Waiting Week Compensation

Questions:
1. Do you compensate employees during the waiting week for disability or family leave?
2. What does your STD policy provide the employees as a % of salary?*
3. Does your policy have a cap or max payout per week/month?

* Self insured or separate policy, usually coordinated with SDI/PFL and assuming timely filing for SDI/PFL benefits by employee

Company A: Use of PTO 70% $3000/week
Company B: Yes, 100% of salary 100% No
Company C: Yes, 100% of salary 100% No
Company D: Use of PTO 60% $2500/week
Company E: For STD: sick time; for PFL: vacation
Company F: Use of sick time or vacation No STD coverage other than coordinating sick time/vacation with SDI/PFL n/a
Company G: Use of PTO. If no PTO, get 2 days paid. 60% $5000/month
Company H: For STD: Use of sick time or vacation, for PFL: Use of vacation 66.67% $3500/week
Company I: For STD: Yes, 100% of salary. For PFL: No STD only: 100% for first two weeks, then 75% until LTD kicks in n/a
Company J: Use of PTO 66% High to provide same benefit for executives
Company K: For STD: Yes, 100% of salary. For PFL: Use of PTO STD only: 100% for first seven weeks, then 75% until LTD kicks in n/a
Company L: For STD: Yes, 100% of salary. For PFL: Use of Vacation 100% for first two weeks, then 70% until LTD kicks in n/a
Company M: Use of sick time or vacation 60% $2500/week
Company N: Use of sick time or vacation 60% $1200/week
Company O: For STD: 100% of salary, for PFL: TBD 100% (66.67% through STD policy, balance paid by company) n/a
Company P: Use of sick time or vacation 80% (66.67% through STD policy, balance paid by company) $2308/week
Company Q: Use of PTO 60% $2500/week
Company R: Use of sick time 60% $1500/week
Company S: Yes, 100% of salary 66.67% $1500/week
Company T: Use of PTO 60% $2000/week