health condition. • If the person is taking care of a loved one with serious health conditions. • Is dealing with unfavorable conditions due to a family member’s military service. • Is caring for a loved one who has suffered serious injuries during active military service. • If the person is facing pregnancy related issues or complications. Under Federal Family and Medical Leave Act (FMLA) and the California Family Rights Act, the employer must reinstate the employee when he returns from the leave. The employee’s medical and other benefits will also continue during the tenure of the leave. If your employer denies you, any of your rights you should seek immediate legal help. Cummings & Franck, P.C. have achieved great success representing employees who have been denied their rights under both FMLA and CFRA. We have gained a reputation for having some of the most skilled FMLA lawyers in the Los Angeles area. Contact us today to avail of our expert services at the most reasonable rates.