Legal Question in Medical Leave in California

Possibly. While the FMLA or its California equivalent, the CFRA, does not expressly state that qualified employees may take leave to care for grandparents, both laws do say that the term "parent" includes persons "who stood in loco parentis to the employee when the employee was a child". In loco parentis is a Latin term that refers to a person who assumes parental status of a young person, without going through a formal adoption process.

If this describes the relationship between you and your grandmother, the law should apply.

If and when you are denied legally protected leave, or are illegally discriminated or retaliated against because of requesting or taking the leave, or you are refused accommodation, then you can consider legal claims.

If your CA employer has at least 50 employees, and you are employed for at least 12 months, have at least 1,250 hours worked in the 12 months prior to the leave, then you would be eligible for 12 weeks of unpaid FMLA / CFRA maternity / medical leave when you are unable to work [or must care for an immediate family member] because of a �serious health condition� that is properly confirmed and documented by your doctor, continuation of group health benefits, restoration to the same or an equivalent job upon return to work, with accrued benefits. The leave may be taken on reasonable intermittent basis if that need is properly documented by your medical provider.

If you are out longer than those guarantees, they can fire you.

Overriding those stated protections, just because you are on leave does not mean you can�t be terminated. You have no special exemption against lay offs or termination due to business reasons. A company in downsizing can lay off a FMLA leave person, as long as they can show they aren�t targeting �because of the leave�. They are simply risking claims if they do.

If your company has a policy requiring they hold your job for you for a specific period of time while on disability, that is enforceable.

Upon termination from employment, you are entitled to COBRA conversion of your medical benefits [if any], allowing you to pay for and retain your insurance coverage.

Now, if they violated those rules, contact me for the legal help you'll need. I'll be happy to do so. I've been doing these cases for over 20 years.

If you are one of the rare people who the DFEH actually represents and files suit for, then yes, they provide the attorney. 99.9% of the time, they will not do so, and you will have to hire your own. IF you win the case, the other side has to reimburse or pay your attorney fees. Settlement of such cases without trial is common, and the fees can be part of a negotiated settlement.