I’ve been seeing a lot of discussions on Momally Astoria about the new New York State Paid Family Leave (NYSPFL) law that went into effect on January 1, 2018. Turns out that most people (myself included) don’t know much about it. Lucky for us, one of our Momallies, Dana Shurz is not most people!!
Dana is a new mom to an eight-month old girl, and also happens to be a full-time human resources professional specializing in benefits management at a major nonprofit in New York City. She and I will be doing a Facebook Live video chat on Sunday, June 10th at 8PM on Momally Astoria to talk with other moms and answer any questions you have, whether it’s about NYS PFL, the federal Family and Medical Leave Act (FMLA), and how to arrange reasonable accommodations under both. Before our chat, here are the most important things you need to know about New York State Paid Family Leave:
- Although it became effective in 2018, if you gave birth at any time in 2017, you may be entitled to benefits under this law.
- Like FMLA, NYS PFL guarantees job protection during the time that you are out on leave.
- If you are a full-time employee who works 20+ hours per week, you are eligible for NYSPFL after having completed 26 consecutive weeks of full-time employment.
- If you are a part-time employee working a regular schedule of LESS than 20 hours per week, you are eligible for NYS PFL after working for 175 days (these do NOT need to be consecutive for part-timers).
- NYS PFL is set to phase in over the next 4 years. During 2018, those who take NYSPFL can take up to 8 weeks of paid family leave time, 50% of their average weekly wage, capped at the New York State average weekly wage (approx. $600). This means that the maximum weekly NYSPFL benefit for 2018 is approx. $300.
- If you take NYS PFL and receive health insurance through your employer, you are entitled to keep your health insurance coverage but must still continue paying for your portion of the premium.
Can’t wait to see everyone on our Facebook Live chat on June 10th!