There are actually three different leave benefits: PDLL, FMLA and CRFA. PDLL and FMLA run concurrently. CRFA does not. For practical purposes, there is no reason to take FMLA benefits, because it is subsumed into the PDLL. Even if FMLA is requested, it does not alter your rights to CFRA benefits.
In determining an employee's eligibility for a CFRA leave immediately following a pregnancy disability leave protected jointly by the PDLL and FMLA, the 12-month period during which she must have worked 1250 hours is the period immediately preceding the first day of FMLA leave based on pregnancy disability, not the first day of the subsequent CFRA leave for reason of the birth of the child. 2 Ca Adc § 7297.0(e)(2).
So, if you worked for 12 months and 1,250 hours prior to taking the PDLL benefit, then you are entitled to 12 weeks of CFRA leave, and if your employer doesn't provide it, then file a claim with the DFEH (so many acronyms...whew), at this link.
Before filing, you may want to ask HR to provide you with a written explanation of why it believes you are not entitled to further benefits. That may help sort things out -- though if you file a charge with DFEH first, they will ask for the explanation, so if you believe you will face resistance then just file the complaint and leave it at that.
Hope this helps.
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