Changes to FMLA and CFRA leave measurement period effective January 1, 2024

As described in our Legislative Leaves policy, the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), provide eligible employees with 12 weeks of protected leave when the employee takes time off work to care for a newborn or newly adopted child, to care for other family members, or for the employee’s own serious health condition that does not allow the employee to perform the essential functions of his/her job. The current policy specifies that the leave limit will be measured in a rolling backward 12-month period. 

Effective January 1, 2024, the Legislative Leaves policy is being changed to adopt a calendar year measurement period for the purpose of applying the FMLA and CFRA annual leave limits. This change will make it simpler for both employees and managers to track the amount of FMLA and CFRA leave taken each year and will align the FMLA and CFRA policy with calendar year criteria applicable to other categories of protected leave such as Kin Care and California Paid Sick Leave (CAPSL). With this change, any FMLA and CFRA leave taken during 2023 will not be counted toward the new 2024 calendar year limit. This change will not apply to the 12-month period applicable to military caregiver leave, which begins on the first day that the employee begins a military caregiver leave and applies to the following 12-month period. 

An updated policy will be available for employees to review in Policy Tech before year-end. If you have questions about this change or the Legislative Leaves policy, please contact the Human Resource Management Department at humanresources@llu.edu or call 909-651-4165 or ext. 14165.