San Francisco Paid Parental Leave Ordinance FAQ
This FAQ provides general information on the San Francisco Paid Parental Leave Ordinance (SF PPLO) supplemental compensation for employees working in San Francisco.
The San Francisco Paid Parental Leave Ordinance (SF PPLO) requires certain employers who have employees working in San Francisco to provide Supplemental Compensation to employees who are receiving California parental leave benefits to bond with a new child, so that the employees receive up to 100 percent of their normal weekly wages during six weeks of parental leave, subject to a maximum weekly benefit amount. The maximum benefit period is up to six weeks to bond with a newborn, newly adopted or foster child and must be taken within one year of birth or placement of the child in the home. For birth mothers, bonding leave does not start until after they have been medically released from pregnancy disability.
NOTE: In order to receive the San Francisco parental leave (SF PPL) benefits, Stanford employees must confirm their eligibility to Sedgwick under San Francisco regulations. The employee must file a claim with Sedgwick for paid family leave (CA-PFL) benefits for the new child bonding. You can request a leave online in the Sedgwick secure portal or by phone at 866-566-1906.
The VDI Paid Family Leave (PFL) benefit provides eligible employees in 2021a maximum equal to the lesser of $1,357per week or 60% of your weekly base salary, if earning above $23,972.Or, equal to the lesser of 70% of your weekly base salary or a maximum of $1,357, if earning less than $23,972annually. The benefit amount is subject to change every January 1. Under the SF PPLO, Stanford is required to provide employees receiving PFL for new child bonding with “Supplemental Compensation” equal to the difference between the employee’s PFL benefit amount and the employee’s normal gross weekly wages such that the employee receives up to 100 percent of their weekly wages, subject to a weekly maximum benefit amount, for up to six weeks.
Only employees who meet ALL of the following requirements are covered under the SF PPLO and are entitled to receive Supplemental Compensation from Stanford):
- Worked for Stanford University at least 180 days before the start of your baby bonding leave period
- Work at least eight hours per week for Stanford
- Have an approved Telecommuting Agreement with your department per section 2.1.20 of the Administrative Guide
- Work inSan Francisco for at least 40 percent of your regularly scheduled weekly hours for Stanford University
- Apply for and receive FTD baby bonding benefits
The employee must request a claim for PFL benefits for new child bonding with the disability and leaves administrator.
- You can start a claim in the Sedgwick secure portal or by phone - stanford.io/sedgwickclaims or 866-566-1906.
- Mention that you work in San Francisco at least 40 percent of your regularly scheduled weekly hours.
Stanford must provide Supplemental Compensation for the amount that comprises the difference between the employee’s normal weekly wage and the PFL benefit amount, up to a cap.Benefits available under the PFL program are capped at $1,357per week for 2021. Stanford is not required to provide Supplemental Compensation that exceeds the State cap on benefits. An employee’s total weekly benefits (VDI and Supplemental Compensation) is capped at $2,262 for 2021.For an employee who receives the maximumVDI benefit of $1,357per week, Stanford’s Supplemental Compensation obligation under SF PPLO will be capped at $905per week.
Example: Employee is earning $1,180 per week.
- FTD will pay $1,180 x 60% = $708
- Weekly earnings not covered by PFL($1,180 -$708) = $472
- Supplemental Compensation from Stanford = $472
- Total PFL($708) plus Supplemental Compensation ($472) = $1,180
No. Stanford is not allowed to use an employee’s accrued but unused sick time to cover the cost of the Supplemental Compensation.