Division Of Temporary Disability And Family Leave Insurance

Effective March 25 2020 January 6 2021

Employee Eligibility

Normal eligibility rules for RI Temporary Disability Insurance and Temporary Caregiver Insurance

Waiting Period

7-day minimum amount of time that claimants must be out of work to qualify for TDI/TCI benefits for COVID- 19 related claims is waived.

Qualifying Leave/Benefits Reason

• TDI: Employee diagnosed with COVID-19, or advised to quarantine due to a potential exposure
• TCI: Employee needs to care for family member who has been diagnosed with COVID-19 or ordered to quarantine due to potential exposure.

Documentation Required

Employees under quarantine who are filing a claim do not need a medical certification but can temporarily qualify via self-attestation that they are under quarantine due to COVID-19

Benefit Amount

4.62% of the wages earned during the highest quarter of the base year, minimum weekly benefit of $107, Maximum weekly benefit of $887.

Job Protection

What Human Resources And Employers Need To Know

NJ Temporary Disability Insurance provides benefits to New Jersey employees who are unable to work due to a physical or mental health condition or other disability not related to their job, including recovery from pregnancy/childbirth and COVID-19.

NJ Family License Insurance provides benefits to New Jersey employees who are unable to work because they need to bond with a new child, care for a family member who has a physical or mental illness at myleavebenefits.nj.gov), or to address certain issues related to domestic or sexual violence.

The Role of the Employer

Disclosure of Claims Information

We can only provide claim information to the employee, unless you are listed as a representative on the request for reimbursement. We contact employers to request information on an as-needed basis by submitting forms.

Information we may request from an employer may include:

• Federal Employer Identification Numbers.
• Paid time off, vacation or sick leave used.
• The intermittent days that the employee has worked.
• The employee’s last work date.
• Confirmation of valid wages.
• Wages paid to your employee during their period of disability or family leave.

The application

It is the worker’s responsibility to complete Parts A and B of the application, and Parts C and D, if applicable, for family leave insurance. We encourage the employer to help the employee through the process, but it is the employee’s responsibility to submit a complete application.

Can you charge our company/organization?

Disability And Paid Family Leave Benefit Plans

Employers may provide New York State Disability and Paid Family Leave benefits to their eligible employees under a Board approved Plan. All Plans must be accepted by the Board and will need to adhere to the statutory requirements of the New York State Disability and Paid Family Leave Law . Once a Plan has been accepted by the Board, the employer must provide administration of these benefits from a licensed NYS insurance carrier, or by obtaining the Boards approval to administer benefits as a Self-Insured employer.

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A Comprehensive Plan For You And Your Members

From helping you create your plan to providing ongoing support with benchmarking, pension funding and morewell be there to help every step of the way.

Here’s how we do it:

Contributions Began July 1 2019 Benefits Began July 1 2020

Department: DC Office of Paid Family Leave

All private sector DC employers with one or more employees

Covered Employees & Eligibility

Full or part-time employee who works for a Covered Employer and:

• Spends more than 50% of the employees work time for that employer working in DC or
• Is based in DC and regularly spends a substantial amount of work time for that employer in DC and not more than 50% of work time for that employer in another jurisdiction

And:

• Has been a covered employee during some or all of the 52 calendar weeks immediately preceding the qualifying event for which paid leave is needed

Qualifying Leave/Benefits Reasons

• Family Leave – Caring for a family member who requires care or companionship because of a serious health condition
• Family member is defined as:
• Parental Leave – Bonding with a newborn or newly placed child through adoption, foster care, or legally assumed parental responsibility for a child
• Parental leave must be completed within one year of the birth or placement
• Medical Leave – Leave needed due to the employee’s own serious health condition
• Pre-natal Leave – Leave for routine and specialty appointments, exams and treatments associated with a pregnancy provided by a health care provider

Waiting Period

No waiting period for claims “filed after October 1, 2021, and before the 365th day after the end of the public health emergency”

Relapse Period

None

Increments of Leave Usage/Benefits

• Intermittent in full day increments

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Effective 4/13/20 Through The Duration Of The State Of Emergency Initially Proclaimed In Proclamation 20

Employee Eligibility

All employees

Waiting Period

None

Qualifying Leave/Benefits Reason

• Proclamation 20-46, as extended by 20.46.2, requires employers to provide all applicable accommodations to high risk employees to mitigate their risk to exposure, including telework
• If no accommodation is available, employer must allow employee to use their accrued leave options free from risk of adverse employment action
• If employee exhausts leave, must be allowed unpaid leave
• Employer must maintain employees health benefits throughout leave, paid or unpaid

Documentation Required

Your Fein Is Important

Each business that is a legal entity has its own, unique Federal Employer Identification Number assigned to it. The FEIN is the Board’s primary identification for that business.

Employers must notify their insurance carrier of FEIN when

• Obtaining or modifying disability and Paid Family Leave benefits coverage.
• Changing their legal entity type.
• Adding new legal entities to their business operations.

When an employer obtains an insurance policy, it is the insurer’s responsibility to electronically notify the Board of that coverage using the employer’s FEIN.

If the FEIN on your notice is the correct legal FEIN , contact your insurance carrier and request they submit the correct FEIN to the Board.

If the FEIN on the policy is the correct legal FEIN , send a copy of your CP575 issued by the Internal revenue Service to the New York State Department of Labor, Registration Section, State Office Campus, Building 12, Albany, NY 12240 or fax it to 485-8010.

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Division Of Temporary Disability And Family Leave Insurance

NJ Paid Family Leave is here for all families

You can claim Family Leave benefits while caring for a loved one’s physical or mental health.

Disability During Unemployment Benefits

Applying for Temporary Disability benefits but haven’t worked recently and/or are collecting Unemployment benefits?

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Family Leave During Unemployment

Need to bond with a new addition to your family or care for a loved one, but you haven’t worked recently?

Adoptive Parents Can Get Benefits, Too

You can claim Family Leave benefits while bonding with a newly adopted child.

• Healthcare Provider

You may be eligible for Temporary Disability Insurance benefits if your physical or mental illness or injury prevents you from working and was not caused by your work, or if you are at high risk for COVID-19 due to underlying health conditions.

You may apply for Family Leave Insurance benefits if you are bonding with a newborn, newly adopted, or newly placed foster child. You may also apply if you are caring for a loved one with a serious physical or mental health condition, including COVID-19, or to handle certain matters related to domestic or sexual violence.

Expectant mothers may qualify for both Temporary Disability and Family Leave Insurance benefits. Find out how the two programs work together for Maternity Leave Coverage.

Effective September 1 2019

Covers all employees and all employers, public and private

Waiting Period

None

Qualifying Leave/Benefits Reasons

Available when employee is unable to work because, in connection with an extreme public health emergency, the employee is:

• Under individual public health investigation, supervision or treatment
• Acting in accordance with an order
• In quarantine or isolation
• Directed by employer due to concern that employee may expose other workers or
• Needed to provide care or assistance to the employee’s spouse, domestic partner, parent, child or legal ward

Documentation Required

Upon the employees return to work, the employer can require the employee to provide written documentation from a physician or public health official supporting the employees leave

Benefit Amount

Duration

Leave must be granted for the duration of the public health emergency and for a reasonable and necessary time period following the end of the emergency

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How Much Can I Get In Short

Your weekly benefit rate is calculated by dividing your “base year” earnings by the number of “base weeks” . Your WBR is 85% of this average. For 2022, the most you can get is $993 per week, and part of the payment is taxable. Here’s an example:

You filed a claim for disability on June 15, 2022. Your TDI claims examiner will review your wages for the last five completed quarters. Your earnings history is as follows:

• During Quarter 5 , you earned $1000 per week.
• During Quarter 4 , you earned $800 per week.
• During Quarter 3 , you earned $600 per week.
• During Quarter 2 , you earned $750 per week.
• During Quarter 1 , you earned $500 per week.

Quarters 1-4 are the base year that will be used to calculate your benefits. The total amount you earned during the base year is $34,450. The TDI claims examiner will divide your base year earnings by the number of base weeks you worked . Your average weekly wage for that period was $662. Taking 85% of your average weekly wage will give you your benefit amount of $562.

You can get benefits for up to 26 weeks. This means that even if your injury or illness lasts more than 26 weeks, your benefits will stop. However, if you suffer a newdisabling medical condition and apply for TDI, the 26 weeks will start again.

Effective 03/11/2020 April 21 2021 Or The End Of Declared Emergency Whichever Occurs First

Employee Eligibility

Employee who has worked for 30 days for a DC employer of any size

Waiting Period

None

Qualifying Leave/Benefits Reasons

• Recommendation from health care provider that employee isolate or quarantine, including because the employee or a household member is at high risk for serious illness from COVID-19
• Need to care for a family or household member who is under government or health care provider order to quarantine or isolate
• Need to care for a child whose school or place of care is closed or whose childcare provider is unavailable to the employee

Documentation

Employer may require reasonable certification of the need for leave as follows:

• A written, dated statement from a health care provider stating that the employee has such need and the probable duration of the need for leave.
• If the leave is for care of an employee’s family member or individual with whom the employee shares a household, a written, dated statement from a health care provider stating that the individual has such need and the probable duration of the condition.
• If the leave is needed because a school, place of care or childcare provider is unavailable, a statement by the head of the agency, company or childcare provider stating such closure or unavailability, which may include a printed statement obtained from the institution’s website.

Benefit Amount

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Department Of Temporary Disability And Family Vacation Insurance

Any New Jersey worker who pays into the state’s Family Vacation Insurance plan or an approved private plan may be eligible. Check your payslips or ask your employer if you are unsure if you are covered.

If you work in New Jersey, you may be eligible for benefits regardless of where you live.

You don’t have to take your family vacation days all at once. You can take advantage of family vacation insurance benefits on a continuous period or on a daily basis to suit your needs. However, how you apply for your leave will determine the length of leave you are entitled to.

Continuous Holiday: You may receive benefits for up to 12 weeks in any 12 month period if the benefits are claimed for a continuous period of unpaid holiday.

Yes. You can take family vacations for the time you need. That’s 12 weeksmaximalLength of vacation that you can claim provided there are no gaps or working days in your entitlement.

Yes, as long as those of your loved onesMedical Service Providerscertifies your need for care.

In Force Through Family Leave Insurance

New Jersey offers paid leave through two programs:

• Temporary Disability insurance for medical leaves
• Family Leave insurance for family leaves

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Taxation Of Std Benefits

Internal Revenue Code Section 105 indicates that STD benefits, as sick pay, are to be included in the gross income of employees if the employer pays part or all of the premium for the STD coverage. In these situations, the STD disability benefits received by the employee are subject to federal taxation. The State of Colorado pays the entire STD insurance premium which means that the STD benefits received are 100% taxable to the employee.

Effective January 1 2017

Program oversight and enforcement: San Francisco Office of Labor Standards Enforcement Benefits are administered and paid by employer or through a CA PFL voluntary plan administrator

Covered Employer

Employers with 20 or more employees worldwide

Covered Employees & Eligibility

Employee must meet all of the following eligibility requirements:

• Started employment with the Covered Employer at least 180 days prior to start of leave period
• Performs at least 8 hours of work per week in San Francisco for Covered Employer
• Works in San Francisco for at least 40% of the weekly hours for Covered Employer and
• Eligible to receive benefits under the CA Paid Family Leave law for purposes of bonding with new child

Beginning January 1, 2020, all workers, including those classified by a company as independent contractors, will be considered employees and entitled to coverage unless the employer can prove otherwise. See AB 5, Worker v. Employee

Qualifying Leave/Benefits Reasons

• To bond with a new child through birth or adoption or foster care placement of a minor child, within one year after the child’s birth or placement
• Employee must apply for CA PFL and provide proof of CA PFL benefits amounts

Note: SF PPLO is not available for leave reasons other than bonding covered by the California PFL law

Waiting Period

Supplemental Compensation under the SF PPLO is paid directly by the employer no employee contribution is required

8 weeks

Increments of Leave Usage/Benefits

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Delaware Family And Medical Leave Insurance Program

Contributions start January 1, 2025

Benefits start January 1, 2026

Delaware has enacted a paid family and medical leave insurance program that is currently in the process of development. When in effect, the program will provide paid leave benefits for an employees own serious health condition, family leave benefits to care for a new child or a family member with a serious health condition, and military qualifying exigencies. While benefits appear to be paid out of a state Family and Medical Leave Insurance Fund by the state, the burden of taking and adjudicating claims appears to lie with the employers. The information below is based only on the statute at this time, as regulations have not yet been adopted. Watch this site for updates as more information becomes available.

Statute: Delaware Senate Bill 1 Title 19 of the Delaware Code, Chapter 37

Regulations: None yet to be adopted by Department of Labor

State website: None yet