; (v) whether an employer allows paid sick leave to be used by its employees to recover from illness, injury, medical condition as well as to seek medical diagnosis, preventive care, and other medical reasons; (vi) whether an employer allows this paid sick leave to also be used to aid, care for, or attend medical appointments with an employee’s family (including the employee’s child, parent, legal guardian or ward, sibling, grandparent, grandchild, spouse, registered domestic partner under any State or local law, or other person reasonably designated as family); (vii) whether an employer ensures that any verification requirements or policy around use of paid sick leave is reasonable and in no way onerous; and (viii) whether an employer allows employees to use paid sick leave to recover from or seek assistance in the aftermath of domestic violence, sexual assault, sexual violence, or stalking; (G) whether the employer has a policy of providing employees access with paid parental and family leave, the quality of which shall be assessed by determining— (i) whether an employer guarantees 12 weeks or more paid family or parental leave annually after birth of a child, adoption of a child, foster placement, or serious illness of the employee or the employee’s family member serious illness (as defined in section 101 of the Family and Medical Leave Act of 1993 ( 29 U.S.C. 2611 )); (ii) whether an employer provides leave as an upfront allocation at the start of employment as opposed to requiring that employees accrue or earn paid family leave; (iii) whether an employer guarantees such leave for both full-time and part-time employees; (iv) whether an employer guarantees full or significant wage replacement during the course of this leave; (v) whether an employer guarantees a high weekly benefit cap or no such cap; (vi) whether the employer’s paid family leave policy include job protection for all employees