Ensure the dates listed on your Leave claims match the leave dates listed in bob to remain tax & payroll compliant. Otherwise repayment to Camunda may be required.

Family and Medical Leave Act (FMLA)

Camunda is committed to providing eligible Camundi with leave under the Family and Medical Leave Act (FMLA). This policy outlines the key details of FMLA leave and its interaction with Camunda's parental leave policy.

Eligibility

To be eligible for FMLA leave, a Camundi must:

Have worked for Camunda for at least 12 months
Have worked at least 1,250 hours over the past 12 months

Note: As a fully remote company, Camunda applies FMLA eligibility to all qualifying Inc. Camundi, regardless of their physical work location.

Leave Entitlement

Eligible Camundi can take up to 12 workweeks of unpaid, job-protected leave in a 12-month period for qualifying reasons, including but not limited to:

Birth and care of a newborn child
Placement of a child for adoption or foster care
Care for an immediate family member with a serious health condition
Medical leave when the Camundi is unable to work because of a serious health condition

How does this work with Camunda's Parental Leave Policy?

Camunda offers 20 weeks of paid parental leave. FMLA leave may be available to eligible Camundi after the conclusion of Camunda-sponsored parental leave, provided the Camundi meets all FMLA eligibility requirements at the start of the FMLA leave. The 20 weeks of Camunda-sponsored parental leave is separate from any FMLA entitlement.

Use of Leave

FMLA leave may be taken intermittently or on a reduced leave schedule when medically necessary.
Camundi must make reasonable efforts to schedule any planned leaves as far in advance as possible.

Camundi Responsibilities

Provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable.
When 30 days' notice is not possible, provide notice as soon as practicable.
Provide sufficient information for Camunda to determine if the leave may qualify for FMLA protection.

Continuation of Benefits During Leave

During FMLA leave, you will maintain the same level of insurance coverage you had prior. No adjustment in benefits will be made. For non-FMLA leave, benefit continuation is determined by the specific circumstances of the leave and the terms of each benefit plan.

Here are the details for each benefit provider

Cigna Medical and Dental
- For Cigna Medical and Dental plans, coverage will continue during FMLA leave.
- For non-FMLA unpaid leave:
  - Continuation of coverage will be determined by the terms of the group health plan.
  - Camundi must continue to pay their share of the premiums to maintain coverage.
  - If premiums are not paid, coverage may be terminated after appropriate notice.
Vision Service Plan (VSP)
- VSP coverage will continue during FMLA leave.
- For non-FMLA unpaid leave:
  - Continuation of coverage will be determined by the terms of the vision plan.
  - Camundi must continue to pay their share of the premiums to maintain coverage.
  - If premiums are not paid, coverage may be terminated after appropriate notice.
UNUM (Life, AD&D, Short-Term Disability, Long-Term Disability)
- For UNUM benefits during non-FMLA unpaid leave:
  - Life and AD&D coverage continuation will be subject to the terms of the group policy.
  - Short-Term and Long-Term Disability coverage will generally end when active employment ends, unless continuation is specifically approved by UNUM.
Health Equity (Flexible Spending Accounts)
- For Health Care and Dependent Care Flexible Spending Accounts:
  - Contributions will cease during unpaid leave.
  - Camundi may continue to incur and submit claims for eligible expenses during the leave period.
  - Upon return from leave, contributions will resume, and the annual election amount will be prorated over the remaining pay periods.

If a Camundi fails to return to work after the leave period, Camunda may recover its share of insurance premiums paid during the period of unpaid leave, subject to certain limitations.

Return to Work

Upon return from FMLA leave, Camundi will be restored to their original job or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment.
Camundi returning from FMLA leave may be required to provide a fitness-for-duty certification before being restored to employment.

For more information about FMLA leave, including details on eligibility, qualifying reasons, and the process for requesting leave, please contact the Total Rewards team or the Sequoia Advocate team.

Note: This policy provides a general overview of FMLA entitlements. Camunda complies with all applicable federal, state, and local laws regarding family and medical leave. In cases where state or local laws provide for more generous leave entitlements, Camunda will comply with those requirements.

State Funded Paid Family Leave

California

Paid Family Leave Benefit
Benefit Duration	8 weeks
Weekly Benefit	Min: $50 Max: $1,540
Benefit Amount	60 to 70 percent of your weekly wages earned 5 to 18 months before your claim start date.
Payment	You will receive payments by debit card or check.
Eligibility Requirements	Earnings in base year of not less than $300 from which SDI taxes were withheld.
Post-employment coverage period	None
How to apply	You can apply for PFL online or by mail

Colorado

Paid Family Leave Benefit
Benefit Duration	Up to: 12 weeks for family and medical leave within a 12-month period Additional 4 weeks for serious health condition related to pregnancy or childbirth complications. Total combined maximum of 12 (or 16) weeks per application year
Weekly Benefit	Min: None Max: $1,100
Benefit Amount	90% of the employee’s average weekly wages up to 50% of the state’s average weekly wage (SAWW). Earnings greater than 50% of the SAWWwage will be paid at 50%.
Payment
Eligibility Requirements	Earned at least $2,500 in wages subject to premium under the law during the person’s base period or alternative base period, has elected coverage as a self-employed person, or has elected coverage as an employee of a local government where the local government has declined participation in the program.
Post-employment coverage period
How to apply

Connecticut

Paid Family Leave Benefit
Benefit Duration	12 weeks for family and medical leave Additional 2 weeks for pregnancy incapacity 12 days for family violence (part of 12 weeks allotment)
Weekly Benefit	Min: None Max: $900 (40x the minimum wage)
Benefit Amount	95% of employee’s average weekly earnings up to 40 times the minimum wage; plus 60% of earnings above 40 times the minimum wage.
Payment	Benefit payments are made by Electronic Funds Transfer or Stored Value Card
Eligibility Requirements	Have earned at least $2,325 from a CT employer during the employee’s highest earning quarter within the first four of the last five most recent quarters, and. Is currently employed or was employed within the prior 12 weeks or is self-employed individual or sole proprietor and Connecticut resident who has enrolled in the program.
Post-employment coverage period	12 Weeks
How to apply	CT Paid Leave Authority (PFMLA)\| Home \| Official Site

Massachusetts

Paid Family Leave Benefit
Benefit Duration	12 weeks for family leave (all in a Benefit Year) 20 weeks for employee’s own serious health condition
Weekly Benefit	Min: None Max: $1,084.31
Benefit Amount	80% of average weekly wages up to 50% of the statewide average weekly wage (SAWW). All earnings above that will be replaced at 50% up to the maximum benefit.
Payment	Once your application is approved, you can expect weekly payments to begin 2-4 weeks after your leave begins. If your leave has already begun, you can expect your first payment to arrive 2 weeks after it is approved. After that, you will receive your payments every week. When you begin your paid family or medical leave, there is a 7-day waiting period before benefit payments start. You will not receive benefit payments during this waiting period. Also, these 7 days will count against your total available leave for the benefit year.
Eligibility Requirements	Employees providing services in Massachusetts, including full-time, part-time, permanent, temporary, on call, per diem or seasonal employees who meet the financial eligibility requirements under the MA PFML law (i.e., earning sufficient income from any MA employer within the past 12 months prior to the leave to be eligible for MA unemployment compensation benefits.
Post-employment coverage period	26 Weeks
How to apply	Choose an account type (mass.gov)

New Jersey

Paid Family Leave Benefit
Benefit Duration	12 Weeks
Weekly Benefit	Min: None Max: $993
Benefit Amount	85% of average weekly wages
Payment
Eligibility Requirements	Either 20 weeks of employment in NJ during base year with earnings of at least $240 per week or $12,000 per year.
Post-employment coverage period	None
How to apply	Division of Temporary Disability and Family Leave Insurance \| FAQ: Family Leave Insurance (nj.gov)

New York

Paid Family Leave Benefit
Benefit Duration	12 Weeks
Weekly Benefit	Min: $20 Max: $1,131.08
Benefit Amount	67% of weekly wages
Payment
Eligibility Requirements	4 consecutive weeks of covered employment in NY (does not need to be with current employer)
Post-employment coverage period	4 Weeks
How to apply	Employees \| Paid Family Leave (ny.gov)

Oregon

Paid Family Leave Benefit
Benefit Duration	12 weeks combined for paid family leave, paid medical leave and paid Safe leave and extra 2 weeks for pregnancy or childbirth complications, including lactation.
Weekly Benefit	Min: 5% of the SAWW Max: 120% of the SAWW
Benefit Amount	100% of employee’s average weekly wages that that are less than 65% of the statewide average weekly wage. 50% of employee’s average weekly wages that are equal to or exceed 65% of the SAWW.
Payment
Eligibility Requirements	Employees are eligible to take leave if they have earned at least $1,000 in wages during the base year for an Oregon employer.
Post-employment coverage period	None
How to apply	State of Oregon: Modernization - Frances Online

Rhode Island

Paid Family Leave Benefit
Benefit Duration	30 Weeks
Weekly Benefit	Min: $107 Max: 60% to $978, 4.62% of highest quarterly wages
Benefit Amount	4.62% of highest quarterly wages in the base period (additional dependent’s allowance may also be payable)
Payment
Eligibility Requirements	Either RI base year earnings of $13,800; or at least $2,300 in one of the base period quarters and base period wages of at least 1.5 times the highest quarter earnings and total base period wages of at least $4,600
Post-employment coverage period	None
How to apply	How-to-Apply-for-Paid-Leave.pdf (ripaidleave.net)

Washington

Paid Family Leave Benefit
Benefit Duration	Up to: 12 weeks of family leave for bonding, care of a family member 12 weeks of medical leave for employee’s own serious health condition 16 weeks of combined medical and family leave per benefit year An additional two weeks of paid medical leave for employees incapacitated by a serious health condition during pregnancy (max. combined 18 weeks)
Weekly Benefit	Min: $100 Max: $1,327
Benefit Amount	The benefits are paid at 90% of the employee’s average weekly wages, up to 50% of the state’s average weekly wage (SAWW). Any portion of the employee’s wages that exceed 50% of the SAWW will be paid at 50%.
Payment
Eligibility Requirements	A covered employee is eligible after working 820 hours in WA for any employer during the qualifying period. The “qualifying period” is the first four of the last five calendar quarters or, if eligibility is not established, the last four completed calendar quarters immediately preceding the application for leave.
Post-employment coverage period	None
How to apply	Washington State's Paid Family and Medical Leave – Washington workers will have up to 12 weeks of paid family or medical leave starting in 2020. Employers begin payroll withholding in 2019.

Washington D.C.

Paid Family Leave Benefit
Benefit Duration	Up to: 8 weeks of paid parental leave 6 weeks for care of a family member 6 weeks for their own serious health condition (as of July 2021) Up to 2 weeks for qualifying prenatal leave Up to 8 weeks of combined maximum paid family leave Up to 10 weeks of combined 2 weeks prenatal and 8 weeks parental leave
Weekly Benefit	Min: None Max: $1,009
Benefit Amount	Employees receive 90% of their average weekly wage up to 150% of DC’s minimum wage multiplied by 40, and employees receive 50% of any amount earned in excess of 150% of DC’s minimum wage multiplied by 40.
Payment
Eligibility Requirements	An employee who spends more than 50% of their work time for a covered employer in DC or work for a covered employer that is based in DC, spends a substantial amount of their work time in DC and spends no more than 50% of their work time for the employer in another location.
Post-employment coverage period	None
How to apply	District of Columbia - Paid Family Leave (dc.gov)

DRI	Emily Cady

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Keywords	State Paid Family Leave Parental Leave Leave FMLA Family Medical Leave Act Inc

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