See here for exceptions to the WA PFML job protection provisions. The recent amendment provides a Decemexpiration date to the CBA provision.Įmployers with more than 50 employees in WA should be aware of these eligibility changes since WA PFML generally provides job protection for employees who have worked at least 1 year and for 1,250 hours in the year before taking the leave. Expiration for Union Employee Exception: Currently, there is a provision in the WA PFML program that makes certain employees subject to a collective bargaining agreement (CBA) that was in effect on Octoineligible for PFMLA benefits until the CBA is re-opened or re-negotiated.Employees do not need to obtain a certification of a serious health condition to qualify for paid leave benefits during the post-natal period. Post-Natal Leave: For the 6 weeks after birth (“post-natal” period), any individual eligible for WA PFML benefits for an incapacity due to pregnancy or for pre-natal care is presumed to be on medical leave, unless the employee chooses to use family leave during that period.For more on eligibility for WA PFML, see the official website. A qualifying family member is an individual for whom the employee would have qualified for medical leave for the birth of their child or for family leave to bond with their child after birth or placement for adoption. Bereavement Leave: Eligible residents can now take WA PFML during the 7 calendar days following the death of a qualifying family member. The most significant changes are summarized as follows: These changes taken effect on June 9, 2022. WA PFML provides eligible individuals with paid leave to take care of themselves or a family member, bond with a new child, or spend time with a family member preparing for military service overseas.Īmong other items, the recent amendment expands benefits for post-natal care, bereavement, and employees subject to a union contract. Employers won’t pay any share of premiums for their employees.On March 30, 2022, Washington State (WA) passed another amendment to its Paid Family and Medical Leave (PFML) program. The WA Cares premium is paid by the employee. The WA Cares premium rate is 0.58 percent of each employee’s gross wages- there is no Social Security cap.If you are using a voluntary plan for family or medical leave, your calculations may be different. Of this, employers with 50+ employees will pay up to 26.78% and employees will pay 73.22%.īusinesses with fewer than 50 employees are not required to pay the employer portion of the premium, but they still must:.1, 2022, the premium rate is 0.6 percent of each employee’s gross wages, not including tips, up to the 2022 Social Security cap ($147,000). Learn more about WA Cares reporting.Įmployers cannot collect missed premiums in later pay periods NOTE: Beginning July 1, 2023, employers will collect WA Cares premiums from employees the same as for Paid Leave-ESD is updating the Paid Leave reporting system so employers can report for both programs at the same time.Pay some or all of the employee share of the Paid Leave premium on their employees’ behalf.Withhold employees’ Paid Leave premiums from their paychecks, OR.All employers are required to do one of the following:
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