Employees fund this benefit and not employers. This is certainly a step in the right direction. Anyone who is pro-life has to be for this. It’s undoubtedly a positive for any of the life scenarios covered. I wish I would have been able to take more than a week after each of my daughters were born. Not only would the additional time have helped my wife tremendously, this time during infancy is a significant in the bond between parent and child. I applaud you, New York!
Employers fund this benefit, not employees.
Employees can contribute towards the premium, and employers may certainly withhold from the employees, but it is the employers responsibility to fund the premium.
I have 3 employees… If someone goes out on leave I will have to hire an untrained temp. After training them for 8-12 weeks, I’ll have to fire them (I don’t want or need more than 3 employees) and they will be eligible for unemployment. My unemployment rate% will go up and it will cost me a lot of money. $1/wk ($52/yr) is supposed to cover someone collecting $600/wk for 8-12 weeks? You can’t make this stuff up people… The money has to come from somewhere, and if you’re not at work producing or servicing something, you’re taking it from someone else who did.
I give each of my employees a $1000 christmas bonus if they show up on time, and don’t take more than 14 unpaid days off. I will probably just tell them anyone who takes leave longer than 21 days total forfeits their christmas bonus. I hope Cuomo get’s hit by a bus, but I’ve felt that way for years.
$1.65 is the maximum weekly contribution per employee, but this is not the rating factor that is used to calculate the annual PFL premium. There are variables that are factored in such as employee payroll and employee count. Premium for the PFL is more costly than a standard DBL. NY is always one of those states with ridiculous regulations that puts a lot of unnecessary burden on the employer.
Perhaps the new tax law will benefit and more will be able to afford the premium with more money in their pocket. By the way, NY leads the country in people moving to other areas for a reason.
If you hire a temp, you do not have to fire them. You just tell the agency the person is no longer needed. You are not responsible for paying the person unemployment if they do not work for you. In PA you must work for 6 months minimum to collect unemployment.
Wow Johnny,
If I was your employee, I’d tell you to go ahead and keep the $1,000 (less than $20/week). I’d rather have the time with my family and friends. Even if it’s just watching kids run through the sprinkler in the backyard, that time is precious. I’m glad my company understands the need for work/life balance. That grand doesn’t go as far as it used to. I’d rather you keep it than neglect experiences with those I love.
It all depends upon perspective. As a business owner, you of course want to keep your costs low and develop your company, but take a look at your personal checking account sometime.
How much do you make a year? Do you have a nice house? Do you worry about paying your bills? If not, then take the time to calculate your employee’s annual income. What’s their living situation?
Would it break your bank to care about someone else who may have not had your same advantages or fortune in life? Remember, these are not just random people, these are your people, YOUR employees. Turnover can be expensive too and having committed, happy employees might just make your company more successful.
No matter who you are, you should live by this Golden Rule: Treat other people how you would want to be treated.
As a small family-run staffing and recruiting agency we fill our clients staffing needs for both full-time and consulting work. Some of the lower end consultants are paid as W2’s. So if they take the PFL for 8 weeks and then want to return to work how are we supposed to guarentee their jobs? They are working for our client. Our client certainly will not pay us if they are not working and of course will replace them since they are under no obligation to keep them. So what job are they supposed to come back to? We won’t have a job for them and we certainly can’t pay them since we will not be paid from our client. This could potentially put many small business out of business!!
New York State requires this but does not honor it themselves. This covers Employees within New York State but not Employees of New York State. If you are employed by New York State within New York State and ‘protected’ by a Union (PEF/SEFA/CSEA/etc.) then you are not eligible unless your Union has specifically written this into the Contract (which has only been done for MC to date). This benefit has been in the works for some time, and these Unions should have been prepared to have their Contracts updated to include this. NYS does not automatically offer this to its Employees.
why can employers refuse to request reimbursement for wages that were paid in full by them to an employee using there own personal /vacation time.Thus then giving the personal/vacation time back to the employee
Employees fund this benefit and not employers. This is certainly a step in the right direction. Anyone who is pro-life has to be for this. It’s undoubtedly a positive for any of the life scenarios covered. I wish I would have been able to take more than a week after each of my daughters were born. Not only would the additional time have helped my wife tremendously, this time during infancy is a significant in the bond between parent and child. I applaud you, New York!
There seems to be misinformation on this page.
Employers fund this benefit, not employees.
Employees can contribute towards the premium, and employers may certainly withhold from the employees, but it is the employers responsibility to fund the premium.
I have 3 employees… If someone goes out on leave I will have to hire an untrained temp. After training them for 8-12 weeks, I’ll have to fire them (I don’t want or need more than 3 employees) and they will be eligible for unemployment. My unemployment rate% will go up and it will cost me a lot of money. $1/wk ($52/yr) is supposed to cover someone collecting $600/wk for 8-12 weeks? You can’t make this stuff up people… The money has to come from somewhere, and if you’re not at work producing or servicing something, you’re taking it from someone else who did.
I give each of my employees a $1000 christmas bonus if they show up on time, and don’t take more than 14 unpaid days off. I will probably just tell them anyone who takes leave longer than 21 days total forfeits their christmas bonus. I hope Cuomo get’s hit by a bus, but I’ve felt that way for years.
Johnny,
$1.65 is the maximum weekly contribution per employee, but this is not the rating factor that is used to calculate the annual PFL premium. There are variables that are factored in such as employee payroll and employee count. Premium for the PFL is more costly than a standard DBL. NY is always one of those states with ridiculous regulations that puts a lot of unnecessary burden on the employer.
Perhaps the new tax law will benefit and more will be able to afford the premium with more money in their pocket. By the way, NY leads the country in people moving to other areas for a reason.
nasty facts!
If you hire a temp, you do not have to fire them. You just tell the agency the person is no longer needed. You are not responsible for paying the person unemployment if they do not work for you. In PA you must work for 6 months minimum to collect unemployment.
Wow Johnny,
If I was your employee, I’d tell you to go ahead and keep the $1,000 (less than $20/week). I’d rather have the time with my family and friends. Even if it’s just watching kids run through the sprinkler in the backyard, that time is precious. I’m glad my company understands the need for work/life balance. That grand doesn’t go as far as it used to. I’d rather you keep it than neglect experiences with those I love.
This could likely be considered retaliation.
It all depends upon perspective. As a business owner, you of course want to keep your costs low and develop your company, but take a look at your personal checking account sometime.
How much do you make a year? Do you have a nice house? Do you worry about paying your bills? If not, then take the time to calculate your employee’s annual income. What’s their living situation?
Would it break your bank to care about someone else who may have not had your same advantages or fortune in life? Remember, these are not just random people, these are your people, YOUR employees. Turnover can be expensive too and having committed, happy employees might just make your company more successful.
No matter who you are, you should live by this Golden Rule: Treat other people how you would want to be treated.
As a small family-run staffing and recruiting agency we fill our clients staffing needs for both full-time and consulting work. Some of the lower end consultants are paid as W2’s. So if they take the PFL for 8 weeks and then want to return to work how are we supposed to guarentee their jobs? They are working for our client. Our client certainly will not pay us if they are not working and of course will replace them since they are under no obligation to keep them. So what job are they supposed to come back to? We won’t have a job for them and we certainly can’t pay them since we will not be paid from our client. This could potentially put many small business out of business!!
New York State requires this but does not honor it themselves. This covers Employees within New York State but not Employees of New York State. If you are employed by New York State within New York State and ‘protected’ by a Union (PEF/SEFA/CSEA/etc.) then you are not eligible unless your Union has specifically written this into the Contract (which has only been done for MC to date). This benefit has been in the works for some time, and these Unions should have been prepared to have their Contracts updated to include this. NYS does not automatically offer this to its Employees.
Where are employers supposed to hold the funds withheld from their employees checks? Or, is it remitted to a New York agency? If so, which one?
why can employers refuse to request reimbursement for wages that were paid in full by them to an employee using there own personal /vacation time.Thus then giving the personal/vacation time back to the employee