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Your employee may be eligible for intermittent leave under the federal Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA) to care for the serious health condition of a parent.
The cities of San Francisco and Berkeley also have local ordinances which require covered employers to consider requests by employees who work in those cities for flexible or predictable working arrangements. San Francisco's Family Friendly Workplace Ordinance applies to employers with 20 or more employees, regardless of location. Berkeley's Family Friendly and Environment Friendly Workplace Ordinance applies to employers with 10 or more employees working in Berkeley.
Employees may also be able to use paid sick leave in this circumstance. Under California law, employees are allowed to use accrued paid sick leave to care for a family member, which includes the employee's parent, parent-in-law, child, spouse, registered domestic partner, grandparent, grandchild, sibling and a “designated person.” A designated person is any person identified by the employee at the time the employee requests paid sick leave, though an employer may limit an employee to one designated person per 12-month period for purposes of paid sick leave.
The law covers time off for an existing health condition or for preventive care.
Read more about CFRA and FMLA Qualifying Reasons, San Francisco Family Friendly Workplace Ordinance and Berkeley Family Friendly and Environment Friendly Workplace Ordinance.