Changes in state law effective January 1, 2018: AB 908 establishes a State wage replacement rate of 60% or 70%, with the higher percentage for those employees earning 30% or less of the California average wage. This law also removes the seven day waiting period for California Paid Family Leave benefits.
PPLO Webinar slides from December 11, 2017, which includes calculation examples for 2018 wage replacement rates: click here.For audio and video: click here.
Employers are required to provide up to 6 weeks of supplemental compensation to employees who receive California Paid Family Leave benefits to bond with a new child. Employers with 20 or more employees are covered by the law.
A “Covered Employee” entitled to supplemental compensation under the PPLO is an employee:
Who began employment with the covered employer at least 180 days prior to the start of the leave period;
Who performs at least eight hours of work per week for the employer in San Francisco;
At least 40% of whose total weekly hours worked for the employer are in San Francisco; and
Who is eligible to receive paid family leave compensation under the California Paid Family Leave law for the purpose of bonding with a new child.
During the leave period, employers are required to provide supplemental compensation in an amount such that the California Paid Family Leave wage replacement plus the supplemental compensation equals 100% of the employee’s gross weekly wage. The ordinance requires employers to pay supplemental compensation during the 6-week leave period.
If you have questions about the San Francisco Paid Parental Leave Ordinance or wish to report a violation of the law, call 415-554-4190 or email email@example.com.
The San Francisco Board of Supervisors passed the Paid Parental Leave Ordinance on April 12, 2016.