In Rhode Island, the most recent State to implement a State paid leave program, men took leave at higher rates in the program’s first year than other State programs’ first year. (14) High-profile companies are increasingly recognizing the importance of providing paid leave to their workers, regardless of gender, and updating their leave policies to reflect the reality that both men and women need paid leave. (15) Paid family and medical leave promotes families’ financial security and independence, increases worker retention, and promotes savings for taxpayers. Women who take paid leave after a child’s birth are more likely to be in the labor force in the 9 to 12 months after a child’s birth and to earn higher wages in the year following their child’s birth. Both men and women who take paid leave after a child’s birth are less likely to receive food stamps and public assistance in the year following a child’s birth. (16) Without paid medical leave, workers who are ill or injured may return to work before being fully recovered, thus making them susceptible to a relapse or recurrence, and potentially placing additional burdens on the health care system. When a job requires physical stamina or ability, individuals who return to work too early may put themselves or others in jeopardy. (17) A social insurance model of providing paid family leave pioneered by the States of California, New Jersey, and Rhode Island has worked well for workers, their families, and employers. The overwhelming majority of California employers report that the State's program had a positive or neutral effect on their business. When workers can care for themselves and their loved ones, employers experience positive impacts. (18) According to the Department of Labor’s 2012 survey on the FMLA, more than four times as many worksites covered by the FMLA reported positive effects on employee productivity, absenteeism, turnover, career advancement and morale, as well as the business’ profitability, as reported negative effects. (19) Californians