Description Mobile-optimized for viewing on tablets and smartphones Recording of live event on March 19, 2015The federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) entitle eligible employees to unpaid, job-protected leave for defined reasons, such as caring for a parent, spouse, child or domestic partner with a serious health condition. Sounds good, right? Good, but they’re not so simple to administer. Since the qualifying circumstances both differ and overlap, FMLA/CFRA issues are among the most frequently encountered challenges faced by anyone who handles HR. FYI: Changes to CFRA regulations take effect on July 1, 2015, aligning the California regulations more closely with the FMLA regulations. These changes clarify as well as amend the CFRA process—from eligibility issues and responses to employee requests, to clarification of reinstatement rights and how CFRA and pregnancy disability leave interact. If you’re a California employer with 50 or more employees (or soon will have 50), learn what you need to know from CalChamber’s employment law experts. They discuss: Covered employers and which employees are eligible for job-protected FMLA and CFRA leaves Updated CFRA regulations for July 1, 2015 How updated CFRA regulations interact, supplement, or are different from current FMLA requirements How to compensate employees, either by wage replacement benefits or internal policy (sick, vacation, PTO) Frequently asked questions Get the facts and helpful guidance on ensuring your policies and procedures comply with the most current FMLA and CFRA rules and regulations. Presented by top CalChamber employment law experts Ideal for HR professionals, office managers, business owners or anyone responsible for hiring and staffing Mobile-optimized for viewing on tablets and smartphones Downloadable webinar slides and a recording of the 3/19/15 live webinar A recorded webinar is good for as long as the content is valid and there are no legal changes to it. If the content changes, the webinar will no longer be available for viewing. This webinar offers guidance only and does not serve as or replace legal advice.