The California Employment Law Letter published an article by Michelle Lee Flores entitled "10 Tips For Complying With Your Obligations Under The FMLA, CFRA, and PDL,"

Michelle wrote about how noncompliance can have grave consequences. The interplay of the California Family Rights Act (CFRA) and California's pregnancy disability leave (PDL) regulations with the federal Family and Medical Leave Act (FMLA) is a constant source of anxiety for those responsible for compliance.

1. Remember, it's all about us!

California has a very important distinction from the almost mirror image that the CFRA is to the FMLA ― specifically, PDL. The CFRA doesn't cover time off for an employee who is suffering from a pregnancy-related disability. With the FMLA, one generally thinks of "12 weeks." Well, in California, you can think 12 weeks off because of one's own illness unless the employee is disabled by pregnancy, childbirth, or a related medical condition, and then it's four months of leave (i.e., 171/3 weeks) or the number of days the employee normally would work within four months.

Click here to read all of Michelle's tips.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.