A couple of random details are as follows: (1) If both the mother and father work for the same employer and wish to have more “baby bonding,” the employer may limit them to 12 weeks combined time off. However, FMLA specifies the two must be “husband and wife,” while the CRFA states the two can be “parents” regardless of whether or not they are married.
When an employee is ready to return to work after Pregnancy Disability Leave, FMLA and/or CRFA, the employer must reinstate her to the original position or a comparable position. Regarding Pregnancy Disability Leave, there must be legitimate business reasons if reinstatement is denied. Finally, under FMLA and CRFA, the employer can only refuse to honor the reinstatement guarantee under very limited circumstances.