Under California law, your employer can require you to use up to two weeks of PTO or vacation before you’re eligible to receive any PFL benefits. After the two weeks are up, you will begin to receive PFL benefits. If you have any vacation or PTO left at that point, you may choose to integrate it with your PFL benefits. Your employer cannot require you to use your accrued sick leave, though.
Example: Carlton’s employer makes him use two weeks of PTO, and he chooses to use a third week of PTO. Because his employer is requiring him to use two weeks of PTO, he won’t be eligible for PFL benefits until his third week of leave. For weeks three through five, he will receive 55% of his wages in PFL benefits. The remaining week of PTO that he chooses to use will be applied each week until it runs out.
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