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It is not clear to me from your post what you mean by �maternity leave� or that you �waited to initiate� your baby bonding time. 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In general, both the FMLA and the CFRA dictate that qualifying employees may take leave 1) in a single block, 2) on a reduced work schedule or 3) on an intermittent leave basis. SavyLawyer : Under the California Family Rights Act, if you have not yet taken 12 weeks off for bonding (California is one of the few states who allows such time off), and your employer is refusing to allow you to take the leave, you have the right to file a complaint with the California Department of Fair Employment and Housing. Our employee wants to take time off to be home with a new baby, but has not met the requirements of having worked for our company for one year. What Happens If You Disagree With the Results of an Inspection? Your browser will redirect to your requested content shortly. � 7297.0(e)(1),(2). This does not work from the "Chrome" app. The law (CFRA) is also clear that you are allowed to initiate your baby bonding leave within 1 year of the baby�s birth. Governor Brown has just signed into law California SB 63, amending the California Family Rights Act to require employers of 20 or more employees to provide up to 12 weeks of job-protected leave for baby-bonding purposes When you file a claim, you can choose to receive benefit payments issued by EDD Debit Card SM or check. The law is clear that if you took your bonding leave �immediately� after the pregnancy disability leave, the 1250 hours would be calculated as of the date the disability leave began (NOT the date of the bonding leave).

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