In plain words
Concurrent leave means that one period of time off can count under two leave programs at once. In California, a parent may be able to use and state protections together for the same weeks. The rules decide how the leave is counted and how it lines up with pay benefits and job protection. A mother's own recovery from birth may fall under a different leave than bonding time with the baby. Employers usually have to tell the employee whether leave is designated under both programs. A human resources office can confirm how the weeks are counted.
The deeper version
Concurrent leave is the coordinated designation of a single absence under more than one statute. Under the federal and the , leave for bonding with a new child may run concurrently, so that one period of leave counts against both entitlements, provided the employee meets the eligibility rules of each. for the mother's own disability is treated separately under California law and is separate from CFRA , although it can run concurrently with federal FMLA leave. Employers must notify employees of how leave is designated and may request certification. The coordination rules are complex, and state guidance from the Civil Rights Department and federal Department of Labor guidance are the reference points.
Where it comes up
- Pregnancy and parental leave in California: the mapCalifornia: Leave, Money, and Paperwork
- CFRA and FMLA: keeping your jobCalifornia: Leave, Money, and Paperwork
What mothers here say about concurrent leave
No one has posted under this term yet.
Sources
- US Department of Labor — Family and Medical Leave Act: fact sheets on leave designation and concurrent leave
- California Civil Rights Department — CFRA and pregnancy disability leave: how leaves run together