Election 2020: Proposition 118 - Family and Medical Leave Insurance Program

In 1993, President Clinton signed into law the Family Medical Leave Act (FMLA), with bipartisan support. Many have called the act historic since it allowed employees to better balance their work and familial responsibilities.

It goes without saying that when someone accepts a job, they agree to: show up, be on time, and do their job while there. However, it also goes without saying that everyone has familial responsibilities that, to many, are equally important. So, with FMLA signed into law, employees across the nation reaped the benefits.

This November, Colorado seeks to expand benefits offered under FMLA by implementing an insurance program: the Paid Family and Medical Leave Insurance Act (PFMLI). The purpose of this act, essentially, is to level the playing field in terms of medical insurance, especially in cases where an employee's family is involved. So, should a life-altering medical event take place, this program would help address it.

Part two of the proposition claims that should the program be passed, it would promote a healthy business climate--which includes lower turn-over rates and more recruitment--while also providing smaller employers the opportunity to compete with larger corporations by being able to offer benefits.

Interestingly, should this proposition pass, the life-altering medical events covered by this insurance program would extend beyond the usual examples of a new child or a serious health condition. This paid time off could also be used should an employee be suffering the effects of domestic violence or sexual violence.

If an employer already had a benefits package, they could opt-out of the program. However, for those who don't have one in place, it would shift some power toward the worker by requiring that employers support their employees' well being.

While some argue that it is up to the individual to choose employment at their own risk and that this program would be an extra cost in operating business, Proposition 118 does make some concessions. If a benefits package is already in place, an employer would not need to take part. Similarly, if a business has fewer than 10 employees or seasonal employees working less than 20 calendar weeks of the calendar year, participation is not required.

Essentially, this proposition is intended to protect an employee's livelihood should they or their families experience serious medical conditions or events.

This proposition is not the first of its kind, as a number of states in the northeast, including New York, Massachusetts and even the District of Columbia as well as western states like Washington and Oregon, have similar programs. However, some argue that it is one of, if not the most generous, of its kind-- providing that "the maximum weekly benefit is 90 percent of the state average weekly wage...the maximum weekly benefit is 1,100 dollars."

The program would be funded by a premium of 0.9% on employee wages, with the employee and employer each paying 0.45% of that premium. However, the state treasury can also issue revenue bonds. Moreover, the money put toward the PFMLI fund cannot be appropriated for general state expenses and must stay in the fund at the end of the fiscal year, rather than reverting to the general fund.

So, while opponents of the bill argue that the state cannot afford the bill, proponents argue that businesses would actually save money by not having to repeatedly spend money in recruiting and re-training new employees.

The Secretary of State's office puts out lists of groups both in favor of and in opposition to various ballot measures. More information can be found here.

For more information about Colorado Families First, the proponents, visit: www.voteyeson118.com

For more information about Not Now Colorado, the opponents, visit:www.votenoon118.com