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.

Know the Difference

Paid Family and Medical Leave Insurance (PFMLI)

Benefits began September 3, 2023

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

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)

Federal law enacted in 1993

State law enacted in 1995 and last amended in June, 2023

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

Job protection for qualified employees

Job protection for qualified employees

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

Unpaid leave up to 12-26 weeks depending on qualifying event

Unpaid leave up to 12-36 weeks, depending on qualifying event

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

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

PFMLI
Limitations and exclusions may apply.

AFleave™
Content is provided for informational purposes only and should not be considered financial, legal or tax advice.

American Fidelity and its employees cannot give tax, legal or financial advice. You must work with your own advisors to determine how these requirements apply to you.

This page, any linked websites, and any downloadable items are up to date as of February 2024 and may not reflect changes in the law, finance, administration or current events.

AF-3182-0224