{"id":1425,"date":"2021-10-25T03:51:24","date_gmt":"2021-10-25T03:51:24","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1425"},"modified":"2022-05-05T18:15:45","modified_gmt":"2022-05-05T18:15:45","slug":"caci-2602-reasonable-notice-by-employee-of-need-for-cfra-leave","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2602-reasonable-notice-by-employee-of-need-for-cfra-leave\/","title":{"rendered":"CACI 2602 Reasonable Notice by Employee of Need for CFRA Leave"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuuq4r09-617e2bd3785bca9244a81d7ce99367fa\">\n#top .av-special-heading.av-kuuq4r09-617e2bd3785bca9244a81d7ce99367fa{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuuq4r09-617e2bd3785bca9244a81d7ce99367fa .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuuq4r09-617e2bd3785bca9244a81d7ce99367fa .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuuq4r09-617e2bd3785bca9244a81d7ce99367fa av-special-heading-h1 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first '><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >CACI 2602 Reasonable Notice by Employee of Need for CFRA Leave<\/h1><div class='av-subheading av-subheading_below'><p>California Civil Jury Instructions CACI<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-1  el_after_av_heading  el_before_avia_sc_search '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" 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action='https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/' id='searchform_element' method='get' class='' data-element_id='av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7' ><div class='av_searchform_wrapper'><input type='search' value='' id='s' name='s' placeholder='Search CACI' aria-label='Search CACI' class='av-input-field ' required \/><div class='av_searchsubmit_wrapper '><input type='submit' value='Find' id='searchsubmit' class='button ' title='View results on search page' aria-label='View results on search page' \/><\/div><input type='hidden' name='numberposts' value='8' \/><input type='hidden' name='post_type' value='page' \/><input type='hidden' name='results_hide_fields' value='post_titles,meta,image' \/><\/div><\/form><\/search><\/div>\n<section  class='av_textblock_section av-av_textblock-e878f05c31dff72941bf1e49a00d9ff5 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><ul>\n<li><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/\">CACI Jury Instructions Index<\/a><\/li>\n<li><a href=\"https:\/\/caci-fillable-forms.crowdsourcelawyers.com\/\">App: CACI Jury Instructions Fillable Forms Word Format<\/a><\/li>\n<\/ul>\n<\/div><\/section>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-4  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuuq5x1c-f197d2b7301a9ea921f9ca7f18a9b4bb\">\n#top .av_textblock_section.av-kuuq5x1c-f197d2b7301a9ea921f9ca7f18a9b4bb .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuuq5x1c-f197d2b7301a9ea921f9ca7f18a9b4bb '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2602\u00a0Reasonable Notice by Employee of Need for CFRA Leave<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">For notice of the need for leave to be reasonable, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must make [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] aware that [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] needs [family care\/medical] leave, when the leave will begin, and how long it is expected to last. The notice can be verbal or in writing and does not need to mention the law. An employer cannot require disclosure of any medical diagnosis, but should ask for information necessary to decide whether the employee is entitled to leave. <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\"><\/h2>\n<div id=\"TRNotes_n_1\">\n<p><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">New September 2003; Revised May 2021 <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/\">Crowdsource Lawyers<\/a><\/p>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\">https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci<\/a><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\"><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Sources and Authority<\/h2>\n<div id=\"TRNotes_n_2\">\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Reasonable Notice Required.\u00a0Government Code section 12945.2(g).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Additional Requirements.\u00a0Government Code section 12945.2(h)\u2013(j).<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">CFRA Notice Requirements.\u00a0California Code of Regulations, title 2, section 11091.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn enacting CFRA \u2018the Legislature expressly delegated to [California\u2019s Fair Employment and Housing] Commission the task of \u201cadopt[ing] a regulation specifying the elements of a reasonable request\u201d for CFRA leave.\u2019 The regulation adopted by the commission provides, in part, to request CFRA leave an employee \u2018shall provide at least verbal notice sufficient to make the employer aware that the employee needs CFRA leave, and the anticipated timing and duration of the leave. The employee need not expressly assert rights under CFRA or FMLA, or even mention CFRA or FMLA, to meet the notice requirement; however, the employee must state the reason the leave is needed, such as, for example, the expected birth of a child or for medical treatment.\u2009\u2026\u2009The employer should inquire further of the employee if necessary to determine whether the employee is requesting CFRA leave and to obtain necessary information concerning the leave (i.e., commencement date, expected duration, and other permissible information).\u2019 The regulation further provides, \u2018Under all circumstances, it is the employer\u2019s responsibility to designate leave, paid or unpaid, as CFRA or CFRA\/FMLA qualifying, based on information provided by the employee\u2009\u2026\u2009, and to give notice of the designation to the employee.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Soria v. Univision Radio Los Angeles, Inc.<\/span>\u00a0(2016) 5 Cal.App.5th 570, 602\u2013603 [210 Cal.Rptr.3d 59], quoting\u00a0Cal. Code Regs., tit. 2, \u00a7\u200911091(a)(1), internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe employee must \u2018provide at least verbal notice sufficient to make the employer aware that the employee needs CFRA-qualifying leave, and the anticipated timing and duration of the leave. The employer in turn is charged with responding to the leave request \u201cas soon as practicable and in any event no later than ten calendar days after receiving the request.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Olofsson v. Mission Linen Supply<\/span>\u00a0(2012) 211 Cal.App.4th 1236, 1241 [150 Cal.Rptr.3d 446], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[Cal. Code Regs., tit. 2, \u00a7\u200911091(a)(1)] appears to presume the existence of circumstances in which an employee is able to provide an employer with notice of the need for leave. Indeed, the regulation permits employers to \u2018require that employees provide at least 30 days\u2019 advance notice before CFRA leave is to begin\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">if the need for the leave is foreseeable<\/span>\u00a0based on an expected birth, placement for adoption or foster care, or planned medical treatment for a serious health condition of the employee or a family member.\u2019 However, the regulations provide that this 30-day general rule is inapplicable when the need for medical leave is not foreseeable: \u2018If 30 days\u2019 notice is not practicable, such as because of a lack of knowledge of approximately when leave will be required to begin, a change in circumstances, or a medical emergency,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">notice must be given as soon as practicable<\/span>.\u2019 Further, \u2018[a]n employer shall not deny a CFRA leave, the need for which is an emergency or is otherwise unforeseeable, on the basis that the employee did not provide advance notice of the need for the leave,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">so long as the employee provided notice to the employer as soon as practicable<\/span>.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bareno v. San Diego Community College Dist.<\/span>\u00a0(2017) 7 Cal.App.5th 546, 563 [212 Cal.Rptr.3d 682], original italics; see\u00a0Cal. Code Regs. tit. 2, \u00a7\u200911091(a)(2)\u2013(4).)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhen viewed as a whole, it is clear that CFRA and its implementing regulations envision a scheme in which employees are provided reasonable time within which to request leave for a qualifying purpose, and to provide the supporting certification to demonstrate that the requested leave was, in fact, for a qualifying purpose, particularly when the need for leave is not foreseeable or when circumstances have changed subsequent to an initial request for leave.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bareno, supra,<\/span>\u00a07 Cal.App.5th at p. 565.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]n employer bears a burden, under CFRA, to inquire further if an employee presents the employer with a CFRA-qualifying reason for requesting leave.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Moore v. Regents of University of California<\/span>\u00a0(2016) 248 Cal.App.4th 216, 249 [206 Cal.Rptr.3d 841].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhether notice is sufficient under CFRA is a question of fact.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Soria, supra,<\/span>\u00a05 Cal.App.5th at p. 603.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThat plaintiff called in sick was, by itself, insufficient to put [defendant] on notice that he needed CFRA leave for a serious health condition.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Avila v. Continental Airlines, Inc.<\/span>\u00a0(2008) 165 Cal.App.4th 1237, 1255 [82 Cal.Rptr.3d 440].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe regulations thus expressly contemplate that an employee may be out on CFRA-protected leave\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">prior<\/span>\u00a0to providing medical certification regarding that leave.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bareno, supra,<\/span>\u00a07 Cal.App.5th at p. 568, original italics; see\u00a0Cal. Code Regs., tit. 2, \u00a7\u200911091(b)(3).)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cCFRA establishes that a certification issued by an employee\u2019s health provider is sufficient if it includes \u2018[t]he date on which the serious health condition commenced\u2019; \u2018[t]he probable duration of the condition\u2019; and \u2018[a] statement that, due to the serious health condition, the employee is unable to perform the function of his or her position.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bareno, supra,<\/span>\u00a07 Cal.App.5th at pp. 569\u2013570.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]n employee need not share his or her medical condition with the employer, and a certification need not include such information to be considered sufficient: \u2018For medical leave for the employee\u2019s own serious health condition, this certification\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">need not,<\/span>\u00a0but may, at the employee\u2019s option, identify the serious health condition involved.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Bareno, supra,<\/span>\u00a07 Cal.App.5th at p. 570, fn. 18, original italics.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cUnder the CFRA regulations, the employer has a duty to respond to the leave request within 10 days, but clearly and for good reason the law does not specify that the response must be tantamount to approval or denial.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Olofsson, supra<\/span>, 211 Cal.App.4th at p. 1249.) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<h2 class=\"SS_Heading\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\"><span class=\"SS_ib\" data-housestyle=\"EMPHASIS_ib\">Secondary Sources<\/span><\/span><\/h2>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 12-B,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Family And Medical Leave Act (FMLA)\/California Family Rights Act (CFRA)<\/span>, \u00b6\u00b6\u200912:852\u201312:853, 12:855\u201312:857 (The Rutter Group)<\/div>\n<div>11\u00a0California Forms of Pleading and Practice, Ch. 115,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Civil Rights: Employment Discrimination<\/span>, \u00a7\u2009115.32[6][e]\u00a0(Matthew Bender)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-7z4jap-4e90a6c2eaa783924ca2cdf8b8a9faa7 hr-default  avia-builder-el-6  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-5it3f5-6ca7330ce416d765881f7e198380fe58\">\n#top .av_textblock_section.av-5it3f5-6ca7330ce416d765881f7e198380fe58 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-5it3f5-6ca7330ce416d765881f7e198380fe58 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/crowdsourcelawyers.com\/\">CrowdSourceLawyers.com<\/a><\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1425","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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