California insurance program Paying Family Leave ( PFL ), also known as Temporary Family Disability ( FTDI ) Program , is a law enacted in 2002 that expands unemployment compensation to cover individuals who take time off from work to care for family members who are severely ill or attached to a newborn child. The benefits are equivalent to about 70% of income and have a maximum per week, for a total of up to six weeks.
The Paid Family Allowance Program is managed by the State Disability Insurance (SDI) program of the Employment Development Department. Benefits began on July 1, 2004. The PFL insurance program is fully funded by employee contributions, similar to the SDI program.
The law states that PFLs should be taken in conjunction with the leave under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Law (CFRA), both of which give the unpaid twelve twelve months period. In other words, FMLA and CFRA offer job protection for up to twelve weeks of family holidays while PFL offers compensation up to six weeks.
Video Paid Family Leave (California)
Histori
In 2002, after the campaign was extended by the California Labor Federation, the AFL-CIO and the Working and Family Coalition led by the Working Families for Working Project, California was the first state to pass a law requiring its Family Paid program. By mid 2008, the only other countries that have passed legislation to offer family paid leave allowances are Washington and New Jersey.
In 2009, five years after California's first-ever family-paid vacation law took effect, Congressman Lynn Woolsey, a Democrat from the same country, introduced HR 2339, Family Income Responding to Significant Transition (FIRST) Act, which will grant federal grants to state- States. with existing paid family leave legislation to implement and administer paid family leave programs, and will encourage other countries to develop their own paid family leave program.
Maps Paid Family Leave (California)
Terms
To be eligible for PFL, employees must participate in the State Disability Insurance Program (SDI) (or a voluntary plan in lieu of SDI).
Benefits under the program include the following:
- PFL allows up to six weeks paid leave in twelve months.
- PFL includes employees who take leave to be bonded with their own child or their registered domestic partner child, or a child placed to be adopted or cared for with them or their domestic spouse. One-year expiration from childbirth, adoption, or foster placement.
- PFL also includes employees taking leave to care for severely ill children, parents, spouses, or domestic spouses.
Exceptions
Employees can not receive PFL insurance benefits if they are also eligible to receive State Disability Insurance, Unemployment Compensation Insurance, or Workers' Compensation.
An employer may require employees to take up to two weeks, but not in use, holidays before the employee's initial acceptance of PFL benefits.
Work security
PFL does not offer job security provisions. Instead, it relies on the limited security of work already provided by federal and state laws: employers are only required to provide rest periods and to have a job for an employee if their employer is protected by the Family and Medical Leave Act (FMLA) or Invite - California Family Rights Assistance (CFRA). California Family Law Act offers twelve non-paid holiday weeks for corporate employees with more than 20 employees.
Benefit levels
The California Department of Employment Development offers tools to help calculate the amount of benefit payments.
Benefits are set at 70% of low-income and 60% income for middle and high income, but there is a maximum weekly benefit associated with the Average Weekly Wage of the State that fits the claim year. For 2018, this maximum is $ 1216 while the weekly low range of benefits is $ 50.
To be eligible for a minimum weekly amount ($ 50), an individual must have at least $ 300 wages (or $ 75 per quarter) in the base period, which covers 12 months and is divided into four quarters of three months each.
Pattern of awareness and usage
In the first year of the program section, only 138,000 benefited. This is less than half of California's estimates for the number of beneficiaries, 300,000. Of these claims, 88% for ties with a new child while 12% are to care for sick family members. Women dominate claims, which constitute 83% of new child claims and 70% of treatment claims. Although the low number of claims can be caused by relatively unknown programs, the benefits of the program too low may also have an impact.
In a study conducted in California and Illinois on the parents of chronically ill children (2003-2004) and after (2005-2006) the passage of PFL, no differences were observed in time taken from work to care for sick children or newborn. Of the surveyed parents, only 18% have heard of the program and 5% have used it.
In a survey of 253 entrepreneurs and 500 employees, 89% of entrepreneurs said that they did not experience any tangible effects or positive effects of the program, with larger entrepreneurs having a better view than small entrepreneurs, perhaps because they tend to already provide paid families. leave. Sixty percent of employers report cost savings by co-ordinating their own sick leave with PFL.
In a 2007 survey of California adults, only 28.1% were aware of the PFL program.
See also
- California Disability Insurance (SDI)
- Family and Medical Leave Act of 1993
- US state defect program
- Parent leave
- Domestic partnership in California
References
External links
- Department of Employment Development: Family Leave Payout
- California Paid Family Candidate Collaboration
- California Department of Fair Employment & amp; Housing - Employment Bulletin, December 31, 2003. Includes "Comparison of the Major Differences in California Family Rights Act/Family Medical Leave and Families Paid Leave (PFL) also known as Temporary Family Disability Insurance (FTDI)."
Source of the article : Wikipedia
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