The basics of paid parental leave
Thanks to the expansion of parental leave for families law, California moms (and partners!) can receive time off with job protection. Partial pay is also given within a year from the birth, adoption or fostering of a child. Instead of scraping to get by until you return to work, receiving only 55 percent of your salary, the new parental leave law allows the time you need to bond with your new child. You can check out the details here or read on.
Check with your human resources department to see what your company offers. Some companies realize the benefit of healthy families and provide more than the minimum leave required by law. It’s rare, but some companies provide full salary during parental leave. My husband was given 2 weeks off with 100% pay direct from his company, in addition to what the state offers. That made those first 2 weeks a no brainer.
The requirements for the state of California for Parental Leave are as follows:
Parents must have welcomed a child within the last 12 months, have paid into disability in the last 5-18 months, and have not already used the maximum 8 week PFL parental leave in the last year. This encompasses biological and adoptive parents of all genders.
Private companies with at least 20 employees within a 75-mile radius or at least 50 anywhere must follow the California Parental Leave Act (CPLA), which holds positions open for qualifying employees and provides unpaid leave. Smaller companies aren’t required to do so. For example in having my son was born, my hubby worked for a start up, so there was no paid time off. If you’ve worked for your company for the past 12 months and have put in a minimum of 1,250 hours, you qualify. Even some smaller companies may have policies in place, so it doesn’t hurt to ask.
The California Family Rights Act (CFRA) applies to companies of 50 or more. It offers up to 12 weeks’ leave (unpaid, but the first 8 are covered by PFL at partial pay), providing the employee has worked a minimum of 1,250 hours in the 12 months before leave would start.
Qualifying employees who earn less than a one-third of California’s average quarterly wage will be paid 60-70 percent of their weekly wages for up to eight weeks through the PFL parental leave program, but jobs are protected with unpaid leave up to 12 weeks. Leaves start only once the child comes home.
Complexities of parental leave for families
Even with a routine pregnancy, Pregnancy Disability Leave (PDL) provides benefits for up to four weeks before the birth. And benefits for eight weeks after delivery, longer if you have a disability related to the pregnancy. PDL applies to both part-time and new employees. This paid leave may be used separately from other forms of parental leave. You can take PFL as needed; it doesn’t have to be all at once, unlike PDL.
While using PFL and CFRA leave, you still receive health benefits and retain your seniority with the company. The funding from PFL comes from a standard paycheck deduction that all employees pay, not just parents.
You may also be able to use any paid time off (PTO) to help ease the transition into parenthood. So be sure to reserve your PTO hours. That is unless your company maintains a “use it or lose it” policy; and your baby is due after the first of the year.
Consider tag-teaming to make sure one of you is home with your new child until everyone’s settled in. Leave doesn’t need to be taken all at once, or by both parents at the same time. Working from home may also be a great option to ease back in once the PFL period is over. Those wishing to breastfeed longer, for example, may benefit greatly from WFH options. This can help establish a good nursing routine at home.
It is best to ask your company’s human resources department about these policies. And do so well in advance of when you need time off. This ensures you understand and can make a plan with your support system.
