Paid Family Leave FAQ

Paid Family Leave (PFL) is a new benefit for state employees. This benefit provides eligible state employees with paid leave following the birth or placement of a child for adoption. PFL is intended to help provide parents with the means to spend critical bonding time with their child. PFL does not deplete an employee’s accrued sick or vacation leave.

All permanent employees who have been employed for at least six continuous months are eligible for PFL so long as a child is born or placed for adoption on or after July 1, 2020.

No, you must be eligible for PFL at the time of the birth or placement of the child to receive any PFL.

Permanent, full-time employees are eligible for up to 24 hours per week for up to eight weeks (192 hours). A permanent part-time employee will receive prorated hours.

No. However, placement of a foster child is a qualifying event for Family Medical Leave Act.

Yes, both employees are eligible to take paid family leave. The employees may take PFL at the same time but are not required to do so. For example, one parent may take PFL immediately following the birth or adoption and the other parent may take PFL after his/her spouse returns to work.

No, you may take PFL within one year following the birth or adoption.

An employee is eligible to take paid family leave per event. For example, an employee who has more than one birth or adoption in a year is eligible for paid family leave for each birth/adoption. However, for the birth or placement of multiples (ex. twins), the employee will only be eligible for 192 hours of PFL.

No. The weeks do not have to be consecutive as long as the leave is taken within a year of the birth or adoption.

Yes. As mentioned in the previous question, the weeks do not need to be consecutive but must be taken in full-week increments according to the employee’s standard work week. Any hours of PFL not used during a week the employee takes PFL will be lost.

Yes.

Yes, if you have exhausted your FMLA and give birth or adopt a child within that 12-month period, you may still take PFL. However, you will not have the job protections that FMLA provides.

Yes, an employee may supplement the remaining hours with sick and/or vacation leave to reach 100% of regular pay. The employee may also supplement with hours worked or leave without pay.

Employees who have Short Term Disability insurance and choose to use those benefits following the birth of a child, must take it concurrently with PFL. PFL will pay first (up to 24 hours/week). The Short-Term Disability insurance will pay the difference between what you are paid under PFL and the maximum you are entitled to receive under the Short-Term Disability policy. The rest of the work week may be supplemented with sick and/or vacation leave, hours worked, or leave without pay.

The Paid Family Leave form is available in both Fillable Word and Fillable PDF versions.