More than 11,700 calls and emails were handled last year by CDA’s team of expert analysts. Experts specializing in employment practices field questions on all aspects of managing leaves of absence and consistently observe how a short-term absence can have a long-term impact if the practice isn’t prepared.
Here are key areas of readiness and resources to support members:
Understand when and which laws apply
Do you know the different requirements for medical needs, family care, pregnancy and personal emergencies? Employers are obligated to know the “rules” to follow and the eligibility requirements. Escalating to termination or not providing appropriate leave can expose the practice to legal liability. CDA members can sign in to review state and federal leave of absence laws that apply to employers in California.
Collect documents when necessary
Specific certification documents support an employee’s request for leave. Through CDA’s Resource Library, members can download forms for certification from a health care provider for an employee or their family member’s medical condition, for pregnancy disability leave, transfer and/or reasonable accommodation, and for an employee’s to return-to-work.
Track leave and communicate effectively
There should be no confusion about the length of leave the employee is entitled to, and the supporting certification should include the leave dates. Urge employees to communicate if dates may change. Extended leaves, especially surprises, can tarnish relationships and break trust. Clear expectations from the outset reduce future friction. Members who are unsure how to navigate a conversation or feel like a situation could escalate can call or email an analyst for support.
Not sure if your practice is prepped? Take a quick check
An online assessment reveals your communication and compliance readiness for a leave of absence. Complete the four-question Practice Health Check and connect to actionable guidance and additional resources.