One-line summary: The California Family Rights Act (CFRA) provides up to 12 weeks of job-protected leave for qualifying family and medical reasons — broader than federal FMLA in several respects (e.g., "designated person" coverage, no spousal-aggregation cap). Applies to Launch with respect to California employees because Launch has 5+ employees.

California Family Rights Act (CFRA)

The California Family Rights Act (CFRA, Cal. Gov. Code § 12945.2) applies to employers with 5 or more employees. Launch is over that threshold; CFRA applies to Launch's California employees.

Eligibility

To be eligible for CFRA leave, you must:

• Have worked for Launch for at least 12 months (need not be consecutive); and
• Have worked at least 1,250 hours during the 12-month period immediately preceding the leave.

What it provides

Up to 12 workweeks of job-protected leave in a 12-month period for any of the following reasons:

• The birth, adoption, or foster placement of a child (bonding leave).
• To care for a covered family member with a serious health condition.
• For your own serious health condition that makes you unable to perform the essential functions of your job.
• For a qualifying military exigency related to a covered family member's active duty.

Covered family members under CFRA (broader than federal FMLA)

• Child (regardless of age or dependent status, including adult child)
• Parent or parent-in-law
• Spouse or registered domestic partner
• Grandparent
• Grandchild
• Sibling
• Designated person — any individual related by blood or whose association with the employee is the equivalent of a family relationship (one designated person per 12-month period)

Job protection

When you return from CFRA leave, you have the right to be reinstated to the same or a comparable position with equivalent pay, benefits, and other terms of employment.

Pay

CFRA leave itself is unpaid, but you may be eligible for partial wage replacement through:

• California Paid Family Leave (PFL) for bonding or family-care leave (see CA Paid Family Leave + SDI in this addendum).
• California State Disability Insurance (SDI) for your own serious health condition.
• Use of accrued paid sick leave or PTO.

CFRA + PDL stacking

If you take Pregnancy Disability Leave (PDL) for pregnancy disability and then later wish to bond with your new child, you may take CFRA bonding leave consecutively after PDL — meaning up to 4 months of PDL plus up to 12 weeks of CFRA bonding leave.

Notice

Provide at least 30 days' advance notice when foreseeable, or as soon as practicable when not. Submit your CFRA request to HR at hr@launchindustries.biz.

If you notice any outdated information or typos, or need clarification on any policies, please email hr@launchindustries.biz.