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 into your online account and select 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. Share this checklist with your employees to help them prepare for taking PFMLI
Know the Difference
Paid Family and Medical Leave Insurance (PFMLI) |
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| Benefits began September 3, 2023 |
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American Fidelity’s PFMLI is the equivalent plan to your state's plan |
| 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 |
| Job and role protection if employed for at least 90 consecutive days before taking leave |
| If an employee meets eligibility they are automatically covered under this plan |
| Weekly income protection for up to 12-14 weeks |
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Employees are eligible if they have earned at least $1,000 from any Oregon employer during the past year, and worked for a covered employer for at least 30 days (or were covered by a previous employer's equivalent plan) |
| May be used concurrently with FMLA, OFLA, and certain other leaves when they apply |
Family and Medical Leave Act (FMLA) |
Oregon Family Leave Act (OFLA) |
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Federal law enacted in 1993 |
State law enacted in 1995 and last amended in June, 2023 |
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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 |
Unpaid 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; sick child leave; military family leave; and bereavement leave |
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Job protection for qualified employees |
Job protection for qualified employees |
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Required for all public agencies, school employers, and private companies with over 50 employees |
Required for most public and private employers with over 25 employees in Oregon |
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Unpaid leave up to 12-26 weeks depending on qualifying event |
Unpaid leave up to 12-36 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 |
For parental leave, employees must be employed with the employer for 180 days. For all other forms of leave, employees must work an average of 25 hours per week in the 180 days preceding leave |
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May be used concurrently with PFMLI FMLA, OFLA, and certain other leaves when they apply |
May be used concurrently with PFMLI, FMLA, OFLA, and certain other leaves when they apply |