Is CFRA the same as FMLA in terms of protecting your job?

[forward2007]

On June 15th I was sent a notice stating “Additionally, if you do not have a valid Driver License by Thursday June 23rd you must provide DMV notification indicating when your driver’s license will be re-instated. Otherwise I will proceed with termination proceedings”. I was on CFRA at the time I recieved the letter.

Doesn't CFRA protect a job just like FMLA?

 

[Nakamova]

It sounds as if you should be protected. See page 13 in the link below for departments to contact for assistance or to file a complaint.

http://www.documents.dgs.ca.gov/ohr/supervisor/DGSFMLAPolicyProcedures.pdf

 

[forward2007]

Also, and possibly more importantly, is it legal for an employer to send their employee a written notice telling the employee the employer will begin termination procedures while the employee is on leave? In this case unpaid leave, specifically CFRA? I thought the employer would legally be required to wait until the employee comes back to work before they verbally or in writing informed the employee of any demand for a date that the employee will be able to drive again or as a result of not doing so, that the employer will begin termination procedures? The employee is limited to three months per year (12 months) to be on leave so it's not like the employee has an unlimited amount of time to stay off of the job.

 

[Nakamova]

It sounds like they are violating CFRA procedures, but it's hard to tell for sure. I think you may find this site useful. It lists some sample violations, and also has a place to click where you can contact an attorney who can help.

http://www.californiaemployeerightslawyer.com/lawyer-attorney-1747629.html