Base salary means regular gross salary, excluding overtime, bonus, and similar payments. Employers must allow eligible employees to take up to four weeks of family leave each calendar year; however, they aren't entitled to more than four weeks in any 12-month period. The United States Department of Labor reported that over a 22-month period in 1999 and 2000, 3.5 million people needed leave but were unable to take it due to affordability concerns. If an employer allows employees who are biological parents to take maternity or paternity leave following the birth of their child, this leave must be available to employees who are adopting a child. 4, §§1600.2, 1600.4, 1601.1 to 1601.5, 1602.1 to 1602.9, 1603.1 to 1603.6, 603.12. The Family and Medical Leave Act (FMLA) offers eligible employees 12 weeks of unpaid leave per year, with reinstatement rights, in various circumstances. Employers also must allow eligible employees to take family leave for their own or their family member's serious illness. There are five laws that determine how much pregnancy and parental leave is available to employees in Washington. Parents are employees' or their spouse's biological, foster or adoptive parents, stepparents, legal guardians, or persons who stood in loco parentis to employees when they were children.  On January 28, 2016, the Defense Secretary, Ashton Carter, increased the paid maternity leave to twelve weeks for all branches. tit. Before taking this leave, they must exhaust their accrued sick leave. On May 27, 2020, they were repealed and replaced by the Covid-19 leave provisions(see below), retroactive to March 11, 2020. Pregnancy disability leave: This topic is covered in Connecticut Pregnancy Disability Leave. An employee who has been employed for at least 680 hours during his or her qualifying year. Ann. Coverage the servicemember is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is on the temporary disability retired list for a serious injury or illness incurred in the line of duty. The Rhode Island Temporary Caregiver Insurance Program provides four weeks of paid leave for the birth, adoption or fostering of a new child or to care for a family member with a serious health condition; and up to 30 weeks of paid leave for a worker’s own disability. Regs. Laws 28 (P.S. Up to 13 weeks in two years for the birth or adoption of a child age 16 or younger, or to care for a parent, child, spouse or in-law with a serious medical condition. Laws 28 (P.S. Provides Leave to Care for In determining whether employers meet the coverage threshold, employees who are jointly employed by two employers must be counted by both employers even if they are on just one employer's payroll. Child, parent, parent-in-law, grandparent, spouse or domestic partner. Child, spouse, parent, parent-in-law, grandparent or state registered domestic partner. §§398-1 (see Smart Code® for the latest cases), 398-9, 398-11, 398-21 to 398-25, 398-27 to 398-29, Haw. Moreover, some states have enacted legislation enhancing the benefits of leave programs. Employees who have worked for an employer for 12 months and who have at least 1,000 hours of service during those 12 months. This trend is observed with both physical and mental health symptoms. §34:11B-6 (see Smart Code® for the latest cases), N.J. Admin. They have worked for their employer for at least 1,000 hours in the past 12 months. Employees can elect or employers can require substituting accrued paid vacation, personal or family leave for family and medical leave taken for the birth, adoption or foster placement of a son or daughter; for care of a son's or daughter's serious health conditions; or for military caregiver leave. Eligible employees: Employees are eligible for family and medical leave if any of the following apply:• They have been employed by their employer for at least one year without any break in service, except for regular holiday, sick, or personal leave. Up to 12 weeks per year. Coverage  Moreover, the unpaid aspect of the current policy limits access to those who are economically well off. §43:21-39.3(a)(2))if agreed to by employers. Stat. , If employees choose to use the FMLA to go on regular unpaid leave without any extended or paid leave, the FMLA has several limiting stipulations and leaves out certain employee's conditions such as temp workers and trans employees, so only certain employees are eligible. §§181.940 (see Smart Code® for the latest cases), 181.941 (see Smart Code® for the latest cases), Sick leave: Minn. Stat. All employers with 75 or more employees, except private or parochial elementary or secondary schools. [Note: Franchisors aren't considered to be employers of franchisees or their employees and vice versa (as defined in 16 C.F.R. Reasons for Leave Code §§13:14-1.2, 13:14-1.4 to 13:14-1.7, 13:14-1.13, New Jerseyà Coded green for now. Employees aren't entitled to accrue seniority or other benefits during leave; they also can't receive any right, benefit or position of employment other than the rights, benefits and position to which employees would be entitled if they didn't take leave. 4, §1613.2, Retaliation Prohibition: D.C. Code Ann. Family Medical Leave Provisions (unpaid unless noted) §8-13.3-205). Note: The Washington Family and Medical Leave Insurance Act, passed in 2007, and which established a paid family leave insurance program was never implemented and has been indefinitely postponed by subsequent legislation. Family and medical leave doesn't affect employees' right to receive vacation or sick leave that they were eligible for when the leave started. Employers can require employees to provide reasonable documentation, such as a birth certificate, court document, or statement, that confirms their family relationships for family and medical leave purposes. Interaction with other mandates: The Covid-19 leave provisions can't be diminished by any collective bargaining agreement or any employment benefit program or plan. 461), §3, Return to Work: Maternity leave: P.R.  Poor physical health of the mother during the postpartum period is associated with more depressive symptoms, making postnatal health, in addition to employment, a prevalent factor when considering mental health in new mothers. tit. In Sweden, 480 days of 80% paid paternity leave weeks. It also doesn't invalidate, diminish, or otherwise interfere with any collective bargaining agreement or any party's power to collectively bargain such an agreement. Overview Provides Leave to Care for Code Ann. Beginning March 11, 2020, employees who have been employed by their employer for at least 30 days can use up to 16 weeks of family and medical leave if they are unable to work for certain reasons during the new coronavirus disease (Covid-19) public health emergency. Coverage 4, §§1605.5 to 1605.6, 1606.6 to 1606.8, 1609.1 to 1609.4. Family Medical Leave Provisions (paid) Benefits are payable for up to 12 weeks in a 12-month period, plus two weeks for a serious health condition occurring during pregnancy. (Employees can take up to 60 days of family leave if they normally work five days each calendar week, or up to 48 days for a four-day workweek.). Additionally, several states have adopted laws extending the requirements of FMLA to smaller companies. §31-51qq-48, Recordkeeping Requirements: Conn. Gen. Stat. This one-year period doesn't need to immediately precede their request for this leave. Ann. , The United States maternity leave policy is distinct for its relative scarcity of benefits in comparison to other industrialized countries.  Under this law, legal parents are protected for up to 12 weeks of unpaid leave (per year). Paid family leave: Eligible employees can receive insurance benefits when they take leave for their family member's serious health condition; to bond with their newborn, newly adopted, or newly placed foster child; or for qualifying exigencies that occur because their family member is or will be on active duty in the U.S. armed forces.