Millions of Americans today straddle a new generation gap, but
this one has nothing to do with a lack of understanding between
young and old. Instead, it has everything to do with a lack of
time: how one generation can care for its children and its elderly
– and still meet their employment commitments to their employer.
This dilemma creates a conflict for many people to balance work
responsibilities with the caring for a sick child or an ailing
parent or spouse. It poses the same challenge to new parents who
would like time to bond with a newborn child. Meanwhile, employers
must balance their duty for equitable treatment for all their
employees and the desire to help an employee through a difficult
time.
Millions of Americans today straddle a new generation gap, but this one has nothing to do with a lack of understanding between young and old. Instead, it has everything to do with a lack of time: how one generation can care for its children and its elderly – and still meet their employment commitments to their employer.
This dilemma creates a conflict for many people to balance work responsibilities with the caring for a sick child or an ailing parent or spouse. It poses the same challenge to new parents who would like time to bond with a newborn child. Meanwhile, employers must balance their duty for equitable treatment for all their employees and the desire to help an employee through a difficult time.
Starting July 1, California’s new Paid Family Leave insurance program will provide an avenue to help employees balance the demands of the workplace with family care needs. However, for this program to work as intended, it cannot be considered an entitlement. It is a partnership between employees who need the time and employers who want to help them. And, like any partnership, people must understand how it works before the program can work for them.
Paid Family Leave pays up to six weeks per year of benefits to employees who need time off to nurse a seriously ill child, spouse, parent or domestic partner. Examples include a child recovering from surgery, a spouse undergoing chemotherapy, or an elderly parent experiencing a health crisis. The program also pays benefits to employees who need extended time away from a job to bond with a new or adopted child, or a child placed in their family for foster care. Paid Family Leave benefits do not pay an employee’s full salary – only about 55 percent during the six-week period.
Employees working for larger organizations or businesses, with 50 or more employees, may have the right to return to their job after caring for a family member or bonding with a new child. However, small businesses employing fewer than 50 people are exempt and do not have to guarantee an employee’s right to their job.
To qualify, employees must meet several eligibility requirements before they can receive Paid Family Leave benefits. These requirements include:
• Providing a medical certificate that explains a diagnosis of the seriously ill or disabled family member’s condition. The certificate must also detail the expected duration of time that care will be needed.
• Using up to two weeks of vacation time if required by the employer.
• Taking time off within the first year of the birth, adoption, or foster care placement to bond with a new child.
Employees cannot qualify for Paid Family Leave if they are already receiving benefits through State Disability Insurance payments, or in addition to Unemployment Insurance or Workers’ Compensation.
If you believe you qualify for Paid Family Leave, take the time to learn the facts to better understand how this program can apply to you. Check out the California Employment Development Department’s Web site at www.edd.ca.gov, or call toll free 1-877-BE-THERE, 1-877-379-3819 (Spanish) or 1-800-563-2441 (TTY, non-voice).
Herb K. Schultz is acting director of the California Employment Development Department. Readers interested in writing a guest column should contact editor Walt Glines at
ed******@mo*************.com
or 408-779-4106.
