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As a company that has experience with paid family leave in other states (California and now New Jersey), I can attest that when implemented there was absolutely no negative employee reaction to the very minimal deductions that took place to fund paid family leave. In fact, I would say that our associates don't even notice the deduction any more than they notice the small tax for funding a portion of workers compensation.
I believe this is a very reasonable bill and as VP of HR for a smaller to mid-sized company (400 employees in 16 states), I do not see it as a burden to organizations or companies. We see a number of situations annually where an associate has a family member with a serious health condition that needs their attention and care. An example may be a spouse with cancer or a parent who has broken a hip - in both cases, there are no workplace benefits that help ease the financial burden in these cases. The employee tries to juggle coming to work and being there and often ends up feeling like they are failing in both. This bill would provide them the opportunity to take the time needed. It does not provide any more burden on an employer than the current OFLA or FMLA requirements.
As for those who think that this is unfair to single employees - unless that employee has no family - no parent, child, sibling or spouse - they may very well find they will be in a situation where they will benefit from this program. We would all be so lucky to not have a need for the benefit, however, it would be there if it is needed. The United States is actually in the minority, I believe, in developed countries regarding access to at least a minimum of paid leave. Oregon can be a leader on this and I would encourage other businesses to support this bill.
Gretchen Peterson, VP of Human Resources, Hanna Andersson LLC
posted 4 years, 1 month ago
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