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Topics: Disability Benefits New York Paid Family Leave
Just as with state-mandated Disability Coverage benefits and Workers’ Compensation,employers must make sure their employees know about Paid Family Leave (PFL) and who is eligible. HR departments must make sure organizational policies comply with New York state laws.
Additionally, employers must display a poster outlining employees’ rights regarding PFL. If you do not have this poster yet, your insurance broker can provide one.
Educated employers can help create happy, engaged employees. Especially since the PFL program is new to New York State and is unprecedented in the country in terms of the amount and scope of benefits, employees are bound to have questions. Be ready with the right answers by speaking to your AmTrust broker first. Brokers are stocked with a wealth of Paid Family Leave information and resources to make PFL adoption go smoothly for their customers. PFL has three separate claims forms depending on the reason for paid leave. Your AmTrust brokers can supply you with all three forms for your convenience.
PFL premium rates are determined based on the number of employees in your company and their salaries. By providing your AmTrust broker with your company census you can ensure your premiums are accurate and you aren’t paying too much for your PFL coverage.
No doubt, PFL is a culturally significant — and important—benefit that recognizes the importance of taking time off to bond with infants, care for family members, or hold down the fort while a military spouse is deployed. While the Family Medical Leave Act protects employee’s jobs if they require time off, PFL ensures an income to employees in New York during these sometimes challenging times. Because PFL applies to employees of any gender, more fathers might take time off following the birth of a child. Employees who previously juggled caring for senior parents with working full-time might take PFL to focus on their loved one.
This can place an added burden on employees who remain in the office. Employers should develop a plan and process to fill in for employees on leave. This might mean cross-training employees to split duties and fill in for their co-workers. It could mean hiring additional help through a temp agency. You could also take advantage of today’s “gig economy” to find independent contractors who can complete the duties of employees on leave. It’s important, too, to check with your tax accountant to determine what constitutes a contractor vs. a temporary employee.
While PFL meets the needs of a wide range of employees, from military spouses to new parents and even “sandwich generation” workers caring for both younger children and senior parents, not every employee will need PFL at some time in their life. In addition to developing a plan to fill in for employees on leave without over-burdening your other employees, you might consider enriching disability coverage and adding a voluntary ancillary benefits package to your employee benefits plan. Life insurance, dental care, and vision coverage are all enticing benefits that can aid in recruiting new talent and retaining employees. Employees will see that your company makes an extra effort to provide benefits that appeal to every demographic in the workforce today.
Education and preparation are the keys to maintaining a happy and engaged workforce. The solution that works to fill the role of one employee on leave may not work for other employees, so don’t be afraid to experiment with different solutions depending on the circumstances. Minimize the frustrations of employees filing for PFL, and ensure retention after they return from leave, by being prepared with the right claim forms, information, and resources. Life with PFL may not be a fully seamless transition, but having the right resources and a knowledgeable broker to guide you can make it manageable.
Want to learn more about coverage for Paid Family Leave? Check out the Statutory Disability Insurance for business offerings at AmTrust Financial now.
This post is provided by The DBL Center Ltd. The DBL Center is a wholesale insurance agency specializing in temporary disability insurance and employee benefit plans – most notably, temporary disability benefits in New Jersey (NJ TDB), New York Disability (New York DBL) and PFL, and temporary disability insurance in The Hawaiian Islands (Hawaii TDB). Celebrating more than 40 years in business, The DBL Center serves more than 4000 insurance agents across 15 states.
“The only constant is change.” Few statements are more profound or more accurate. To help New Yorkers tend to personal matters when facing change – from the birth of a child to the declining health of a loved one – the State of New York signed into law the nation’s most comprehensive Paid Family Leave policy to date. Joy Maas, Director of Business Development, Marketing Strategy and Account Management for AmTrust Financial Services, walks businesses owners and insurance agents through the claims-filing process, sharing tips and insight along the way.
Since the New York Paid Family Leave (PFL) program is new and unprecedented in the country in terms of the amount and scope of benefits, there are bound to be some bumps in the road when it comes to filing PFL claims. To help minimize the frustrations of employees filing claims for PFL, we have provided three simple tips to help make the claims process easier and more efficient.