Employer FAQs
Frequently Asked New York Paid Family Leave Questions
What's the short explanation for NY Paid Family Leave?

A leave can be taken during the first 12-months after a child's birth to bond or during the first 12-months after adopting a child or becoming a foster
parent. Leave can be used when needed for providing care in person for physical or psychological care for a family member. A qualified military
leave event as defined by the Family & Medical Leave Act (FMLA) is also covered by the New York Paid Family Leave Benefit Law.

The New York Paid Family Leave Benefit (PFL) subtracts directly from your employee's wages. The maximum amount deducted from your their
wages will be adjusted annually on September 1st.
The weekly contribution rate for New York Paid Family Leave is 0.126% of the employee's weekly wage (capped at New York State's current
average weekly wage of $1,305.92). Therefore, a maximum contribution of $1.65 per week per employee in 2018, regardless of age, gender, or
other factors.
Who qualifies as a family member for PFL?

Spouse or Domestic Partner
Child
Parent or Parent in law
Grandparent
Grandchild
Do I have to pay for this new entitlement?

No and Yes. You are required to cover all eligible employees, but the full cost of premiums will be paid through payroll contributions of your
employees. You will have to pay for the cost of administering the New York Paid Family Leave Benefit within your business, whether through
additional time required by an employee(s) and any additional loss of hours worked by employees on leave.
Can I demote an employee for what I feel was an unnecessarily long paid family leave?

No. When returning from paid family leave, your employee is entitled by the PFL law to return to their same or comparable position without
loss of benefits that would have accrued to them otherwise.
Can I suspend an employee's health insurance during their paid family leave?

No. You must continue the employees' health insurance during leave as if they were not on leave.
Can we offer to charge part of the paid family leave time to an employee's unused vacation time?

Yes. You may offer an employee who has accrued but unused vacation / personal leave the option to choose whether to charge all or part
of their paid family leave time to their unused time and receive full salary.
How early can I begin withholding for Paid Family Leave?

You can start as early as July 1, 2017. It's a good idea because it should reduce your cash flow impact. NY Paid Family Leave premiums need
to be paid together with DBL premiums. You can recoup the PFL portion gradually through payroll deduction over the course of the year.
How Does PFL Interact With The Disability Benefits Law (DBL)?
The Disability Benefits Law provides short-term leave for employees based on qualifying events, such as off-the-job injuries, illness, or
pregnancy. It offers up to 26 weeks of paid disability benefits in a 52-week period. PFL will be incorporated with New York's DBL provisions.
Unless your business is self-insured, employers must have both PFL and DBL benefits on the same insurance policy. Both will be mandatory
for employers when PFL begins on January 1, 2018.

Maternity benefits for bonding provide a maximum of 8-12 weeks. This is separate from the 6 or 8 weeks of DBL benefits.

Following delivery, the employee may take 6 weeks of DBL and 8 weeks of PFL. This can not be used at the same time.

Total of 26 weeks within a 52 week period in total for PFL and DBL.
As an employer what should I be doing in 2017 to prepare for New York Paid Family Leave?

Call your insurance broker to double check your insurance coverage. Will your current disability (DBL) carrier continue in the PFL / DBL market
in New York. If not, start arranging for replacement coverage. An insurance carrier will be required to leave the New York market place if they
don't agree to offer both DBL and (PFL) Paid Family Leave.
Contact Us Today About
New York Paid Family Leave
1-800-498-1819
When Is Paid Family Leave Not Payable?

Employee is not yet eligible for leave with their current employer
Employee is not employed or is on administrative leave
Employee is receiving NY State Disability benefits
Employee is receiving Total Disability work compensation benefits
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Employer FAQ
With more than 20 years of offering affordable group insurance
services to both large employers and small businesses
throughout New York, Connecticut, and New Jersey. We're an
independent insurance agency and therefore able to
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are driven by a total commitment to service.
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Long Term Care Insurance and Disability Insurance, as well as
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and Retirement Plans for your business.
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Will all of my employees be required to contribute to Paid Family Leave?

Yes. New York Paid Family Leave is not optional for most employees. The exception is if they are in a job that will not allow them to attain
the 26 continuous weeks or 175 days needed to qualify for Paid Family Leave. A good example is a seasonal worker.
Taxation information for New York Paid Family Leave benefits and premium.
1. Benefits paid to employees will be taxable non-wage income that should be included in federal gross income
2. Taxes will not automatically be withheld from benefits
3. Employees can request voluntary tax withholding
4. Benefits should be reported by the State Insurance Fund on IRS Form 1099-G and by all other payers on IRS Form 1099-MISC
5. The premiums will be post-tax, which means deducted from an employee's after-tax wages
6. Employers should report employee contributions on IRS Form W-2 (Box 14: State disability insurance taxes withheld)