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CO Proposition 118 - Paid Family and Medical Leave Insurance Program

Shall there be a change to the Colorado Revised Statutes concerning the creation of a paid family and medical leave program in Colorado, and, in connection therewith, authorizing paid family and medical leave for a covered employee who has a serious health condition, is caring for a new child or for a family member with a serious health condition, or has a need for leave related to a family member’s military deployment or for safe leave; establishing a maximum of 12 weeks of family and medical leave, with an additional 4 weeks for pregnancy or childbirth complications, with a cap on the weekly benefit amount; requiring job protection for and prohibiting retaliation against an employee who takes paid family and medical leave; allowing a local government to opt out of the program; permitting employees of such a local government and self-employed individuals to participate in the program; exempting employers who offer an approved private paid family and medical leave plan; to pay for the program, requiring a premium of 0.9% of each employee’s wages, up to a cap, through December 31, 2024, and as set thereafter, up to 1.2% of each employee’s wages, by the director of the division of family and medical leave insurance; authorizing an employer to deduct up to 50% of the premium amount from an employee’s wages and requiring the employer to pay the remainder of the premium, with an exemption for employers with fewer than 10 employees; creating the division of family and medical leave insurance as an enterprise within the department of labor and employment to administer the program; and establishing an enforcement and appeals process for retaliation and denied claims?Paid Family and Medical Leave Insurance ProgramThis initiated proposal amends the Colorado Revised Statutes to create a statewide paid family and medical leave program.Major Provisions:Creates a statewide paid family and medical leave insurance program and division within the Department of Labor & Employment;Provides partial wage replacement for up to 12 weeks a year for eligible employees taking time off for medical reasons or to provide care to family members; andRequires premium payments be split between employers and employees. Background:This proposal would create a state-run paid family and medical leave insurance program. Employees qualify to participate in the program if the employee has worked for her/his current employer for at least 180 days. Self-employed individuals may opt into the plan.Qualifying employees receive a portion of their regular weekly pay, not to exceed $1,100 per week, for up to 12 weeks per year. Benefits are payable for an additional 4 weeks (16 weeks total) to eligible individuals with a serious health condition related to pregnancy or childbirth complications. Benefits are paid on a bi-weekly basis.Qualifying conditions covered by the program include an individual’s serious health condition; caring for a newborn child, an adopted child, or a child placed through foster care for the first year; caring for a family member with a serious health condition; circumstances related to a family member’s active military duty; an individual’s need for safe leave due to domestic abuse, sexual assault or abuse, or stalking.Premiums are collected through payroll deductions and the employer is required to remit the employer and employee contributions to the Family and Medical Leave Insurance Division within the Colorado Department of Labor & Employment (CDLE). Employer and employee premium payments begin on January 1, 2023 and premiums are split evenly between employer and employee. The initial premium amount is equal to 0.90 percent of the employee’s wages in the program’s first two years. (Premium amounts beginning in 2025 will be set at an amount necessary to obtain the total amount of premium contributions equal to 135 percent of the prior year’s claims and 100 percent of the cost of program administration. Premiums may not exceed one and two-tenths of a percent of an employee’s wages.) Employers with approved private family and medical leave plans are not required to pay premiums provided the private plans provide employees with the same benefits and protections.Employees taking leave are protected against discrimination and retaliatory measures by the employer and, upon return to work, must be restored to the position held by the employee when the leave commenced, or be restored to an equivalent position with equivalent pay, employment benefits, and other terms and conditions of employment. ___________________________Proposición 118Programa de Seguro para Permisos Médicos y Familiares PagadosEsta propuesta por iniciativa enmienda las Reformas de Ley de Colorado para crear un programa estatal de permisos médicos y familiares pagados.Las Provisiones Principales:Crea un programa de seguro para permisos médicos y familiares pagados y una división dentro del Departamento de Trabajo & Empleo;Proporciona reemplazo parcial de salarios de hasta 12 semanas para empleados que reúnan los requisitos y que salgan del trabajo por razones médicas o para proporcionar asistencia a miembros de su familia; yRequiere que los pagos de primas sean divididos entre empleadores y empleados. Trasfondo:Esta propuesta crearía un programa, manejado por el estado, de seguro de permiso médico y familiar pagado. Los trabajadores califican para participar en el programa si han trabajado para su empleador actual durante por lo menos 180 días. Los individuos autónomos pueden decidir apuntarse al plan.Los empleados que reúnan los requisitos recibirán una porción de su pago semanal regular, lo cual no podrá exceder los $1,100 por semana durante hasta 12 semanas por año. Los beneficios son pagables durante 4 semanas adicionales (16 semanas en total) a individuos que reúnan los requisitos, padeciendo de una grave condición médica relacionada al embarazo o a complicaciones de nacimiento. Los beneficios son pagados cada dos semanas.Las condiciones de cualificación que cubre el programa incluyen tener una grave condición de salud, tener que cuidar a un recién nacido, a un niño adoptado, o a un niño asignado a un programa de acogida temporal durante el primer año, cuidar a un miembro de la familia con una grave condición de salud, circunstancias relacionadas a la responsabilidad militar activa de un miembro de familia, la necesidad de un permiso por parte de una persona que es víctima de abuso doméstico, agresión o abuso sexual, o acoso.Las primas son cobradas por medio de deducciones a la nómina y el empleador es responsable de remitir las contribuciones del empleador y empleado a la División de Seguro de Permiso Médico y Familiar del Departamento de Trabajo & Empleo de Colorado (CDLE). Los pagos de primas de empleador y empleado comenzarían el 1ro de enero de 2023, y se dividirían las primas en la mitad entre el empleador y el empleado. La cantidad inicial de las primas equivale a 0.90 por ciento del salario del empleado de los primeros dos años del programa. (Las cantidades de las primas serán fijadas a comienzos de 2025 en una cantidad necesaria para obtener la cantidad total de las contribuciones primas equivalentes a 135 por ciento de los reclamos del año previo y 100 por ciento del costo de la administración del programa. Las primas no pueden exceder a una o dos décimas de un porcentaje del salario de un empleado.) Los empleadores con planes privados aprobados de permiso médico y familiar no están obligados a pagar primas, con tal de que los planes privados proporcionen los mismos beneficios y protecciones a los empleados.Los empleados con permisos están protegidos contra la discriminación y medidas de retaliación por el empleador, y cuando regresan al trabajo deben ser restaurados a la posición que ocupaban cuando inició el permiso, o ser restaurados a una posición equivalente con pago, beneficios de empleado, y otros términos y condiciones equivalentes del empleo.

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  • Yes - For the Measure

  • No - Against the Measure

Twitter @yeson118
Contact phone AARPCO Committee to Support Proposition 118 303-764-5990
1. Nearly everyone will need to take time to care for themselves, a newborn baby, or a seriously ill family member at some point. But, today, only one in five Colorado workers has access to paid family and medical leave and those that need it the most are the least likely to have it. A lack of paid family and medical leave coverage has become glaringly obvious during the coronavirus pandemic.

2. This proposal would make sure 2.6 million hard-working Coloradans can put their families first without having to risk losing their job. It also protects small businesses by allowing them to offer paid leave to their employees without having to pay for it, helping them compete with large corporations who can afford to offer this type of a benefit.

Contact phone No Registered Agent with the CO SOS. Coalition: https://votenoon118.com/
1. This measure is a $1.3 billion tax increase that requires employees to pay into a program that they may never benefit from using. Employees are already faced with job uncertainty in the current economy and cannot afford to lose part of their salary or other benefits. If the demand for the benefit is higher than expected, employees will be expected to contribute an even larger percentage of wages in the future or sacrifice other workplace gains.

2. This measure creates a new and expensive bureaucracy with almost 200 employees, a director that is a political appointee and has little accountability. With so many unmet needs in Colorado like teacher pay and transportation, this is a program we cannot afford.