Here’s the deal: PFMLA would allow employees to take up to 12 weeks of paid leave to care for themselves, a sick family member, or other personal needs. Sounds nice on the surface, right? But let’s break down the reality:
- Employees would have part of their paycheck deducted to fund this program.
- Employers would also have to contribute, creating more financial stress and other burdens.
- If an employee takes the leave, the employer would have to figure out how to cover their absence for up to 12 weeks—often with no guarantee the replacement won’t take leave, too.
On top of that, when the employee returns, they’d face challenges readjusting to their role after being gone so long.
The cost to fund this program? It’s not as low as it sounds. Employees and employers might only pay a small percentage into the fund, but it won’t cover everyone’s wages. The shortfall? That’s where taxpayers come in. If more people opt for this leave, taxes could rise to fill the gap.
For small businesses, PFMLA could be devastating. Many are already stretched thin, and this added cost and disruption could be the final straw. For the past two years, NMBC has successfully fought against this bill—and we’re ready to do it again.
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