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Frequently Asked Questions
Family Medical Leave Act (FMLA) / California Family Rights Act (CFRA)
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| What types of leave of absence qualify for FMLA / CFRA?
Leave is granted for the following reasons:
- Your own serious health condition that makes you unable to perform your job. A "serious health condition" under FMLA/CFRA includes an illness, injury, impairment, or physical or mental condition that involves inpatient care or continuing treatment; or
- To care for your newborn child, newly adopted child or newly placed foster care child; or
- To care for your spouse, son or daughter, or parent, who has a serious health condition.
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Who is eligible for FMLA / CFRA?
You are eligible for FMLA/CFRA if you have been employed with Placer Countyfor a minimum of 12 months and have worked at least 1250 hours in the preceding 12 months (including extra help hours).
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| How should I notify Placer County that I would like to take a leave of absence?
Submit to your supervisor as soon as possible:
- An original health care provider's note indicating the need for a leave of absence and the expected date of return from the leave of absence; and
- An original Employee Request for Leave form.
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Why do I want to request an FMLA / CFRA leave?
FMLA/CFRA allows for job and benefit protection for up to 12 weeks in a designated 12-month period. |
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| Will the County notify me if I am eligible for FMLA / CFRA?
Once the Personnel Department receives notification of your leave from your department, your eligibility for FMLA/CFRA will be verified. We will also send you a request for a Medical Certification of a Serious Health Condition form. Your health care provider or your family member's health care provider, depending on the situation, must complete this document. The completed Medical Certification of a Serious Health Condition form must be returned to the Placer County Personnel Department by the date specified in the letter. |
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| What happens if I do not qualify or if I run out of FMLA / CFRA time?
In accordance with Placer County Code Chapter 3.04.390 and 3.04.530 and with department head approval, you may request a medical leave or a personal leave depending upon the individual circumstances. |
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When does an FMLA / CFRA leave begin?
Providing you, or an eligible family member have a serious health condition and meet the eligibility criteria as outlined above, the FMLA/CFRA leave begins on the fourth day absent from work due to this condition. FMLA/CFRA run concurrently in most cases. |
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| What is the maximum FMLA / CFRA time?
The maximum leave is:
- Fulltime: Up to 12 work weeks during a designated 12-month period; or
- Part-time: The equivalent of 12 regularly scheduled work weeks.
CFRA allows for parents (both mother and father) to bond with a newborn child, newly adopted child or newly placed foster care child for up to 12 weeks. However, this leave must be concluded within one year of the child's birth or placement in your home if adopted or if a foster child. If both parents work for Placer County this leave is limited to a total of twelve weeks shared between both employees.
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| How is FMLA / CFRA time calculated?
Placer County uses the 'rolling forward date' method to determine FMLA/CFRA eligibility and calculate the 12 week period. The first day of an eligible FMLA/CFRA leave is designated as your rolling date. This date becomes your permanent rolling date with Placer Countyand is used to determine eligibility and to calculate the 12-week period for future leaves. Provided you meet the eligibility requirements, youare entitled to a new FMLA/CFRA period every twelve months from your designated rolling date. |
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Can I use my sick leave, vacation and CTO accruals while on FMLA / CFRA?
You may use your sick leave while on a FMLA/CFRA due to your own or an eligible family member's serious health condition. At the time you exhaust your sick leave, with your department head's approval, you may use vacation, floating holiday, CTO and/or Management Leave accruals.
You will need to use vacation time on a FMLA/CFRA to bond with your healthy newborn, adopted, or foster care child. At the time you exhaust your vacation leave, with your department head's approval, you may use your floating holiday, CTO and/or Management Leave accruals. |
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What happens to my insurance benefits while on a medical leave?
- Paid Status (using sick/vacation/CTO/Management Leave accruals)
- Benefit premiums continue to be paid through the payroll process and all your benefits remain intact.
- Unpaid Status (off payroll)
- While you are on FMLA, Placer Countywill pay the employer share of health, dental and vision premiums for up to 12 weeks. You will be responsible for your normal employee share. The Personnel Department will notify you of premiums due.
- If you are on a non-FMLA leave of absence, you may be responsible for both the employee and employer premiums. Please contact the Personnel Department at (530) 889-4060 for premium costs.
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If you fail to return to return to work after the FMLA leave, Placer Countywill recover its share of health plan premiums paid during a period of unpaid FMLA leave.
FMLA / CFRA / PDL leaves normally run concurrently with a Workers’ Compensation leave.
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For additional information pertaining to FMLA go to http://www.dol.gov/whd/fmla/index.htm |