1. Presented By: Stephen DuFlo Guardian Life Insurance Company of America 5788 Widewaters Pkwy Dewitt NY, 13214
GUARDIAN and the GUARDIAN Logo are registered service marks of The Guardian Life Insurance Company of America and are used with express permission. Guardian’s Group Long Term Disability Insurance is underwritten and issued by The Guardian Life Insurance Company of America, New York, NY. Products are not available in all states. Policy limitations and exclusions apply. Optional riders and/or features may incur additional costs. This policy provides disability income insurance only. It does NOT provide basic hospital, basic medical or major medical insurance as defined by the New York State Department of Financial Services. Plan documents are the final arbiter of coverage. Policy Form #GP-1-LTD07-1.0, et al. Guardian’s Group Short Term Disability Insurance is underwritten and issued by The Guardian Life Insurance Company of America, New York, NY. Products are not available in all states. Policy limitations and exclusions apply. Optional riders and/or features may incur additional costs. This policy provides disability income insurance only. It does NOT provide basic hospital, basic medical or major medical insurance as defined by the New York State Department of Financial Services. Plan documents are the final arbiter of coverage. Policy Form #GP-1-STD07-1.0, et al. File # Exp. 6/17

2. The Need for Paid Family Leave
Most working Americans have no paid leave benefits …
… but large gaps exist by income level

3. State Paid Family Leave Programs
Washington DC
EFFECTIVE 2020
Also Pending … Connecticut and Maryland
Source: Kinloch Consulting Group, May 2017

4. NY Paid Family Leave (NYPFL) Effective 1/1/2018
The longest and most comprehensive paid family leave program in the nation*
Phased benefits in 2018 will be capped at 67% of the statewide** average weekly wage by 2021
*Source:
**The New York State Department of Labor's Research and Statistics Division has computed the New York State Average Weekly Wage (NYSAWW) for calendar year 2016 to be $1,

5. Reasons for Leave Under NYPFL
Serious Health Condition
Includes a child, parent, parent-in-law, grandparent, grandchild, spouse or domestic partner
Parent-Child Bonding
Includes employee’s newborn or newly placed or pre- placement for adoptive or foster child
Military Duty
Includes any qualifying exigency related to a spouse, domestic partner, child or parent on active military duty.
Reason for leave under NYPFL include:
Care for a family member with a serious health condition (including a child, parent, parent-in-law, grandparent, grandchild, spouse or domestic partner)
A serious health condition is an illness, injury, impairment, or physical or mental condition that involves: inpatient care in a hospital, hospice, or residential health care facility; or continuing treatment or continuing supervision by a health care provider.
Bond with the employee’s newborn or newly placed adoptive or foster child during the first 12 months following birth or placement
Pre-Adoption activity is covered
Address any qualifying exigency relating to a spouse, domestic partner, child or parent who is serving on active military duty.

6. NYPFL & Maternity/Paternity
Births/Adoptions/Foster Placement
Occurrences in 2017 are eligible for NYPFL in 2018, if within one-year of birth or placement.
Maternity
PFL does not cover pre-birth activity, so a mother can begin her leave on DBL and transition to NYPFL after her baby is born. DBL and PFL benefits cannot overlap.
Short-Term Disability
Employers with additional STD policies should consider reviewing how NYPFL benefits impact maternity disability. .

7. NYPFL – Employee Eligibility
Employee Works 20+ Hours a Week
Work at least 26 consecutive weeks preceding first full day leave begins
Employee Works Less than 20 Hours a Week
Eligible after 175 workdays preceding first full day leave begins
Sole Proprietors
Eligible for voluntary coverage for themselves
Must obtain coverage effective January 1, 2018, or within 26 weeks of forming sole proprietorship, to avoid a two-year waiting period for NYPFL.

8. NYPFL – Employee Eligibility (Cont’d)
Most full-time or part-time, private employees in New York State will be eligible for NYPFL
Employee Participation is Not Optional
Public employers may opt into the program; however, public employees represented by a union may be covered if NYPFL is collectively bargained.
Waiver of Family Leave
May be allowed if an employee will not meet eligibility in a 52-week period

9. NYPFL – Employee Eligibility (Cont’d)
Who is not eligible for Paid Family Leave?
Following are not considered a “covered employee” in NYS
Already receive total disability or workers compensation
On administrative leave or work for an exempt employer
Excluded under NY DBL, Article 9 

10. NYPFL - Funding
NY’s Department of Financial Services (DFS) set NYPFL rates released on 6/1/17
Employee contributions for 2018
Rates are based on an employee’s salary
Weekly contribution rate for 2018 is 0.126% of an employee’s weekly wage*
Maximum contribution is $85.56 annually, based on the average weekly wage, regardless of gender, age or other factors.
*Capped at NY state is determined every July 1 (estimate is $1, ($67, annual salary)

11. NYPFL – Payroll Deduction
Employers may begin payroll deductions July 1, 2017
NYPFL is funded through payroll deduction
A maximum rate for individual employee contributions will be established each year.
Employers may elect to fund the program
Employee contributions begin as of the first date of hire – even if the employee is not eligible for benefits
Employers may begin payroll deductions July 1, 2017
NYPFL is funded through employee payroll deduction
A maximum rate for individual employee contributions will be established each year.
Employers may elect to fund program
Employee contributions begin as of the first date of hire – even if the employee is not eligible for benefits
Employee Contributions for 2018
New York’s Department of Financial Services (DFS) developed the rate and rate structure.
Rate is based on an employee’s salary:
Weekly contribution rate for 2018 is 0.126% of an employee’s weekly wage (capped at New York State’s average weekly wage, estimated to be $1,305.92*).
Based on the average weekly wage, maximum contribution is $1.65 per week/per employee, regardless of gender, age, or other factors.
*NY Department of Labor releases the updated statewide average weekly wage every July 1.

12. NYPFL & NYDBL Benefits
Benefits are limited to a total of 26 weeks in a 52-week period for both NYDBL and NYPFL
Entitlement to NYPFL and NYDBL benefits are dependent on each other; therefore, tracking of time taken for each is critical to minimize overpayment.
Unlike NYDBL, intermittent NYPFL is allowed in full-day increments

13. NYPFL & Group Health Insurance
Continuation of Health Coverage
If provided by the employer, group health insurance benefits continue under NYPFL as long as the employee continues making premium payments.
Changes to Group Health Benefits While on Leave
An employee on NYPFL is entitled to any new group health plans benefits that become available while he/she is on leave.
Suspension of Health Benefits While on Leave
An employee may choose to waive group health coverage while on NYPFL, but is entitled to be reinstated to the plan upon return to work.
Continuation of Health Coverage
An employee provided with group health insurance is entitled to the continuation of that coverage during NYPFL, with no change in the terms of coverage. The employee must continue making regular contributions toward the health insurance premiums.
Changes to Group Health Benefits While on Leave
If an employer provides a new health insurance plan or changes health plans/benefits while an employee is on NYPFL, the employee is entitled to the new or changed plan or benefits.
Suspension of Health Benefits While on Leave
If an employee chooses not to retain health plan coverage during paid family leave, upon the employee's return from paid family leave, the employee shall be reinstated into the health plan on the same terms the employee had prior to taking leave.

14. FMLA & NYPFL – Key Differences
Employer Size
50 or more employee
1 or more employees
Work Requirements
(at Same Employer)
12 months
1,250 hours in 12 months from date of leave
Within 75 mils of site with 50+ employees
Full-time: 6 consecutive months
Part-time: 175 days
Coverage for Employee’s Own Serious Health Condition
Covered (including maternity)
Not covered (exceptions for maternity)
Grandchildren, Grandparents, Domestic Partners
Not covered
Covered
Intermittent Leave
One hour increments
Must be taken in full-day increments
Pay/Job Protection
Unpaid, protected
Paid, protected
Key Employee Coverage
Limited job restoration
No key employee provision
Injured Military Service Member
Next of kin provision
No next of kin provision
Spouses Working for Same Employer
Combined 12 weeks for child/parent care
26 weeks for military caregiver leave
Leave must be taken at different times for same care recipient
Use of Paid Time Off
Employer may require employee to use PTO for paid leave vs. unpaid leave
Employer cannot require employee to use PTO; the employee has the option
FMLA
NYPFL
Employer size: 50 or more employees
Employee must have worked 12 months and 1250 hours in the past 12 months from the date of leave also work at a worksite with 50 or more employee within a 75 mile radius.
Covers Employee Own Serious Health Condition including Maternity.
FMLA does not cover grandparents, grandchildren, domestic partners or parent-in-law. (Absent in-loco parentis relationships for grandchild and grand parent).
Unpaid, Job-protected leave.
Intermittent Leave can be taken in 1 hour increments.
Key-Employee rule – limited job restoration.
Military Injured Service Member – Next of Kin allowed.
Spouses who work for the same employer could be limited to a combined 12 weeks to bond with a child or care for a parent as well as the 26 weeks for military caregiver leave.
Employer could require and employee to use accrued and unused PTO to substitute unpaid leave for paid leave.
Employer size: at least 1 employee
Employee must have worked for the employer for 26 consecutive weeks (6 months) or 175 days for PT.
Cannot be used for the employees Own Serious Health Condition, (exceptions to Maternity as described previously).
Covers domestic partners, Parent-in-law, grandparent and grandchild.
Paid, Job-protected leave.
Intermittent Leave must be taken in full day increments.
There is currently no similar provision for Key-Employees.
There is currently no language comparable for Next of Kin care for an ill family member under PFL.
Spouses who work for the same employer cannot take paid family leave at the same time for the same care recipient. However they may potentially take leave at different times for the same care recipient for their full leave benefit.
Employer cannot require an employee to use accrued and unused PTO instead of paid family leave. The employee has the option. 14