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Presented by:  Patricia Eyres, Managing Partner, Eyres Law Group

Title: Update on New Provisions of the California Family Rights Act (CFRA) and Refresher on California-specific Mandated Leaves of Absence

Over the last several years, the California legislature has chosen to amend the California Family Rights Act (CFRA), each time expanding it significantly beyond the requirements of the federal FMLA. This webinar will focus on all the new provisions of the CFRA, as they related to serious health conditions for employees and close family members, child bonding leave, and other unique provisions that California public entity employers must understand and enforce. We will explain all the amendments, with tips and techniques for designating, documenting, and dealing with the overlaps and conflicts between all applicable laws.

A. Expansion of the definition of serious health condition, including adding substance abuse conditions:

1. Expansion of the definitions of close family members for purposes of caregiver leave, affecting both the CFRA and the Kin Care provisions of the California Labor Code;  
2. Addition, for the first time of bereavement leave (5 days), codified under the CFRA;  
3. Extending CFRA compliance obligations to employers with as few as 5 employees;  
4. Changes to child bonding leave, particularly allowing two parents who work for the same employer each to take 12 weeks of job and benefit protected leave;  
5. Limitations on contacting healthcare providers, except in very limited circumstances;  
6. Interpretations of “lifetime” conditions as it relates to re-certification of serious health conditions;  
7. Regulatory requirements for applying CFRA for serious health condition (rather than bonding leave) when an employee exhausts all pregnancy-disability leave, remains disabled by pregnancy, and the child is not yet born.  
8. Nuances for child bonding leave for parents with a newborn, or adopted or foster child;  
9. Important protocols for designating and documenting, when the leave is covered by CFRA, but not by FMLA; and  
10. Updating our policies and procedures – particularly very small agencies – to assure compliance.

Need More Info or Help?
We hope you can join us. Feel free to contact Doug McGill for more details.

Phone: 916-850-7300
Email: dmcgill@prismrisk.gov