To care for your own or your family member’s serious health condition (not including disability due to pregnancy, childbirth, or related medical conditions). A qualifying exigency related to your spouse, domestic partner, child, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty).
As used in this policy:
Family member means your child, parent, grandparent, grandchild, sibling, spouse, domestic partner, or designated person. Child means a biological, adopted, or foster child; a stepchild; a legal ward; a child of a domestic partner; or a person to whom you stand in loco parentis. Designated person means any person related to you by blood or whose association to you is the equivalent of a family relationship. Parent means a biological, foster, or adoptive parent; a parent-in-law; a stepparent; a legal guardian; or a person who stood in loco parentis to you when you were a child. Sibling means a person related to another person by blood, adoption, or affinity through a common legal or biological parent.
You may identify your designated person at the time you request CFRA leave. You may make this designation once per 12-month period for purposes of CFRA leave.
Leave Usage
Eligible employees may take up to 12 workweeks of leave per leave year. For purposes of this policy, the leave year is the calendar year, any fixed consecutive 12-month period, the 12-month period measured forward from the day CFRA leave began, or a rolling 12-month period that is measured backward from the date any CFRA leave is used. CFRA leave is generally unpaid; however, you may elect to use applicable accrued leave to cover some or all of the leave taken. You may also be eligible for partial wage replacement benefits under California’s Paid Family Leave (PFL) or State Disability Insurance (SDI) programs depending on your reason for leave. For additional information, contact [appropriate person or department.
CFRA leave will run concurrently with other federal/state laws when permitted by law.
Intermittent Leave
Leave may be taken on an intermittent or a reduced work schedule when medically necessary.
Notice
If the need for leave is foreseeable (such as the birth of a child or planned medical treatment), you must provide reasonable advance notice and make a reasonable effort to schedule leave so that it will not unduly disrupt Company operations. If unforeseeable, provide notice as soon as practical. Notice should include the anticipated timing and duration of the leave. Failure to comply with these notice rules is grounds for, and may result in, deferral of the request for leave until you comply with the notice requirement.
Certification
Where leave is requested for your own or a covered family member’s serious health condition, the Company may require you to provide certification from your own or the Company’s healthcare provider.
If leave is for your own serious health condition, certification must include:
The date when the serious health condition began. The probable duration of the condition. A statement that, due to the serious health condition, you are unable to perform the function of your position.
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