Michigan workers could receive pay during family and medical leave

Eligible workers could take leave for their own serious health condition or to care for a family member with one. Workers must be employed or have left employment no more than 26 weeks before leave starts. Federal employees and railroad workers covered by the named federal insurance law are excluded. Employees must claim benefits and have at least $3,000 in wages covered by the program during the earnings period used for their claim. Self-employed people could choose coverage for at least three years and would pay both the employer and employee contributions.

The state would pay 100% of a covered worker's average weekly wages, capped at two-thirds of Michigan's average weekly wage. Lawmakers must approve spending from the fund. Leave already taken under an earlier phase in the same benefit year would count toward the later limit. The five-week limit would apply to leave starting one year after contributions begin, the ten-week limit starting two years after, and the twelve-week limit starting three years after.

Employers would send payroll contributions to the state and could deduct up to half the required contribution from workers' wages. The state would set the charge as a percentage of wages. Employers with fewer than 25 employees would send half the required contribution; larger employers would send all of it. Approved private plans would be exempt. The state would cover required employer payments for certain Medicaid-funded home and community care providers. Charges must increase if lawmakers do not provide enough money for administration before collections begin. The director would set the collection start date no more than two years after the act takes effect.

Employers would restore returning workers to their former or an equivalent job and could not punish people for seeking or using leave. These protections would cover employees taking leave under the bill. An equivalent job must match pay, benefits, seniority, and other employment terms. Workers must keep paying their share of health coverage costs. For parties to an existing union contract that conflicts with these rules, the rules would apply when that contract expires or a new contract takes effect, whichever comes first. Job restoration would apply upon return from leave. Existing health coverage would continue during leave.