The DBL Center and ShelterPoint Life help clear up confusion about Paid Family Leave in New York

Are you ready for Paid Family Leave in New York? No doubt, employees are ready to enjoy more socially conscious, financially viable leave to care for newborn children, aging or sick loved ones, or adopted or foster children. But many employers still have questions and concerns about the policy. Here’s what DBL brokers should know in order to educate their customers.
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1. Employers can begin payroll deductions to pay for PFL premiums as early as July 1.
Just as individuals may begin saving money in advance of an important event, employers can begin making payroll deductions for PFL beginning this July. Because DBL and PFL premiums will be due annually on a concurrent basis, this timing can help business owners manage cash flow as they phase in this new benefit. “Collecting PFL premium from payroll early alleviates some of the upfront financial burden on the employer,” writes insurance carrier ShelterPoint Life in a blog post on the company’s PFL micro-site.

2. Employers should consider continuity of operations and contingency planning in anticipation of employees using PFL beginning January 2018.
Contingency planning is important for any organization, at any time. But new PFL regulations could make it more financially feasible for new fathers to take time off to be with their new babies, for mothers to take extended maternity leave, and for employees of any age to take time off to care for loved ones without the financial concerns they might have had in the past. To maintain company morale and efficient business operations, it’s important to have a plan in place to temporarily fill these positions.

3. Employers should understand how and when their employees can use Paid Family Leave.
Employers will want to consider how they manage Paid Family Leave and other Paid Time Off. It’s important to understand:

  • DBL and PFL cannot be paid concurrently, and DBL and PFL cannot be combined to extend past the 26-week maximum benefit for any 52-week period. HR departments should understand when an employee is eligible for DBL and when PFL is appropriate.
  • Employees who have accrued paid time off may combine those days with PFL to earn their full salary for a portion of the leave, or keep their vacation time and collect only PFL benefits.
  • Employers may require employees to use accrued vacation time instead of PFL benefits.

4. Not every insurance carrier will offer PFL coverage.

PFL coverage is a rider to DBL policies, and both benefits will be mandatory in the state of New York beginning January 2018. However, not all insurance carriers will elect to offer PFL coverage. If a carrier elects not to provide PFL coverage, they must exit the DBL market and notifiy the insurance regulators accordingly.

For brokers, this means some of your customers will have to move their DBL policies to a new carrier as early as July 1. At The DBL Center, we’re committed to helping our brokers move those policies to preferred carriers prepared to offer DBL policies with PFL riders.

5. For employers, choosing the right broker will be the key to a seamless transition.

The DBL insurance industry is expecting a shake-up. Brokers who choose The DBL Center will be prepared to weather the storm. And employers who choose our brokers will find the transition seamless, as The DBL Center provides our usual white-glove, white-label service and acts as a full-service, back office to write and issue DBL policies with PFL riders. The new PFL coverage has been years in the making, and The DBL Center is ready to help our brokers educate and serve their customers.

Have more questions? Consider attending our free seminar, held May 10, 2018, from 3 to 5 PM at The NYC Friars Club, 57 E 55th Street, NY, NY, sponsored by The DBL Center, ShelterPoint Life, and the New York Business Council. RSVP today at michael.cohen @dblcntr.com, as seating is limited. Refreshments will be served.