Paid Family Leave’s Effect on Employers | Employer’s Role in New York Paid Family Leave

Paid Family Leave’s Effect on Employers | Employer’s Role in New York Paid Family Leave

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by Jonathan Schulman on 08/30/2017Leave a Comment
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Cut Through the Confusion of New York Paid Family Leave: What Employers Should Know and Do Now

New York’s Paid Family Leave Benefits Law, or PFL, takes effect on January 1, 2018. Benefit changes evoke questions and concerns from employees and employers alike. As an employer, it’s imperative that you have an understanding of the effects this law will have on you and your associates. Now is the perfect time to contact a health insurance broker regarding your small business health insurance needs.

Paid Family Leave Basics: Eligible Employees and Qualifying Circumstances

Those employed for at least 26 weeks and regularly scheduled 20 or more hours per week will be eligible for PFL. Those working less than 20 hours a week become eligible after working 175 days.

Several circumstances qualify employees for this leave. They may request the time to bond with a child following birth, adoption or fostering. Time may be taken during or prior to active military duty deployment of qualifying family members of the associate. Leave may also be requested to care for a qualifying family member with a serious illness.

Additional benefits include guaranteed wage replacement, job protection and continued health insurance coverage while away. A health insurance broker will answer questions you have regarding the connection between the PFL and your business’ current insurance plan.

The Impact on Your Business

Breathe a sigh of relief, as the plan shouldn’t impose any significant costs on the employer. The program is entirely employee-funded, supplied through employee payroll deductions. The PFL is included under your disability benefits policy, so contact your group health insurance broker to review your plan and receive assistance in making carrier changes if necessary.

Take Action Now

Paycheck deductions were slated to start in July 2017, so if yours haven’t, now is the time to ensure they begin so employee benefits are available early in the year. Also review your current procedures for short-term disability claims in the case that adjustments are needed.

By learning more about the basics of the PFL, ensuring employee payroll deductions are being made, reviewing your current policies and contacting a health insurance broker to cover your insurance needs, you’ll be well prepared to answer questions that arise as this law goes into effect.

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