Cocoon makes sure your employees are always seeing all of the time they are entitled to for their leave. In some cases, state programs may offer more time than your company policy. You can click on an employee's leave record in your admin account and use the time icon to view entitlements. Click on the green bar to display specific entitlements and to view how they interact.
Example scenario
For example, let’s say that your company offers 12 weeks of paid parental leave. For this scenario, the employee taking leave is a birthing parent in California.
They end up giving birth vaginally, meaning the first 6 weeks of their leave are considered post-birth disability. In this scenario, there are a few different entitlements involved - FMLA, CFRA, and your company policy. All of these run concurrently.
Program | Time | Pay |
FMLA | 12 weeks of job protected time | Unpaid |
CFRA | 12 weeks of job protected bonding time | 8 of the 12 weeks are partially paid by the state |
Company policy | 12 weeks of job protected time | The 12 weeks are topped up to 100% of pay |
So how much time will this employee be taking?
This employee is entitled to 6 weeks of post-birth disability, and 12 weeks of bonding time, resulting in 18 weeks total.
The first 6 weeks are classified as post-birth disability, and the employee will receive 100% of pay from a combination of short term disability (if applicable), state disability, and the company.
The next 6 weeks will be classified as bonding time, and the employee will receive 100% of pay from a combination of state paid family leave and company pay.
After that, the employee has exhausted the time and pay available to them under company’s policy. The employee is entitled to 6 weeks of time remaining under CFRA. 2 weeks of that time would include partial pay from the state, and the remaining 4 weeks would be but job protected time.
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