What other California leave laws does Tilt support?

Quick answer
Beyond the five fully managed laws (CFRA, PDL, SDI, PFL, SF PPLO), Tilt supports around 17 additional California leave laws on a more customized basis, since these come up less often and support needs vary by circumstance. Examples include bereavement leave (up to 5 days unpaid), jury duty leave, voting leave (up to 2 hours paid), and organ/bone marrow donation leave. Some employers prefer to manage these in-house rather than initiate Tilt's leave process, especially for sensitive situations. Reach out to your Tilt contact for custom implementation of any of these.

Who this applies to / Prerequisites

• Employers and employees covered by these California-specific leave entitlements
• Each law has its own covered-employer definition and eligibility criteria — check the specific law before assuming coverage
• Tilt can create custom steps during implementation for these laws upon request

Supported leave laws

• Bereavement Leave: Up to 5 days of unpaid leave after the death of a family member.
• Volunteer Emergency Responder Leave: Unpaid leave to perform emergency duty as a volunteer firefighter, reserve police officer, or emergency rescue personnel; also 14 days of unpaid leave to attend related training.
• Civil Air Patrol Employment Protection Act: Up to 10 days of unpaid leave per year to respond to a Civil Air Patrol emergency operational mission.
• Qualifying Acts of Violence Leave: Unpaid leave for employees (or their family members) who are victims of certain violent crimes; amount depends on employer size and reason for leave.
• Military Service Leave: 17 days of unpaid leave for Reserve Corps/National Guard/Naval Militia members ordered to training or drills; 15 days for State Military Reserve members. Runs concurrently with USERRA when applicable. San Francisco employers have additional paid leave responsibilities.
• Family Military Leave: Up to 10 days of unpaid leave while an employee's spouse (a qualifying servicemember) is on deployment leave.
• San Francisco Military Leave Pay Protection Act (MLPPA): Up to 30 days of paid leave for reserve/National Guard/uniformed service members ordered to military duty — pays the difference between military pay and regular gross pay. Runs concurrently with USERRA when applicable.
• Organ and Bone Marrow Donation Leave: For organ donation, 30 days paid + 30 days unpaid per year. For bone marrow donation, 5 days paid per year. Does not run concurrently with CFRA.
• School Visitation Leave: Unpaid leave to appear at a child's school for a discipline issue; also up to 40 hours/year (with some limitations) for school/childcare enrollment, related activities, or emergencies.
• Jury Duty Leave: Unpaid leave to serve on an inquest or trial jury.
• Voting Leave: Up to 2 hours of paid leave to vote if the employee lacks sufficient time outside working hours; additional time may be unpaid.
• Witness/Crime Victim Leave: Unpaid leave to appear in court under subpoena as a witness, or to attend judicial proceedings related to a violent crime or serious felony against the employee or certain family members.
• Election Officer Leave: Unpaid leave for employees serving as an election officer.
• Drug and Alcohol Rehabilitation Leave: Unpaid leave considered as a reasonable accommodation for employees voluntarily entering a rehab program.
• Employee Literacy Education Assistance Act (ELEAA): Unpaid leave considered as a reasonable accommodation for employees enrolling in an adult literacy program.
• Emergency Conditions Leave: Unpaid leave when an employee reasonably believes the workplace is unsafe due to an emergency condition.
• Reproductive Loss Leave: Up to 5 days of unpaid leave for a reproductive loss event, including failed adoption/surrogacy, miscarriage, stillbirth, or unsuccessful assisted reproduction.

What if it doesn't work

• Need one of these laws set up as a formal leave process: Reach out to your Tilt contact to discuss custom implementation.
• Prefer to handle a specific law in-house: This is a valid option, especially for sensitive situations — Tilt doesn't require these to go through its leave process.
• Not sure if a specific law applies to your organization: Each law has its own covered-employer threshold and eligibility rules — check the specific entitlement above, or contact your Tilt contact.
• If none of these apply, contact your Tilt contact or Leave Success Manager.

Limits and exceptions

• These laws are supported on a more customized, case-by-case basis than the five fully managed laws — expect variation in process and required setup.
• Whether to initiate Tilt's leave process for these laws is an employer choice, not a requirement.
• Some of these leave types (e.g., organ/bone marrow donation) explicitly do not run concurrently with CFRA — check each law individually rather than assuming standard concurrency rules apply.
• This list reflects the laws named in Tilt's source documentation as of the last verification date and may not be exhaustive of all California leave entitlements.

Related questions

• Does Tilt support bereavement leave in California?
• How much paid time do I get to vote in California?
• Does organ donation leave run concurrently with CFRA?
• Can I get paid leave for jury duty in California?
• What leave is available for a reproductive loss event?
• Does Tilt manage or just support California voting leave?