The statute states that PFL must be taken concurrently with leave under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), both of which provide for twelve weeks of unpaid leave in a twelve-month period.
The PFL insurance program is fully funded by employees' contributions, similar to the SDI program.
In order to qualify for PFL, employees must participate in the State Disability Insurance (SDI) Program.
PFL allows for up to six weeks of paid leave in a twelve-month period.
PFL covers employees who take time off to bond with their own child or their registered domestic partner's child, or a child placed for adoption or foster-care with them or their domestic partner. PFL covers employees who take time off to care for a seriously ill child, parent, spouse or domestic partner.
The employer may require employee to take up to two (2) weeks earned, but unused, vacation prior to the employee’s initial receipt of PFL benefits.
The size of the employer is a non-issue; employees working for small businesses with under fifty employees fully qualify.
There is a seven day waiting period before the employee may receive PFL benefits.
Eligibility expires one year from the minor child's date of birth, adoption, or foster care placement.
For PFL claims in 2005, weekly benefits range from $50 to $840. To qualify for the minimum weekly amount ($50), an individual must have at least $300 in wages in the base period. To qualify for the maximum weekly benefit amount ($840) an individual must earn at least $19,830.92 in a calendar quarter during the base period. The base period covers 12 months and is divided into four quarters of three months each. The wages paid approximately 5 to 17 months before the claim begins are included in the base period (they must be subject to the SDI tax).
Benefits equal approximately 55% of earnings up to the maximum, currently $882, per week.