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Employee & Labor Relations

A Resource for County of San Mateo Employees, Supervisors, and Managers

D. What conditions must be met for an employee to be eligible for FMLA/CFRA consideration?

Employee Relations Handbook, Leave of Absence

In order for an employee to be eligible for FMLA/CFRA, the following conditions must be met:

  • The employee must have been a permanent, probationary, temporary and/or Extra Help employee continuously for at least 12 months.
  • The employee must have worked (001 time) at least 1,250 hours in the 12 months immediately prior to requesting a leave of absence. Extra Help hours do count towards the 1,250 hour threshold. Non-work hours (sick leave, vacation, holiday, unpaid time) do not count towards the 1,250 hours threshold.
  • The leave must be for one of the following reasons:
  • The employee’s own serious health condition.
  • The care of the employee’s spouse, domestic partner, parent, child or young adult dependent with a serious health condition. Care of other relatives, including but not limited to grandparents/grandchildren, aunts/uncles, or in-laws, does not qualify under FMLA/CFRA.
  • Birth or adoption of a child.
  • Placement in the employee’s home of a child in foster care.