If you need to take time off to care for a loved one or bond with a new child, you may be eligible for job-protected leave under the Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA). At Stanford, some or all of your job-protected leave may be paid.
Criteria for Family Care
- You are caring for an immediate family member suffering from a serious health condition
- You are bonding with your newborn, foster child or adopted child
- Federal law (FMLA) and California law (CFRA) allow you to take up to 12 weeks of job-protected leave during a rolling 12-month period for all eligible leaves of absence combined
- FMLA and CFRA are not paid; however, paid family leave (PFL) benefits may provide you with full or partial income replacement while on an eligible leave for up to eight weeks in a rolling 12-month period. Your balance of job-protected leave, up to an additional four weeks, can be taken using a combination of vacation and paid time off accruals as income replacement
- PFL may be taken intermittently, and is most often taken in increments of at least two weeks each when used for baby bonding time
- The San Francisco Paid Parental Leave Ordinance provides supplemental compensation in addition to PFL to employees working in San Francisco.
Paid Family Leave - How It Works
|Family care or baby bonding leave
(up to 8 weeks)
|additional leave time
(balance of cfra -
up to 4 weeks)
|Income protection||Paid Family Leave - Bonding||None|
|Length of time allowed||
May be up to 8 weeks
May be taken intermittently, in increments of at least two weeks each
May use within 12 months of the child’s birth or adoption/ foster care placement
|May be up to 4 weeks after FTD Leave|
|Salary continuation or supplement||
Benefits-eligible employees on leave for bonding receive 100% of base pay without using accruals for the first 6 weeks and may use accrued PTO, floating holiday and vacation hours during weeks 7-8 to augment insurance benefit.
Non-benefits-eligible employees may use accrued PTO, floating holiday and vacation hours to augment insurance benefit.
|May use only accrued PTO, floating holiday and vacation hours as salary continuation.
No disability benefit or salary supplement during this period
|Job protection||Protected under CFRA (the California version of FMLA) and/or FMLA. If eligible, provides 12 weeks in a rolling 12-month calendar year, beginning on the first day of leave.|
Review Your Options
Visit the pages below to learn more about your job-protection and insurance options while on a Family Leave.