Q: Does California have its own paid family leave program?

Yes. California runs California Family Rights Act (CFRA) + Paid Family Leave (PFL), supplementing federal FMLA with paid (or partially paid) leave benefits. State PFL programs typically have separate eligibility, contribution, and benefit calculations from FMLA.

Q: Where do I file a state ADA-equivalent disability discrimination complaint in California?

California Civil Rights Department (CRD, formerly DFEH). State FEP agencies typically have parallel jurisdiction with the EEOC for ADA Title I claims. California status as a "deferral state" extends the federal EEOC charge filing window from 180 to 300 days.

Q: If my employer denies a reasonable accommodation in California, what are my options?

Federal: file an EEOC charge within 180/300 days for the failure-to-accommodate claim under 42 U.S.C. § 12112(b)(5)(A). State: file a parallel charge with California Civil Rights Department (CRD, formerly DFEH) which may have additional remedies. You can also request the interactive process under 29 CFR § 1630.2(o)(3) — that record-preserving demand is what the ADA accommodation wizard generates.

Question 1

Does California have a mini-COBRA law?

Accepted Answer

Yes. California has a state mini-COBRA statute extending continuation coverage to employees of small employers (typically <20 employees) not covered by federal COBRA. Verify the specific eligibility window and election period in the California insurance code.

Question 2

Does California have its own paid family leave program?

Accepted Answer

Yes. California runs California Family Rights Act (CFRA) + Paid Family Leave (PFL), supplementing federal FMLA with paid (or partially paid) leave benefits. State PFL programs typically have separate eligibility, contribution, and benefit calculations from FMLA.

Question 3

Where do I file a state ADA-equivalent disability discrimination complaint in California?

Accepted Answer

California Civil Rights Department (CRD, formerly DFEH). State FEP agencies typically have parallel jurisdiction with the EEOC for ADA Title I claims. California status as a "deferral state" extends the federal EEOC charge filing window from 180 to 300 days.

Question 4

If my employer denies a reasonable accommodation in California, what are my options?

Accepted Answer

Federal: file an EEOC charge within 180/300 days for the failure-to-accommodate claim under 42 U.S.C. § 12112(b)(5)(A). State: file a parallel charge with California Civil Rights Department (CRD, formerly DFEH) which may have additional remedies. You can also request the interactive process under 29 CFR § 1630.2(o)(3) — that record-preserving demand is what the ADA accommodation wizard generates.

California state-law overlays

Free benefits wizards in California

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California federal benefits tools

California state-law overlays

Free benefits wizards in California

Ask Counsel about California benefits law