An Administrator's Guide to California Private School Law Compendium

6. If the absence qualifies for FMLA and/or CFRA bonding leave, and if the employee is eligible for FMLA and/or CFRA bonding leave, determine how much FMLA and/or CFRA leave the employee is entitled to take. Amount of CFRA leave employee is entitled to: __________________ Amount of FMLA leave employee is entitled to: __________________ 7. Did employee request intermittent leave to bond with a newborn or child placed with employee in connection with adoption or foster care? Yes No NOTE: Employee is entitled to leave for a minimum of at least one day on any two occasions. Otherwise, the intermittent leave minimum period is two weeks. 8. Has the school provided the employee with a: General Notice Eligibility Notice Rights and Responsibilities Notice Designation Notice Start date of FMLA/CFRA leave: __________________________________ Date right to FMLA/CFRA leave expires: ___________________________ Expected return to work date: _____________________________________ 10. Has the employee requested that paid leave benefits (e.g., paid sick leave) be run concurrently with the FMLA and/or CFRA leave? Employee has requested paid leave benefits Employee has not requested paid leave benefits 11. Ascertain whether the school can run paid leave benefits (e.g., vacation) concurrently with the CFRA leave (even if the employee has not requested to use paid leave benefits). Yes No 9. The school has designated the leave as follows:

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