LETTER TO EMPLOYEE: CFRA LEAVE TAKEN AFTER PDL/FMLA
Dear [employee name]:
[The Company] _________________received notification that you have requested California
Family Rights Act leave (CFRA) for the purpose of baby bonding effective, __________[date].
You are entitled to up to twelve (12) weeks of CFRA in a 12-month period. You previously have
used ___________ [days/hours] of CFRA during the current 12-month period and thus the total
remaining CFRA available to you is ____________ [days/hours].
According to the information we received, you may be able to return to work on ________
[date]. If, for any reason, you are unable to return to work, or decide to return to work sooner,
you must notify __________________ at (___)___-____ [Company] prior to the return date.
As general information for you, during your CFRA leave the Company does [allow/require] the
use of your accrued [sick, vacation, PTO] hours.
[Please note: employer cannot require the use
of accrued sick, vacation, or PTO if employee is receiving payments from SDI or PFL]
Under federal and state family and medical leave, you are eligible for continued health benefits
for a maximum of twelve (12) weeks. While on PDL/FMLA leave, you used _____ weeks, so
you have ____ weeks remaining. Your health benefits will continue for a maximum of twelve
weeks and will end on _____[date]. If you currently contribute to the payment of benefits, you
must continue to do so while on leave, beginning on _______________ [date]. The amount of
each payment is $_______ and must be paid to the Company. The payments will be due on or
before the ____ [day] of each month. Your coverage will end on _____________ if you do not
return to work, at which time you will be eligible for COBRA. Information pertaining to
COBRA will be sent at that time.
Please contact ________________________ at (___)___-____ if you have any questions or
would like any more information regarding CFRA leave or this information. We wish you the
best and look forward to your return.
P•A•S Associates has expertise in human resources and other areas involving employment issues. P•A•S Associates, in providing this form, does not represent that it
is acting as an attorney or that it is giving any form of legal advice or legal opinion. P•A•S Associates recommends that before making any decision pertaining to
human resource issues or employment issues, including the utilization of information contained on this website, the advice of legal counsel to determine the legal
ramifications of the use of any such information be obtained.PAS Rev. 03/09