Now more than ever it’s hard to predict when you’ll fall ill or be in a position where you can’t go to work. While we hope you and your relatives remain healthy, it’s important to recognize that anything could happen at any time.
There is never a good time to request sudden time off, but we can assure you that intermittent leave is something to consider. The 12 weeks of leave do not have to be taken simultaneously. You are afforded the flexibility to continue working on a limited or reduced schedule.
That’s why employees rely on the Family and Medical Leave Act (FMLA) to address their concerns. FMLA offers 12 weeks of job-protected time off for qualifying employees. California’s Family Rights Act (CFRA) further extends the benefits to smaller companies that are excluded from the federal policy.
At Mann & Elias, our workplace lawyer is here to remind you that you have ample rights. If you meet the criteria below (FMLA), an employer cannot deny you the time off to mend from a serious health condition or care for a sick child, parent, or loved one.
- You worked at the company for at least one year
- You contributed approximately 1,250 hours last year
- You work for a company with at least 50 employees
Keep in mind that you cannot combine FMLA and CFRA benefits for an extended time off. Typically, employees qualify for one or the other. Should you be eligible for CFRA, you have the opportunity to receive between 60 – 70% of your wages for up to eight weeks as of 2021. It can take a longer time for your claim to be processed. However, these benefits are equally as helpful.
For more information, reach out to our FMLA attorney in Los Angeles.