Let’s say Joyce, your San Francisco-based employee, makes $2,500 per week before taxes and goes on leave to bond with her new child. In 2018, the total maximum weekly amount for both the California Paid Leave and San Francisco PPLO benefit is $2,027. You’ll have to pay the difference between what your employee receives from the California Paid Family Leave program and 100% of their wages, up to the weekly maximum, for the 6-week leave period. San Francisco’s Paid Parental Leave Ordinance (PPLO) requires employers with 20 or more employees to supplement income for employees who are taking California Paid Family Leave to bond with a new child. Are there any scenarios when I’m responsible for covering paid family leave?īecause the California Paid Family Leave is an employee-funded program, you aren’t legally required to contribute to paid family leave benefits-unless your employee is located in San Francisco. Lastly, when employees make claims, you’re notified, and you need to respond to the state government with the information they ask for. This can be done either by mail or by using the online portal. Claims must be filed with the State Disability Insurance program, and not with you.This proof can include a birth certificate, adoption records, or foster care paperwork. If they take leave for new child bonding, there needs to be proof of their relationship to the child. #PAID FAMILY LEAVE CALIFORNIA PROFESSIONAL#If they use the leave to care for an illness or injury, a healthcare professional needs to certify the claim.SDI deductions are marked as CASDI on pay stubs. They need to have earned at least $300 that included withholdings for the State Disability Insurance program. #PAID FAMILY LEAVE CALIFORNIA HOW TO#Related Need a Parental Leave Policy? Here’s How to Set Up an Amazing One Team Management These resources give your employees a chance to understand their California Paid Family Leave eligibility. You can get them from the California Employment Development Department for free. There are two pamphlets and an informational poster that you must provide to your team. Your obligation under the law is to let your workers know how the California Paid Family Leave program works and to make sure you withhold their contributions when you run payroll. So if you have an employee who lives in California, you must set up that employee’s payroll to follow California employment laws-even if your business is headquartered outside of California. Keep in mind that the California Paid Family Leave program applies to remote workers as well. The employee contributions are made to the State Disability Insurance program, and the withholding rate for 2018 is 1%, with a maximum of $1,149.67 per employee each year. This means even if you’re a small business that can’t afford to pay your employees while they’re on family leave, the California Paid Family Leave program gives your employees benefits if they’re eligible. That’s right: the program is employee-funded through payroll deductions.
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