|California Family Rights Act (CFRA)||
Provides the same coverage as the federal FMLA, with one exception: it does not provide leave for a disability due to pregnancy, childbirth or related medical conditions. The California legislature specifically exempted pregnancy disability from the CFRA because pregnancy disability leave (PDA) was already provided through the California Fair Employment and Housing Act. CFRA and FMLA run concurrently.
Biological, adopted or foster child, stepchild, legal ward, or a child of an employee who is standing in loco parentis, who is either under 18 years of age or an adult dependent child. An adult dependent child is an individual who is 18 years of age or older and incapable of self-care because of a mental or physical disability.
The University is a federal contractor and is obligated to comply with federal laws and regulations regarding affirmative action. These obligations include ensuring diverse pools of applicants for campus positions; developing and maintaining affirmative action plans which identify areas of underutilization of minorities and women; and demonstrating good faith efforts to eliminate underutilization.
Refines the differences between levels of jobs based on distinctions that are meaningful for a specific job family. It is customizable for an individual job description, unlike Generic Scope which is fixed and unalterable. Examples of criteria that differentiate custom scope might include: decision-making on department policy, complexity of computer issues resolved, impact of program on a significant part of the campus, or difficulty of problem solved.