Managing Paid Leave
As an employer, it's important that you understand your responsibilities related to managing your employee's PFMLI requests. You can keep track of PFMLI requests through your online account. If any pending tasks need your attention, American Fidelity will contact you via email or phone to discuss what actions you should take.
Return to Work
To manage PFMLI claims, you or your employees must provide return-to-work information. The onboarding process includes an opportunity to share your preferences for reporting and verifying return-to-work information. Keeping this information up to date is crucial for us to help you manage PFMLI requests.
To report an employee's return to work, log in to your online account, select Leave Management, and click the employee you wish to update from the Absences tab. Then, click the Report Return to Work button and follow the on-screen prompts to complete the process.
Additional Responsibilities
It is important to inform American Fidelity if an employee fails to notify you of their leave in a timely manner. This is because such failure can reduce the employee's weekly benefit amount, depending on the reason for the delay. Additionally, you need to report any information that might affect the employee's eligibility to receive benefits. This can include an employee’s resignation or termination, or if their leave is related to a workplace injury.
Know the Difference
Paid Family and Medical Leave Insurance (PFMLI) |
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Benefits began January 1, 2024 |
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Paid leave for a covered employee’s own serious health condition; to care for certain family members with a serious health condition; parental leave for the birth of a child or placement through adoption or foster care; and safe leave for reasons relating to domestic violence, harassment, sexual assault, or stalking |
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Job and role protection if employed for at least 180 consecutive days before taking leave |
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American Fidelity equivalent plan alternative for employers subject to FAMLI |
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Weekly income protection for up to 12-16 weeks. Paid leave is a partial wage replacement rather than full wages for most employees |
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Eligible for coverage on and after the effective date of the PFMLI plan if the employee has received at least $2,500 in wages from a Colorado employer during the base year or alternative base year |
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May be used concurrently with FMLA and certain other leaves when they apply |
Family and Medical Leave Act (FMLA) |
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Federal law enacted in 1993 |
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Unpaid leave to care for a covered employee’s own serious health condition; to care for certain family members with a serious health condition; parental leave for the birth of a child or placement through adoption or foster care; and reasons relating to a family member’s military service |
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Job protection for qualified employees |
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Required for all public agencies, all school employers, and private companies with over 50 employees |
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Unpaid leave up to 12-26 weeks depending on qualifying event |
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Employee eligibility is based on hours worked the previous year, tenure with covered employer, and the number of people employed by the covered employer within 75 miles of worksite |
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May be used concurrently with paid PFMLI leave and certain other leaves when they apply |