Our mission through PCG Cares has been to engage employees to support those most in need in our communities. As we look forward to the opportunities that lie ahead for PCG in 2019, we do so with the understanding that our future successes depend on our people.

That’s why we are proud to share that, effective January 1, 2019, PCG is responding to employee feedback by implementing a new, more competitive paid parental leave policy to our working parents so they can more fully enjoy this special time with their growing families. We believe that valuing the wellbeing and caregiving needs of our employees will allow them to not only lead more fulfilling lives, but also deliver exceptional client service to improve the lives of the people they serve.

This change comes at a time when states are rapidly adopting paid family leave policies as employers look to recruit and retain top talent in today’s tight labor market. In Massachusetts for example, beginning in 2021, employees may begin taking paid leave. The law provides for up to 12 weeks of paid family leave per benefit year and up to 20 weeks of paid medical leave per benefit year, with a maximum of 26 total weeks of paid leave per benefit year. Headquartered in Boston, PCG is increasing its current benefit to match the proposed Massachusetts state plan, two years early.

Here is more detail on what is changing as of January 2019 under PCG’s new policy:

• Maternity leave
  • Employees will be able to take the six to eight weeks of short-term disability offered under the current policy, inclusive of a one-week elimination period with CIGNA (where no state plan exists).
  • With the new benefit, employees will now receive an additional 12 weeks paid at two thirds of their weekly salary capped at $1,500 for a maximum of 20 weeks total leave.
  • Where a state plan exists, employees will apply for the state-plan benefit for disability related to the birth of a child. PCG will cover any difference in wage replacement and duration to match the criteria above.
  • Eligibility = six months for salaried employees and 12 months for hourly employees.
• Parental or adoption leave
  • Employees will still receive two weeks off at full pay.
  • With the new benefit, employees will now receive an additional 10 weeks at two thirds of their weekly salary capped at $850 to a maximum of 12 weeks total leave.
  • Where a state plan exists, employees will apply for the state-plan benefit first, and PCG will cover any difference in wage replacement and duration to match the criteria above.
  • Eligibility = six months for salaried employees and 12 months for hourly employees.
• Additional notes
  • While all employees may elect to use accrued paid time off (PTO) to supplement maternity or parental leave, the new policy will remove the requirement to do so prior to receiving the benefit. PTO may be used to satisfy any short-term disability elimination period.
  • A state plan that pays wages for disability related to the birth of a child is the automatic default, and PCG will supplement based on the wage replacement level and total amount of leave allowed to the PCG imposed maximums.
  • A state plan that pays wages for paid family leave for the birth or adoption of a child is the automatic default, but PCG will supplement based on the wage replacement level and total amount of leave allowed to the PCG imposed maximums.
  • A female employee who gives birth (not on a state plan) will receive short-term disability and then applicable extended maternity leave benefits of an additional 12 weeks of pay at two thirds of their weekly salary to a maximum of 20 weeks total. Parental leave not available.

It is our hope that with this updated benefit program, our employees will have the supports they need to thrive, both in their professional and personal lives.

States with private plans include: CA, HI, NJ, NY, RI, WA, DC