LOS ANGELES, Calif. — The Board of Supervisors unanimously approved a motion by Supervisor Holly J. Mitchell directing Los Angeles County’s Chief Executive Office to report back in 30-days with an implementation plan for providing eight weeks of Paid Family Leave (PFL) starting in January 2024 to all County workers who qualify for the benefit.
“Having to take time-off to focus on raising a newborn child or caring for a loved one should not put hard working families at risk of falling into poverty. Paid Family Leave is a necessity that all workers deserve the right to” said Supervisor Holly J. Mitchell. “I’m thankful for the Board’s support of this motion and look forward to a plan that can equitably and sustainably offer Paid Family Leave to the County’s workforce. This is about investing in our values and the people who help us serve millions of residents every day.”
Currently, the County only offers protected leave as it relates to a person giving birth or for a disability, but the leave is unpaid, unless that person has sufficient sick or vacation time to cover the time off. Los Angeles County employees receiving Flex or Megaflex benefits who take leave under the federal Family and Medical Leave Act, or California Family Rights Act can put together a package of time utilizing available benefits and accrued time, but it may not cover 100 percent of employee pay while they are on leave.
For all union represented employees – who account for 85 percent of Los Angeles County’s workforce – family leave is considered a fringe benefit and legally must be bargained for as part of labor negotiations with the County’s Chief Executive Office (CEO). This is why the motion also calls for the CEO to work with the joint labor management committee to potentially add PFL as a benefit for union represented County employees. The implementation plan from CEO would impact the 15 percent of the County’s 110,000-person workforce who are not represented by unions.
Economic studies have shown that access to PFL significantly increases employee retention and is an effective tool for poverty alleviation and gender equity. The report back will include a plan for tracking the impact of PFL, including the cost of attrition.
To read the full motion, click here.
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