Under the California Family Rights Act (CFRA) employees who meet certain qualifications have a right to medical leave with a full expectation of returning to their jobs. Employers who unjustly deny employees CFRA medical leave may be responsible for the losses their employees incur as a result.
If you were negatively impacted by your employer’s decision to deny medical leave in San Francisco or suffered adverse treatment for taking medical leave to which you were entitled, The Armstrong Law Firm wants to help you.
We have cultivated decades of experience and become known for our empathetic yet results-driven approach. Get started with a Consultation to learn more about your rights at (415) 909-3945 or online. The Armstrong Law Firm does not get paid until you win your CFRA claim or lawsuit.
Why Choose The Armstrong Law Firm?
At The Armstrong Law Firm, we protect the legal rights of employees. Whether you are facing employment discrimination, harassment, or hostility, our legal team is prepared to aggressively pursue your case.
Additionally, our San Francisco attorneys have:
- Decades of experience in employment law;
- An empathetic, yet results-driven approach to legal representation; and
- The knowledge needed to ensure your federal and state employment rights are protected.
At The Armstrong Law Firm, we only get paid when you win your CFRA claim or lawsuit. Schedule your complimentary consultation online or at (415) 909-3945.
How a San Francisco CFRA Attorney Can Help
At The Armstrong Law Firm, we have recovered millions on behalf of clients to help them pay for the damage caused by their employer’s CFRA denials. Our legal team is dedicated to seeing your case succeed through a fair and reasonable settlement or civil trial.
You can rely on the CFRA attorneys at The Armstrong Law Firm to pursue every avenue of compensation on your behalf. Including, but not limited to:
- Job reinstatement;
- Back pay;
- Front pay;
- Interest;
- Mental anguish;
- Lost benefits;
- Punitive damages; and
- Other recoverable awards.
The Armstrong Law Firm has the resources and knowledge to efficiently handle employment law matters throughout California. You can depend on our CFRA attorneys to stand by your side throughout the legal process.
What is the California Family Rights Act (CFRA)?
The California Family Rights Act (CFRA) gives qualified employees the right to take temporary leave from their job. Leave may last up to twelve weeks.
The CFRA is not the same as the Family and Medical Leave Act (FMLA).
Who is Covered Under the CFRA?
Employees who work for a company with five or more employees are qualified to take CFRA medical leave so long as they have worked for the company for twelve months or longer and have worked at least 1,250 hours in the prior twelve months.
What Life Events Qualify for CFRA Medical Leave?
Certain life events allow eligible employees to request CFRA medical leave. These include:
- Serious personal health conditions;
- Family members with serious health conditions;
- The birth of a child; and
- The adoption of a child.
While CFRA medical leave is typically unpaid, employees may use their sick leave, vacation time, or other accumulated paid leave during CFRA medical leave.
Is Notice Required for CFRA Medical Leave?
Employers can require thirty days’ notice of a CFRA medical leave. When able, employees should provide notice of CFRA medical leave as soon as possible.
Employee notice should include when medical leave will start and how long the employee will be gone from work. Employers must respond to a CFRA medical leave request within ten days of receipt.
Get a Consultation with a San Francisco CFRA Attorney at The Armstrong Law Firm
You have the right to take CFRA leave when you are a covered employee working for a qualifying employer. The legal team at The Armstrong Law Firm will back your case with the investigatory resources, negotiation skills, and knowledge of the law that you deserve.
Discuss your case with a San Francisco CFRA attorney during a Consultation. Schedule yours by calling (415) 909-3945 or messaging us via the contact form below. We do not get paid until you win your case.