Near the end of last year, the District of Columbia city council approved a measure providing paid family leave benefits for private-sector workers. After making it through a congressional review period, the new law took effect on April 7.
Under the Universal Paid Leave Amendment Act, employees are entitled to 90 percent of their regular pay while taking covered leave, and the money would come from employer contributions equal to 0.62 percent of employees’ wages.
According to the fiscal impact statement accompanying the measure, however, there are insufficient funds in the D.C. budget to get the law up and running anytime soon. The district lacks an existing system, such as a temporary disability insurance program, that paid family leave could be grafted onto, which means that a new system must be created and implemented.
Funding for paid family leave isn't exactly a simple issue. Here are examples of four state programs that differ from the D.C. law:
The D.C. law goes beyond these states’ programs in providing employees with 90 percent of their regular wages and requiring employers to foot the bill. Under the measure, eligible employees can receive up to two weeks annually for their own serious health condition, up to six weeks for a family member's serious health condition and up to eight weeks for reasons related to the birth of a child or legal placement of a child with them. Across the three categories, employees are limited to a combined total of eight weeks of paid family leave benefits per year.
The Universal Paid Leave Amendment Act will clearly offer a generous new entitlement for private-sector workers in the District of Columbia, but here’s the big question: When will the district be able to set up the infrastructure needed to launch its paid family leave program?
Take a free trial to Bloomberg BNA’s HR Decision Support Network , your one-stop resource for reliable guidance and analysis in every area of employment-law compliance and HR management.
All Bloomberg BNA treatises are available on standing order, which ensures you will always receive the most current edition of the book or supplement of the title you have ordered from Bloomberg BNA’s book division. As soon as a new supplement or edition is published (usually annually) for a title you’ve previously purchased and requested to be placed on standing order, we’ll ship it to you to review for 30 days without any obligation. During this period, you can either (a) honor the invoice and receive a 5% discount (in addition to any other discounts you may qualify for) off the then-current price of the update, plus shipping and handling or (b) return the book(s), in which case, your invoice will be cancelled upon receipt of the book(s). Call us for a prepaid UPS label for your return. It’s as simple and easy as that. Most importantly, standing orders mean you will never have to worry about the timeliness of the information you’re relying on. And, you may discontinue standing orders at any time by contacting us at 1.800.960.1220 or by sending an email to firstname.lastname@example.org.
Put me on standing order at a 5% discount off list price of all future updates, in addition to any other discounts I may quality for. (Returnable within 30 days.)
Notify me when updates are available (No standing order will be created).
This Bloomberg BNA report is available on standing order, which ensures you will all receive the latest edition. This report is updated annually and we will send you the latest edition once it has been published. By signing up for standing order you will never have to worry about the timeliness of the information you need. And, you may discontinue standing orders at any time by contacting us at 1.800.372.1033, option 5, or by sending us an email to email@example.com.
Put me on standing order
Notify me when new releases are available (no standing order will be created)