New Revised Rules to CFRA Regulations Effective July 1, 2015
With the new paid sick leave rule preoccupying the minds of most California employers, another set of rules is scheduled to also go into effect on July 1, 2015. Recently enacted on March 10, 2015, these rules are amendments to the California Family Rights Act (CFRA) regulations. The rules are intended to more closely align the CFRA regulations with the federal Family and Medical Leave Act (FMLA) regulations. These changes have long been sought by employers, who have grappled with the overlay of the FMLA regulations (amended in 2008) and the pre-2008 CFRA regulations (which did not incorporate the FMLA’s 2008 amended regulations).
The amended CFRA regulations contain (1) guidance on certain definitions (i.e. how to determine when a business is a joint employer under the CFRA); (2) changes to the mandatory poster requirement; (3) and change what information is required in the certification form submitted by employers to health care providers who are asked to certify leave for serious health conditions. Despite the revisions, some differences will remain between state and federal family and medical leave laws (i.e. how CFRA coordinates with state pregnancy disability leave laws).
We will provide you with further developments and information on this page regarding the revised regulations. Please also keep an eye out for a brown bag seminar we will be hosting that will cover both these revised regulations and the new paid sick leave rule.
This document is intended to provide you with general information about legal developments. The contents of this document are not intended to provide specific legal advice. If you have questions about the contents of this alert, please contact Hannibal Odisho at 415-697-3463 or at email@example.com. This communication may be considered advertising in some jurisdictions.