In order to prevent working families from having to choose between providing for their loved ones and jeopardizing their financial stability, New York passed the USA‘s most comprehensive Paid Family Leave policy in 2016.
This means that within the first year after the baby is born, parents are permitted to take paid time off with their jobs safeguarded in order to take care of their new baby.
How long can you take off work for baby bonding time?
A maximum of 12 weeks of paid family leave at a rate of 67 percent of your salary may be available to you in the event you request time off to bond with your new-born.
It has to be noted that you are allowed a certain number of leave days based on the average number of days you work per week.
You can take a maximum of 36 days of paid family leave, for instance, if you work an average of three days each week.
If you take intermittent leave and more than three months go by between paid family leave days, the law treats your subsequent day or period of PFL as a new claim. Therefore, a new Request for Paid Family Leave must be made.
Can an employer deny baby bonding time?
According to the law, “an eligible employee may use intermittent or reduced schedule leave after the birth to be with a healthy newborn child only if the employer agrees”.
An employer may have the right to refuse intermittent or reduced-schedule leave, but they are obliged to state that in their FMLA policy and treat all employees equally and fairly when doing so.
However, if an employee needs time off to care for a covered child who has a serious health condition, the employer must offer intermittent or reduced-schedule FMLA leave.
Meanwhile, parents who work for the same company and want to take Paid Family Leave at the same time are allowed to do so, unless their boss objects.
