When an employer’s no-fault absenteeism policy provides that an employee may clear absences that otherwise would count for purposes of disciplinary action by working (or being available to work) during a certain clearance period, the employer does not violate the California Family Rights Act (Gov. Code 12945.2) by extending the absence clearance period by the number of days the employee was on unpaid CFRA leave during that period–just so long as the employer applies that same policy to any other type of unpaid leave.