California's Paid Family Leave (PFL)
California's Paid Family Leave (PFL) program extends state-mandated disability compensation to cover individuals who take time off from work to care for a seriously ill child, parent, parent-in-law, grandparent, grandchild, sibling, spouse or registered domestic partner, or to bond with a new child during the first year after the birth, adoption, or foster care placement of a child.
California PFL Brochure (pdf)
If you are an intern, full- or part-time regular employee working in California and have earned a minimum of $300 in the past 12 months of which disability insurance deductions were taken, you are eligible for the Paid Family Leave (PFL) benefits. PFL does not require a minimum number of hours worked or days employed to qualify for benefits.
Benefits of approximately 55% of lost wages, up to $1,173 per week in 2017, may be paid for up to six weeks during a 12-month period (measured forward from the day your first qualified family care leave begins). PFL may be taken all at once or intermittently. California PFL benefits are subject to federal tax
PFL is part of statutory disability; therefore, whether you participate in the Veritas Voluntary Disability Insurance (VDI) Plan, or the California State Disability Insurance (SDI) Plan, you are covered by PFL.
California employees participating in the Veritas VDI Plan file for PFL benefits with our disability and leave of absence claims administrator, Liberty (company code: Veritas) or call (844) 815-4441.
Disability Claim/Leave Authorization Form (pdf)
- California employees participating in the Veritas VDI Plan file for PFL benefits with our disability and leave of absence claims administrator, Liberty (company code: Veritas) or call (844) 815-4441.
- Employees who have opted into the California SDI Plan must file a claim for PFL directly with the State of California's Employment Development Department (EDD) as well as our disability and leave of absence claims administrator, Liberty (company code: Veritas) or call (844) 815-4441.
Employers are required to deduct the PFL contributions from the wages of all employees who are covered by the Voluntary Disability Insurance Plan or California State Disability Plan. The contributions you make covers both statutory Short Term Disability and PFL benefits. PFL is funded entirely by employee contributions.
Elimination Period and PTO/YTO AD’s (Annual Days) on PFL
There is a seven-day waiting or elimination period before benefits are paid. While the law gives an employer the discretion to require an employee to take up two weeks of earned but unused paid time off, you have the choice of using your PTO/YTO Annual Days for the elimination period. PTO/YTO Annual Days may not be coordinated with PFL benefits.
Non-exempt employees: Covered under Paid Time Off (PTO)
You may use one week (5 days) of PTO prior to benefits commencing under PFL. If you do not have enough PTO the remainder of that week will be unpaid.
Exempt employees: Covered under Your Time Off (YTO)
If you are covered under YTO, you may use 5 of your Annual Days (AD's). Once you have exhausted your AD's within a rolling 12 month period, the remainder of your leave will be unpaid.
California Paid Family Leave Fact Sheet (pdf)
PFL and Other Income Protection
You may not receive PFL while also receiving STD benefits, Unemployment Insurance, or Workers' Compensation benefits.
The Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) are federal and state leave laws, respectively, that allow workers to take up to 12 work weeks of unpaid leave from their jobs in a 12-month period to care for themselves or family members who are ill or children who are unable to take care of themselves. PFL does not change either law in any way and is completely separate from them. It merely provides up to six weeks of paid benefits to workers who suffer a wage loss when they take time off work to care for others. Veritas will require employees to take leave under FMLA and CFRA at the same time they are receiving PFL (if applicable).
How does Veritas' Short Term Disability Plan differ from PFL?
Veritas' Short Term Disability Plan (the STD Plan) provides compensation to workers who suffer a wage loss when they can't work because of their own illness, injury, or pregnancy. Paid Family Leave (PFL) provides compensation to workers who suffer a wage loss when they take time off work to care for a seriously ill family member or to bond with a new child.
View PFL Effect on Benefits
||Effect on Coverage
|Health Care Benefits (Medical, Dental, Vision)
Life and AD&D Insurance
Health Care Flexible Spending Account
|Dependent Care Flexible Spending Account
||Contributions cease. Within 31 days after you return to work, you must re-enroll in the Dependent Care Flexible Spending Account (FSA) if you wish continue your participation in this plan. If you fail to re-enroll, your annual Dependent Care FSA will be adjusted to reflect your year-to-date contribution. December 1 is the cutoff to make any changes to current benefit year.
|Employee Assistance Program
|Business Travel Accident Insurance
||Coverage ceases at midnight on the last day of your active status (generally the last day worked).
|Critical Illness Insurance
Pet, Auto and Home Insurance
|Contributions and coverage cease with your last regular Veritas paycheck. MetLife will bill you directly and services will continue as long as you remit payment to MetLife.
|Tuition Reimbursement Program
|ARAG Group Legal plan
||Contributions and coverage cease. You can continue coverage by contacting ARAG and paying for the plan directly.
||Contributions and loan payments cease after the week-long elimination period.
||If you have eligible compensation as defined by the plan, you may be eligible to continue in the Annual Incentive Plan.
Effect on Pay
If you are enrolled in Veritas' Voluntary Disability Insurance (VDI) Plan, PFL benefits will be paid to you by Liberty. If you are enrolled in California's State Disability Insurance (SDI) Plan, PFL benefits will be paid to you by the Employment Development Department.
PFL benefit is subject to federal income taxes but not to California income taxes.
Return to Work
You should notify your manager and Liberty regarding your return to work at least two weeks prior to your actual return. If this is not possible, please notify both parties as soon as it is feasible to do so. If you are taking Paid Family Leave on an intermittent basis, please work with your manager and Liberty regarding your anticipated work schedule.
Paid Family Leave does not provide job protection or return rights. Your job may be protected, though, if your leave is covered under the Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA).
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