Title 28
Labor and Labor Relations

Chapter 41
Temporary Disability Insurance — Benefits

§ 28-41-35. Benefits. [Effective until January 1, 2025.]

(a) Subject to the conditions set forth in this chapter, an employee shall be eligible for temporary caregiver benefits for any week in which he or she is unable to perform his or her regular and customary work because he or she is:

(1) Bonding with a newborn child or a child newly placed for adoption or foster care with the employee or domestic partner in accordance with the provisions of § 28-41-36(c); or

(2) Caring for a child, parent, parent-in-law, grandparent, spouse, or domestic partner, who has a serious health condition, subject to a waiting period in accordance with the provisions of § 28-41-12 [repealed]. Employees may use accrued sick time during the eligibility waiting period in accordance with the policy of the individual’s employer.

(b) Temporary caregiver benefits shall be available only to the employee exercising his or her right to leave while covered by the temporary caregiver insurance program. An employee shall file a written intent with his or her employer, in accordance with rules and regulations promulgated by the department, with a minimum of thirty (30) days' notice prior to commencement of the family leave. Failure by the employee to provide the written intent may result in delay or reduction in the claimant’s benefits, except in the event the time of the leave is unforeseeable or the time of the leave changes for unforeseeable circumstances.

(c) Employees cannot file for both temporary caregiver benefits and temporary disability benefits for the same purpose, concurrently, in accordance with all provisions of this act and chapters 39 — 41 of this title.

(d) Temporary caregiver benefits may be available to any individual exercising his or her right to leave while covered by the temporary caregiver insurance program, commencing on or after January 1, 2014, which shall not exceed the individual’s maximum benefits in accordance with chapters 39 — 41 of this title. The benefits for the temporary caregiver program shall be payable with respect to the first day of leave taken after the waiting period and each subsequent day of leave during that period of family temporary disability leave. Benefits shall be in accordance with the following:

(1) Beginning January 1, 2014, temporary caregiver benefits shall be limited to a maximum of four (4) weeks in a benefit year;

(2) Beginning January 1, 2022, temporary caregiver benefits shall be limited to a maximum of five (5) weeks in a benefit year;

(3) Beginning January 1, 2023, temporary caregiver benefits shall be limited to a maximum of six (6) weeks in a benefit year.

(e) In addition, no individual shall be paid temporary caregiver benefits and temporary disability benefits that together exceed thirty (30) times his or her weekly benefit rate in any benefit year.

(f) Any employee who exercises his or her right to leave covered by temporary caregiver insurance under this chapter shall, upon the expiration of that leave, be entitled to be restored by the employer to the position held by the employee when the leave commenced, or to a position with equivalent seniority, status, employment benefits, pay, and other terms and conditions of employment including fringe benefits and service credits that the employee had been entitled to at the commencement of leave.

(g) During any caregiver leave taken pursuant to this chapter, the employer shall maintain any existing health benefits of the employee in force for the duration of the leave as if the employee had continued in employment continuously from the date he or she commenced the leave until the date the caregiver benefits terminate; provided, however, that the employee shall continue to pay any employee shares of the cost of health benefits as required prior to the commencement of the caregiver benefits.

(h) No individual shall be entitled to waiting period credit or temporary caregiver benefits under this section for any week beginning prior to January 1, 2014. An employer may require an employee who is entitled to leave under the federal Family and Medical Leave Act, Pub. L. No. 103-3 and/or the Rhode Island parental and family medical leave act, § 28-48-1 et seq., who exercises his or her right to benefits under the temporary caregiver insurance program under this chapter, to take any temporary caregiver benefits received, concurrently, with any leave taken pursuant to the federal Family and Medical Leave Act and/or the Rhode Island parental and family medical leave act.

(i) Temporary caregiver benefits shall be in accordance with the federal Family and Medical Leave Act (FMLA), Pub. L. No. 103-3 and the Rhode Island parental and family medical leave act in accordance with § 28-48-1 et seq. An employer may require an employee who is entitled to leave under the federal Family and Medical Leave Act, Pub. L. No. 103-3 and/or the Rhode Island parental and family medical leave act, § 28-48-1 et seq., who exercises his or her right to benefits under the temporary caregiver insurance program under this chapter, to take any temporary caregiver benefits received, concurrently, with any leave taken pursuant to the federal Family and Medical Leave Act and/or the Rhode Island parental and family medical leave act.

§ 28-41-35. Benefits. [Effective January 1, 2025.]

(a) Subject to the conditions set forth in this chapter, an employee shall be eligible for temporary caregiver benefits for any week in which the employee is unable to perform their regular and customary work because the employee is:

(1) Bonding with a newborn child or a child newly placed for adoption or foster care with the employee or domestic partner in accordance with the provisions of § 28-41-36(c); or

(2) Caring for a child, parent, parent-in-law, grandparent, spouse, or domestic partner, who has a serious health condition, subject to a waiting period in accordance with the provisions of § 28-41-12 [repealed]. Employees may use accrued sick time during the eligibility waiting period in accordance with the policy of the individual’s employer.

(b) Temporary caregiver benefits shall be available only to the employee exercising his or her right to leave while covered by the temporary caregiver insurance program. An employee shall file a written intent with their employer, in accordance with rules and regulations promulgated by the department, with a minimum of thirty (30) days’ notice prior to commencement of the family leave. Failure by the employee to provide the written intent may result in delay or reduction in the claimant’s benefits, except in the event the time of the leave is unforeseeable or the time of the leave changes for unforeseeable circumstances.

(c) Employees cannot file for both temporary caregiver benefits and temporary disability benefits for the same purpose, concurrently, in accordance with all provisions of this act and chapters 39 — 41 of this title.

(d) Temporary caregiver benefits may be available to any individual exercising their right to leave while covered by the temporary caregiver insurance program, commencing on or after January 1, 2014, which shall not exceed the individual’s maximum benefits in accordance with chapters 39 — 41 of this title. The benefits for the temporary caregiver program shall be payable with respect to the first day of leave taken after the waiting period and each subsequent day of leave during that period of family temporary disability leave. Benefits shall be in accordance with the following:

(1) Beginning January 1, 2014, temporary caregiver benefits shall be limited to a maximum of four (4) weeks in a benefit year;

(2) Beginning January 1, 2022, temporary caregiver benefits shall be limited to a maximum of five (5) weeks in a benefit year;

(3) Beginning January 1, 2023, temporary caregiver benefits shall be limited to a maximum of six (6) weeks in a benefit year;

(4) Beginning January 1, 2025, temporary caregiver benefits shall be limited to a maximum of seven (7) weeks in a benefit year; and

(5) Beginning January 1, 2026, temporary caregiver benefits shall be limited to a maximum of eight (8) weeks in a benefit year.

(e) In addition, no individual shall be paid temporary caregiver benefits and temporary disability benefits that together exceed thirty (30) times the individual’s weekly benefit rate in any benefit year.

(f) Any employee who exercises their right to leave covered by temporary caregiver insurance under this chapter shall, upon the expiration of that leave, be entitled to be restored by the employer to the position held by the employee when the leave commenced, or to a position with equivalent seniority, status, employment benefits, pay, and other terms and conditions of employment including fringe benefits and service credits that the employee had been entitled to at the commencement of leave.

(g) During any caregiver leave taken pursuant to this chapter, the employer shall maintain any existing health benefits of the employee in force for the duration of the leave as if the employee had continued in employment continuously from the date the employee commenced the leave until the date the caregiver benefits terminate; provided, however, that the employee shall continue to pay any employee shares of the cost of health benefits as required prior to the commencement of the caregiver benefits.

(h) No individual shall be entitled to waiting period credit or temporary caregiver benefits under this section for any week beginning prior to January 1, 2014. An employer may require an employee who is entitled to leave under the federal Family and Medical Leave Act, Pub. L. No. 103-3 and/or the Rhode Island parental and family medical leave act, § 28-48-1 et seq., who exercises their right to benefits under the temporary caregiver insurance program under this chapter, to take any temporary caregiver benefits received, concurrently, with any leave taken pursuant to the federal Family and Medical Leave Act and/or the Rhode Island parental and family medical leave act.

(i) Temporary caregiver benefits shall be in accordance with the federal Family and Medical Leave Act (FMLA), Pub. L. No. 103-3 and the Rhode Island parental and family medical leave act in accordance with § 28-48-1 et seq. An employer may require an employee who is entitled to leave under the federal Family and Medical Leave Act, Pub. L. No. 103-3 and/or the Rhode Island parental and family medical leave act, § 28-48-1 et seq., who exercises their right to benefits under the temporary caregiver insurance program under this chapter, to take any temporary caregiver benefits received, concurrently, with any leave taken pursuant to the federal Family and Medical Leave Act and/or the Rhode Island parental and family medical leave act.