Sentinel runs federal FMLA and California-specific leave law as one engine. Every deadline calculated, every notice generated, every case audit-ready — for HR teams without a legal department.
Federal FMLA + California overlay run side-by-side. No spreadsheet handoffs. No "we'll figure that one out manually."
Rolling 12-month lookback, shift-aware hours math (per DOL FMLA2025-02-A), eligibility check on day 1 of notice, designation deadlines in business days per 29 CFR 825.300(d)(4).
Pregnancy disability leave (PDL) up to 4 months. CFRA baby bonding 12 weeks. Both run with FMLA. SDI/PFL provides wage replacement.
Final pay: Same day if terminated; within 72 hours if employee resigns without notice (Cal. Lab. Code § 201-202)
Up to 8 weeks at 90% wage replacement. Weekly max $1,681 (2026). Runs concurrent with FMLA. Not job-protected.
Citation: Cal. Unemp. Ins. Code § 2652
Every case generates 12 documents per 29 CFR 825.500 retention requirements. If California HR gets a DOL inquiry, the file is one button.
HR managers can be personally sued under FMLA (Haybarger v. Lawrence County, 3d Cir. 2012). Sentinel keeps your name off the deposition list by closing every gap your manual process would miss.
10-minute audit call. We'll walk your current FMLA + California leave process, surface the gaps, and show you how Sentinel closes each one. No sales pressure.