1. California Paid Leave Law • Sample comprised of 303 randomly selected HR professionals residing in the state of California. • Analyzing 303 out of 2425 emails sent, 2369 emails received (response rate = 13%) • Survey fielded between March 6 – 13, 2007; presentation generated on March 14, 2007. • Margin of error is +/- 6% Page 1

2. Impact of California’s Paid Leave Law on Business Operations of Organizations Note: 8% of HR professionals indicated they didn’t know the impact of the paid leave law; these HR professionals were excluded from the analysis above. Page 2

3. Negative Impact of California’s Paid Leave Law on Organizations Note: Percentage does not total 100% as multiple responses were allowed. In 2007, 11% of HR professionals indicated in the“Other” category, that confusion with multiple leave laws including FMLA, PDL, CFRA and now Paid Family Leave was a negative impact. Page 3

4. Positive Impact of California’s Paid Leave Law on Organizations Note: Percentage does not total 100% as multiple responses were allowed.6% of HR professionals indicated in the“Other” category, thata positive impact was the law helped employees with their expenses. In 2005, the positive impact of the law was not asked of respondents. Page 4

5. Did your organization voluntarily offer paid leave (i.e., sick, vacation and personal days) prior to the enactment of the state's paid leave program? Note: Percentage may not total 100% due to rounding Page 5

6. Other Impact Of The Paid Leave Law On Organizations • There has been increased awareness of the California’s paid leave law • The leave is not frequently used by employees because employees are not in a financial position to take advantage of the leave. • More employees who are fathers are taking time for the birth/adoption of a child • Abuse of leave by employees using leave for situations not covered by leave law • California’s paid leave complicates the administration of other leave including FMLA Page 6