Benefits

When do benefits begin? Benefits will be payable for qualifying leaves commencing on or after July 1, 2004 .

What is the benefit? The PFL benefit is the same benefit that the employee is entitled to under the SDI program, 55% of base period wages up to $728 per week in 2004, subject to a $50 weekly minimum.

How long is the benefit? Six (6) times the weekly benefit amount paid in a 12-month period.

How is the 12-month period defined? The 12-month period is defined as 365 consecutive days rolling forward from the first PFL request.

Is the waiting period part of the six (6) weeks of benefits? No, the waiting period is not included in the six (6) weeks.

Who pays the PFL benefit to the employee? If the employee is enrolled in the USC Basic Disability Plan, benefits are paid by USC based on data received from the disability vendor, VPA, Inc. If the employee is enrolled in SDI, the state will pay the benefit.

If an employee is on a pregnancy-related leave, does the employee need to satisfy twoseven (7) day waiting periods, one for disability maternity leave and one for bonding under PFL? No, for pregnancy claims the employee is required to satisfy only one waiting period.

If an employee is on a pregnancy-related leave, is the employee required to apply for both disability maternity leave and PFL? Yes, the bonding leave under PFL may be taken any time up to one year after the birth and must be requested by the employee.

May an employer require employees to take all six (6) weeks at once? No, the employee may take the benefits intermittently or in blocks of time over the 12-month period as necessary for the care of a family member; however this care schedule must be certified by the physician.

Can bonding leave be taken intermittently?

Yes, bonding leave can be taken intermittently. However, the statute specifically provides that PFL leave must be taken concurrently with leave under the California Family Rights Act (CFRA). The basic minimum duration of a CFRA bonding leave is two weeks. However, an employer shall grant request for a CFRA leave of less than two weeks on any two occasions. After these two occasions, CFRA/PFL leave must be taken in blocks of two weeks.

NOTE: If an employee is not eligible for CFRA, then job protection does not exist. For questions about CFRA, please call the UPC Personnel Department, 213-437-1811, or visit the Department of Fair Employment and Housing website at http://www.dfeh.ca.gov/Statutes/CFRA.asp

Can an employee collect other benefits while collecting PFL? No, an employee may not collect PFL if receiving SDI, Basic Disability, Unemployment Compensation Insurance, or Workers' Compensation Insurance.

Are PFL Benefits Taxed? Yes, PFL Benefits are subject to Federal Taxes. They will not be considered wages for purpose of Social Security and Medicare.