Human Capital Management Blog

Applying yesterday’s health plan strategy to today’s market can produce some rotten emotions around renewal season. If you find yourself or your staff murmuring one or more of the following, you might be ripe for considering a new health plan strategy.

Given the release of the final regulations for NY Paid Family Leave (PFL), and the optional deduction period starting on July 1, 2017, there’s been an uptick in chatter about the new benefit. New regulations mean new policies, admin responsibilities, and reporting requirements…and new stress. The number one question from employers: “What do I have to do?” In talking with various legal counsel and reading up on the regulations, the honest answer at present is, “We don’t fully know.” However, there appear to be a few concrete responsibilities that are falling on employers, especially those with self-insured disability insurance. Here’s what we’re finding so far.

At the Capital Region Human Resource Associations 2017 One-Day Conference, nationally recognized labor attorney, John Bagyi, Esq., provided a brief overview of the draft NY Paid Family Leave regulations released last February, and discussed how the regulation will interact with FMLA. Always amazes me how Mr. Bagyi can take the dryest of regulatory topics, pepper them with story, and make them sticky for the audience.  In this brief blog, I've pulled some tables and notes from his March 23rd presentation for readers to have a quick-fact sheet on what to expect for NY Paid Family Leave come next January. Of note, the NY Workers' Compensation Board will be receiving comments on the draft regulation through April 7, 2017. Final regualtions are anticipated this June, as participating insurance companies will need ample time to finalize new products to bring to market. 

Considering a new payroll provider? Here are our top 10 reasons why employers are biting the bullet and shifting payroll companies. 1. Service is terrible