DOCSLIB.ORG

Paid Family Leave {Agent / Broker Highlights}

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Paid Family Leave {Agent / Broker Highlights} OUR TECHNOLOGY IS YOUR FUTURE New York State PAID FAMILY LEAVE {AGENT / BROKER HIGHLIGHTS} PFL EFFECTIVE DATE 01/01/18 PFL BENEFITS DATE 01/01/18 CARRIER STATUS DATE 07/01/17 HIGHLIGHTS UPDATE 06/09/17 POWERED BY NY STATE DISABILITY & PAID FAMILY LEAVE SERVICES NY-PFL BULLETIN 06/09/17 516.482.2696 / www.LiDAC.com New York State Paid Family Leave {AGENT / BROKER HIGHLIGHTS} TABLE OF CONTENTS SERIES DESCRIPTION PAGE I Introduction 1 II Conditions for Paid Family Leave 2 III Eligibility 3 IV Schedule of Benefits 4 V Rates & Contributions 5 VI Employ-ER Considerations 7 VII Employ-EE Considerations 12 VIII Agent / Broker Value Proposition 16 IX Insurance Providers / Carriers Services 17 X General Administration & Service (Coming Soon) TBD IMPORTANT The following information is provided for illustrative purposes only highlighting some of the criteria as may be applicable to the Paid Family Leave Law, effective January 1st. 2018. LiDAC and its representatives make no representations as to the complete applicable benefits, durations, rates, terms and conditions as may be required under the NY Paid Family Law, which remains subject to New York State review, approval and release on behalf of eligible covered employers and / or insurance companies / providers, who are subject to the NYPFL law. For additional information and / or assistance on The New York Paid Family Leave and / or The NY Statutory DBL, please contact a LiDAC representative @ 516-482-2696 or [email protected]. POWERED BY NY STATE DISABILITY & PAID FAMILY LEAVE SERVICES NY-PFL BULLETIN 06/09/17 516.482.2696 / www.LiDAC.com New York State Paid Family Leave {AGENT / BROKER HIGHLIGHTS} INTRODUCTION SERIES I Governor Cuomo signed into law a significant addition to the New York Statutory Disability (DBL) Law offering a comprehensive Paid Family Leave policy for eligible employees working for a covered employer in the State of New York. Effective January 1st 2018, eligible employees will have the ability to take time in providing for the necessary care for their eligible family members, while ensuring a level of economic security. LiDAC.com provides licensed Brokers and Agents immediate access to The NY DBL & PFL Exchange. Using your Online Portal select from a host of preferred insurance carriers & vendors to obtain proposals, bind coverage and generate your clients’ New York-DBL and PFL policy, Forms and Admin kit all online in minutes. (Register Now or call 516-482-2696) WHAT IS PAID FAMILY LEAVE? Starting January 1, 2018, the New York State Paid Family Leave Program will provide New York State employees job-protected, paid leave to bond with a new child, care for an eligible family member with a serious health condition or to assist family members when someone is called to active military service. New York State Paid Family Leave will be released in phases over the next four (4) years. Employees will be eligible for paid time off to care for a new child or sick family member. New York State has adopted the richest Paid Family Leave in the United States effective, January 1st 2018. FAMILY MEDICAL LEAVE ACT (FMLA) VS. NY PAID FAMILY LEAVE (PFL) Family Medical Leave Act (FMLA), provides for unpaid family leave, while offering job security during a period of an approved eligible employee family medically related leave. • FMLA offers up to 12 weeks of unpaid time off for families to welcome a new child or care for ill family members. • FMLA affects all employees at businesses larger than 50 employees within a 75-mile radius. • FMLA does not provide a monetary benefit whereas PFL does. Alternatively, Paid Family Leave (PFL) covers all eligible employees of businesses in the State of New York with more than one employee. • PFL will provide a portion of an employee’s Average Weekly Wage (AWW) during the time of their leave for up to 12 weeks, once the entire plan is fully implemented in 2021. POWERED BY NY STATE DISABILITY & PAID FAMILY LEAVE SERVICES NY-PFL BULLETIN 06/09/17 1 516.482.2696 / www.LiDAC.com New York State Paid Family Leave {AGENT / BROKER HIGHLIGHTS} CONDITIONS FOR PAID FAMILY LEAVE SERIES II Under Paid Family Leave (PFL), employees may be eligible to participate in providing care for such conditions as may be related to physical or psychological care for a family member. In addition, bonding with the employee’s child during the first twelve months following the child’s birth, or the first 12 months after the placement of a child for adoption or foster care or for a qualified military service as defined by the FMLA. PATERNITY AND CARE OF A MILITARY SERVICE MATERNITY LEAVE FAMILY MEMBER Eligible Employees may be covered Individuals who may be expecting a Under the new PFL law, covered to provide care and assistance to child and / or fostering or adopting individuals may be eligible to take family members under the military a child, may be able to take time for the necessary time to provide provisions in the federal Family care of their child, while being eligible care for a loved one with a serious Medical Leave Act. to receive up to 8 weeks of Paid Family health condition. Family members Leave in 2018. may include a child, parent, parent- in-law, grandchild, grandparent, spouse, or domestic partner. NEW YORK STATE DISABILITY & PAID FAMILY LEAVE Employees in the State of New York may be eligible for Statutory Short-term Disability Insurance (DBL) which provides short-term coverage for employees based on qualifying events, like off-the-job injuries, illness, or pregnancy, and offers up to 26 weeks of paid disability benefits in a consecutive 52 week period. Paid Family Leave (PFL) has been incorporated into the New York State Disability Benefits Law (DBL) provisions, effective January 1st 2018 and may be subject, but not limited to the following: • PFL will be included under an employer’s New York State DBL policy. • DBL and PFL benefits cannot be collected at the same time. • NY DBL and NY PFL combined duration may not exceed a maximum period of 26-weeks during any 52 consecutive calendar weeks. POWERED BY NY STATE DISABILITY & PAID FAMILY LEAVE SERVICES NY-PFL BULLETIN 06/09/17 2 516.482.2696 / www.LiDAC.com New York State Paid Family Leave {AGENT / BROKER HIGHLIGHTS} ELIGIBILITY SERIES III LiDAC.com WHO IS ELIGIBLE? Representatives are Effective January 1, 2018, employees in the State of New York may be eligible, prepared to assist you if they meet certain criteria: and your clients in • Employees who work for private sector employers with at least 1 employee (not counting the owner). reviewing the details for • Employers in the public-sector that may choose to participate through collective bargaining. implementation of your • Full-time employees regularly scheduled to work 20 or more hours per week for at least New York State Paid 26 consecutive work weeks preceding the first full day when family leave begins. Family Leave Program. • Part-time employees regularly scheduled to work less than 20 hours per week will become CALL NOW! eligible to take family leave after 175 days of scheduled employment. 516-482-2696 or [email protected] Any eligible individual that has a qualifying leave event (birth, adoption, foster care, care of family member during a military leave or qualifying medical issue) commencing with date on or after January 1st, 2018, as well as births and adoptions within the last 12 months — even those in 2017. WHO IS NOT ELIGIBLE? Employees may not be eligible for coverage under the New York State PFL due to one or more of the following criteria: • Any employee already receiving total disability (the coverage an injured worker may receive during his or her recovery) benefits. • Employees on administrative leave. • Employees who work for an exempt employer. • Employees who are excluded from coverage under Article 9 of the Disability Benefits Law (DBL) and the Paid Family Leave Benefits Law (PFL). HOW MUCH DOES IT PAY? • January 1, 2018; up to 8 weeks of paid leave of the employee’s average weekly wage capped at a maximum of 50% of NYS Average Weekly Wage (average weekly wage in 2016 was $1,305.92). • January 1, 2019; up to 10 weeks of paid leave of the employee’s average weekly wage capped at a maximum of 55% of NYS Average Weekly Wage. • January 1, 2020; up to 10 weeks of paid leave of the employee’s average weekly wage capped at a maximum of 60% of NYS Average Weekly Wage. • January 1, 2021; and thereafter; up to 12 weeks of paid leave of the employee’s average weekly wage capped at a maximum of 67% of NYS Average Weekly Wage. POWERED BY NY STATE DISABILITY & PAID FAMILY LEAVE SERVICES NY-PFL BULLETIN 06/09/17 3 516.482.2696 / www.LiDAC.com New York State Paid Family Leave {AGENT / BROKER HIGHLIGHTS} SCHEDULE OF BENEFITS SERIES IV NEW YORK PAID FAMILY LEAVE SUMMARY OF BENEFITS CALENDAR WEEKS AVAILABLE MAX % OF MAXIMUM (AWW) NYS YEAR BENEFIT PERIOD EMPLOYEE SALARY WEEKLY BENEFIT (EST *) AWW (EST *) 01/01/18 8 50% $653 $1,305.92 01/01/19 10 55% $718* $1,305.92* 01/01/20 10 60% $784* $1,305.92* 01/01/21 12 67% $874* $1,305.92* * Pending AWW Changes WORKERS’ COMPENSATION LAW § 2(16) The maximum Paid Family Leave benefit is subject to a percent of the employee salary to a maximum of the NYS Average Weekly Wage (NYSAWW). The 2016 AWW used for this calculation is $1,305.92. The AWW is updated annually on / or about March 31st for review.
Load more

Recommended publications
  • Kelly Gates, Sr V. Utah Labor Commission and George M
    Brigham Young University Law School BYU Law Digital Commons Utah Court of Appeals Briefs 2001 Kelly Gates, Sr v. Utah Labor Commission and George M. Anderson : Reply Brief Utah Court of Appeals Follow this and additional works at: https://digitalcommons.law.byu.edu/byu_ca2 Part of the Law Commons Original Brief Submitted to the Utah Court of Appeals; digitized by the Howard W. Hunter Law Library, J. Reuben Clark Law School, Brigham Young University, Provo, Utah; machine-generated OCR, may contain errors. J. MacArthur Wright; Gallain, Westfall, Wilcox & Welker; counsel for petitioner. Alan Hennebold; Aaron J. Prisbrey; counsel for respondent. Recommended Citation Reply Brief, Gates v. Utah Labor Commission, No. 20010934 (Utah Court of Appeals, 2001). https://digitalcommons.law.byu.edu/byu_ca2/3564 This Reply Brief is brought to you for free and open access by BYU Law Digital Commons. It has been accepted for inclusion in Utah Court of Appeals Briefs by an authorized administrator of BYU Law Digital Commons. Policies regarding these Utah briefs are available at http://digitalcommons.law.byu.edu/utah_court_briefs/policies.html. Please contact the Repository Manager at [email protected] with questions or feedback. IN THE UTAH COURT OF APPEALS KELLY GATES, SR., No. 20010934-CA Plaintiff/Appellant, v. UTAH LABOR COMMISSION and GEORGE M. ANDERSON, Defendants/Appellee. REPLY BRIEF OF APPELLANT KELLY GATES, SR. Appeal from the decision of the Utah Labor Commission dated June 28, 2001, reversing the Decision of the Administrative Judge Aaron J. Prisbrey #6968 J. MacArthur Wright #3564 1071 East 100 South GALLIAN, WESTFALL, WILCOX Building D, Suite 3 & WELKER St.
    [Show full text]
  • 2017 NJSBA Mid-Year Meeting Labor and Employment
    2017 NJSBA Mid-Year Meeting Labor and Employment - A Paella of Issues Whether your client is the Barber of Seville or one of his employees, don’t miss the latest court law, procedures and opinions from both sides of labor and employment law. This seminar will also include a presentation from a Spain-based labor and employment attorney to explain some of the key differences between Spanish and U.S. employment laws. Moderator/Speaker: Peter L. Frattarelli, Esq. Archer & Greiner, PC, Haddonfield Speakers: Paulette Brown, Esq., Immediate Past President of the American Bar Association Locke Lord, LLP, Morristown Miguel Pastur, Partner Bird & Bird, Madrid John L. Shahdanian, II, Esq. Chasan Lamparello Mallon & Cappuzzo, LLC, Jersey City User Name: PETER FRATTARELLI Date and Time: Friday, October 6, 2017 9:25:00 AM EDT Job Number: 54544418 Document (1) 1. ABS Group Servs. v. Board of Review, 2016 N.J. Super. Unpub. LEXIS 989 Client/Matter: 999-999-613 | About LexisNexis | Privacy Policy | Terms & Conditions | Copyright © 2017 LexisNexis PETER FRATTARELLI Neutral As of: October 6, 2017 1:25 PM Z ABS Group Servs. v. Board of Review Superior Court of New Jersey, Appellate Division February 1, 2016, Resubmitted; April 27, 2016, Decided DOCKET NO. A-1847-12T3 Reporter 2016 N.J. Super. Unpub. LEXIS 989 * ABS GROUP SERVICES, INC., Appellant, v. BOARD ABS Group Services, Inc. (ABS) appeals from a final OF REVIEW and ROBERT PRICE, Respondents. agency decision of the Board of Review (Board) that found claimant Robert Price was an ABS employee, Notice: NOT FOR PUBLICATION WITHOUT THE making ABS liable for charges to the State plan for APPROVAL OF THE APPELLATE DIVISION.
    [Show full text]
  • Seininrto Ai.1R Prbemns Slt Ol He U
    I- v,, \_-Y Vol. 17-e 24I 1W4 UNIVERSITY Of CALIFON IIA -j4lr FED PARLEY JULY 20 IN S.F. |u" Seininr to Ai.1r Prbemns Slt ol he u %-p r v %is I§91Ib 1 1 1 v V Dt*IA ifLV The California AFL-CIO called for thie dis- "The Dumke administration persists in de- A special seminlar on prob- whlich included Sigmund Ary- mssal of Glenn S. ChanceUor of lems confonting women in the witz, chaimn; Loretta Riley Dumke, thie nyinig fundamental employment rights thiat have work force will be held at thie and James Booe, all Federa- California State Unversity and Colleges system long been commonplace for Ameri'can workers Jack Tar Hotel in San Fran- tion vice presidents, and Mary yestlerday, charging thiat Dumnke has shown ill bothi public and priv'ate employment. cisco, Saturday, July 20, 1974. Bergan, legislative advocate "scon-tempt and indifference" toward faculty ef- "Chancellor Dumke refuses to allow negotia- for thie Callfornia Federation of forts to set up fai grievance procedures. tions on grievance procedures wfit representa- Topics at the seminar wil tives of the Unitd Professors of Californa or be limited to two broad areas: Teachers. Asserting that Dumk has "failed his public thie California Labor Federation, 1 Other members of. the special trust and should be removed from office," thie AFL-CIO, rep- -Contractural, -legislative committee are Harold Shean, Executive Council of the -Californa Labor Fed- resenting more thian 1.6 milon Californa work- and legal, questions involvinlg ers. and, also a Federation vice presi- eration, AFL-CIO, adopted thie following state- maternity; dent, and Gwen Newvton of.
    [Show full text]
  • DET-18335-P, Job Center of Wisconsin Business Services
    Wisconsin Department of Workforce Development BUSINESS SERVICES WHERE TALENT & OPPORTUNITY MEET In-person & Online EMPLOYERS CONTACT BUSINESS SERVICES FOR WISCONSIN WORKFORCE SOLUTIONS TO: 1. Recruit qualified workers 2. Retain well-trained and productive employees 3. Access workforce planning resources 4. Build staff diversity through broad pool of skilled job candidates JobCenterofWisconsin.com Recruit and Retain Talent JOB CENTER OF WISCONSIN: Contact Business Services at your local Job Center to access effective, low and no-cost talent development solutions available through the Wisconsin Department of Workforce Development and local partners. Let staff help you: post job openings online, recruit talent, coordinate onsite recruitments, collect applications, screen job candidates, administer pre-employment assessments, access hiring incentives and tax credits and more. JobCenterofWisconsin.com/directory Logon to Wisconsin's online public labor exchange to connect with talent at no cost. Build job descriptions based on skills to expand your search for qualified talent. Make informed employment decisions using enhanced tools and MyLMI widgets to access and save integrated labor market information. JobCenterofWisconsin.com COLLEGE INTERNS: Recruit college interns on WisConnect, a free online resource that matches college students with internships by location, college major and key skills. Sign in to develop a company profile, build programs, post internships and search for interns. InternshipWisconsin.com INDIVIDUALS WITH DISABILITIES: National workforce studies show that employees with disabilities often have higher than average attendance, job performance, safety and retention rates. Tap into highly reliable, qualified job applicants who are ready to put their diverse abilities to work for you. dwd.wisconsin.gov/dvr/business VETERANS: Seek military experience to build an innovative, resourceful and reliable workforce.
    [Show full text]
  • LABOR and INDUSTRY DEPT Agency Profile
    This document is made available electronically by the Minnesota Legislative Reference Library as part of an ongoing digital archiving project. http://www.leg.state.mn.us/lrl/lrl.asp Background LABOR AND INDUSTRY DEPT Agency Profile Agency Purpose The mission of the Department of Labor and Industry (DLI) is to ensure Minnesota’s work and living environments are equitable, healthy, and safe. Its vision is to be a trusted resource and an impartial regulator for employers, employees, and property owners. At a Glance Safety & Workers’ Compensation • Evaluates and issues 110,000 licenses to • Jurisdiction over more than 2.6 million Minnesota individuals and businesses in the construction workers and 168,000 private and public-sector industry, biannually. employers Labor Standards & Apprenticeship • Conducts 4,200 safety and health inspections and • Investigated 500 cases of labor law compliance consultations annually and processed 1,106 wage claims • Responds (within 24 hours) to an average of 20 • Registered 11 new and monitored 300 current fatalities each year sponsors of apprenticeship training • Provides annual outreach sessions impacting more • Managed 7,219 apprentices in training, including than 20,000 employers and employees 1,130 women and people of color Construction Codes and Licensing General Support • Reviews building plans on $532 million worth of • Facilitates nearly 5.3 million Web hits (CY 2009) construction for code compliance each year • Approximately 93% of DLI’s budget goes toward • Provides more than 450,000 code compliance program expenditures, with 7% spent on general inspections on about 200,000 construction projects support. annually *Data is from 2010 Est. FY 2010-11 Expenditures Est.
    [Show full text]
  • Department of Workforce Development 2013
    WISCONSIN Department of Workforce Development BIENNIAL REPORT 2013 - 2015 Advancing Wisconsin’s economy and business climate by empowering and supporting the workforce. SEC-8746-P (R.10/2015) Department of Workforce Development Secretary’s Office 201 E. Washington Avenue P.O. Box 7946 Madison, WI 53707-7946 Telephone: (608) 266-3131 Fax: (608) 266-1784 Email: [email protected] Scott Walker, Governor Reginald J. Newson, Secretary October 15, 2015 The Honorable Scott Walker Office of the Governor 115 East, State Capitol Madison, WI 53702 Wisconsin State Legislators State Capitol Building Madison, WI 53702 Dear Governor Walker and Members of the Legislature: I am pleased to provide you with this report on the Department of Workforce Development (DWD) for the biennium ending June 30, 2015. DWD plays a key role in implementing your talent development agenda, and we have risen to the challenge to assist both Wisconsin job seekers and employers to be successful. Some of the key highlights from DWD's 2013-15 Biennial Agency Report include: Addressing the Skills Gap: The 2013-15 budget invested over $100 million in worker training to develop talent and address the skills gap through initiatives such as Registered Apprenticeship, Youth Apprenticeship, and Wisconsin Fast Forward, which help equip our workforce with the skills they need to succeed. These initiatives focus especially on workforce readiness in high-demand job sectors like manufacturing. Helping Workers with Disabilities Achieve Employment Goals: 4,875 individuals with disabilities successfully reached their employment goals and entered the workforce. The waiting list for DVR services for people with significant disabilities was eliminated at the end of 2014 through the assistance of Act 58, which you signed in late 2013.
    [Show full text]
  • 2011-2013 DWD Biennial Report
    WISCONSIN Department of Workforce Development BIENNIAL REPORT 2011 - 2013 Advancing Wisconsin’s economy and business climate by empowering and supporting the workforce. SEC-8746-P (R.10/2013) Department of Workforce Development Secretary’s Office 201 E. Washington Avenue Insert Date Here P.O. Box 7946 Madison, WI 53707-7946 Telephone: (608) 266-3131 Fax: (608) 266-1784 Email: [email protected] Scott Walker, Governor Reginald J. Newson, Secretary October 15, 2013 The Honorable Scott Walker Office of the Governor 115 East, State Capitol Madison, WI 53702 Wisconsin State Legislators State Capitol Building Madison, WI 53702 Dear Governor Walker and Members of the Legislature: I am pleased to provide you with this report on the Department of Workforce Development (DWD) for the biennium ending June 30, 2013. Under your leadership as Governor and working with our partners in the Legislature, we at DWD are proceeding on multiple fronts to support your goal of equipping workers with the skills needed to fill jobs that are available in today’s growing Wisconsin economy. Our mission at DWD is advancing Wisconsin’s economy and business climate by empowering and supporting the workforce, and our vision is building the workforce to move Wisconsin forward. This report spans two years of workforce development efforts, but I want to note briefly some of our accomplishments: Connecting Job Seekers to Jobs – The number of veterans entering employment following DWD employment and training assistance increased by 5 percent. With DWD vocational rehabilitation assistance, 3,520 people with disabilities achieved their employment goals in fiscal year 2013, and their estimated annual earnings equal a more than 200 percent return on taxpayer investment in their services.
    [Show full text]
  • Extensions of Remarks 25623 Extensions of Remarks
    October 11, 1998 EXTENSIONS OF REMARKS 25623 EXTENSIONS OF REMARKS HONORING SOLVAY POLYMERS, company, annually produces 1.7 billion time, they did not have the capacity to handle INC., AND SOLVAY INTEROX, INC. pounds of high-density polyethylene and near­ large events. ly 800 million pounds of polypropylene at this Frank Campbell also understood the need HON. KEN BENTSEN site. This combined production level makes of families to have time to grieve for their OF TEXAS the site one of the world's largest plastic pro­ loved ones. By transferring the burden of plan­ IN THE HOUSE OF REPRESENTATIVES duction facilities. ning a funeral from the families to a funeral These plastics are used to make many Friday, October 9, 1998 home, Campbell eased the time of mourning. products essential to everyday life. For exam­ Frank Campbell's funeral home combines a Mr. BENTSEN. Mr. Speaker, I rise to con­ ple, high-density polyethylene is used to man­ peaceful and serene atmosphere with an at­ gratulate Solvay Polymers, Inc., and Solvay ufacture milk bottles, gas tanks, children's play tentive and courteous staff. Over the past one lnterox, Inc., Battleground Road Plant Site, toys, plastic bags, and liners. Polypropylene hundred years, the Frank E. Campbell Burial upon their selection by the La Porte/Bayshore products include food containers for products and Cremation Company has served families Chamber of Commerce as the 1998 Industry such as ketchup and syrup, carpet backing, from every strata of society including royalty of of the Year. Solvay's commitment to building and children's products such as car seats and many nations and members of the arts and a better future for the La Porte/Bayshore com­ high chairs.
    [Show full text]
  • Agency Budget Comparison the Following Table Summarizes the Total Budget Requested by the Governor for the Agency by Year, Type of Expenditure, and Source of Funding
    DEPARTMENT OF LABOR & INDUSTRY SUMMARY Agency Budget Comparison The following table summarizes the total budget requested by the Governor for the agency by year, type of expenditure, and source of funding. Agency Budget Comparison Base Approp. Budget Budget Biennium Biennium Biennium Biennium Budget Item Fiscal 2008 Fiscal 2009 Fiscal 2010 Fiscal 2011 Fiscal 08-09 Fiscal 10-11 Change % Change FTE 730.08 730.08 770.08 770.08 730.08 770.08 40.00 5.48% Personal Services 37,295,537 43,870,969 42,709,959 42,847,561 81,166,506 85,557,520 4,391,014 5.41% Operating Expenses 17,451,034 22,742,465 21,211,392 21,144,375 40,193,499 42,355,767 2,162,268 5.38% Equipment & Intangible Assets 437,097 561,339 481,038 474,038 998,436 955,076 (43,360) (4.34%) Capital Outlay 0 0 163,700 0 0 163,700 163,700 n/a Grants 8,087,502 11,392,270 8,087,502 8,087,502 19,479,772 16,175,004 (3,304,768) (16.97%) Benefits & Claims 126,085 156,586 126,085 126,085 282,671 252,170 (30,501) (10.79%) Transfers 1,011,753 618,381 633,556 636,083 1,630,134 1,269,639 (360,495) (22.11%) Debt Service 3,775 3,775 3,775 3,775 7,550 7,550 0 0.00% Total Costs $64,412,783 $79,345,785 $73,417,007 $73,319,419 $143,758,568 $146,736,426 $2,977,858 2.07% General Fund 2,235,593 2,134,687 2,961,558 2,963,670 4,370,280 5,925,228 1,554,948 35.58% State Special 33,593,817 36,684,078 38,669,439 38,851,824 70,277,895 77,521,263 7,243,368 10.31% Federal Special 28,535,931 34,251,539 31,695,836 31,413,701 62,787,470 63,109,537 322,067 0.51% Other 47,442 6,275,481 90,174 90,224 6,322,923 180,398 (6,142,525) (97.15%) Total Funds $64,412,783 $79,345,785 $73,417,007 $73,319,419 $143,758,568 $146,736,426 $2,977,858 2.07% Agency Description Mission The purpose of the Department of Labor and Industry is to promote the well-being of Montana's workers, employers, and citizens, and to uphold their rights and responsibilities.
    [Show full text]
  • WKC 13551 P, Employer Withdrawal Provisions Under the Wisconsin
    Department of Workforce Development Worker’s Compensation Division Bureau of Insurance Programs 201 E. Washington Ave., Rm. C100 P.O. Box 7901 Madison, WI 53707-7901 EMPLOYER WITHDRAWAL PROVISIONS UNDER THE Telephone: (608) 266-3046 WISCONSIN WORKER’S COMPENSATION ACT Fax: (608) 266-6827 http://dwd.wisconsin.gov/wc e-mail: [email protected] 1. Once an employer is required to get insurance, how long does he or she have to keep it? Quite a while. Once an employer becomes subject to the Wisconsin Worker’s Compen sation Act (Act), he or she remains subject to the Act unless the employer withdraws from the provisions of the Act under s. 102.05(1) of the Act. Under s. 102.04(1)(b) of the Act, an employer becomes subject to the Act and must carry a worker’s compensation insurance policy if: 1) The employer usually employs three or more persons full-time or part-time. This employer needs insurance immediately upon employing a third person. 2) The employer has one or two full-time or part-time employees and has paid gross combined wages of $500 or more in any calendar quarter for work done in Wisconsin. This employer must have insurance by the 10th day of the first month of the next calendar quarter. (There are four calendar quarters in a calendar year; the 1 st quarter is January through March, the 2 nd quarter is April through June, the 3 rd quarter is July through September; and, the 4 th quarter is October through December.) 3) The farm (farmer) employs 6 or more employees (at one or more locations) on the same day for 20 days (consecutive or non-consecutive) during a calendar year.
    [Show full text]
  • LABOR and INDUSTRY DEPT Agency Profile
    Background LABOR AND INDUSTRY DEPT Agency Profile Agency Purpose At A Glance he mission of the Department of Labor and Industry (DLI) is to ensure a safe and equitable work Business Functions: Tenvironment for Minnesota employees and ♦ Administer laws affecting Minnesota’s 2.5 employers. Its vision is to be a trusted resource utilized by million employees and 157,000 employers. employees and employers. ♦ Oversee workers’ compensation claims and benefit payments for 141,000 injuries and 53 Agency activities are designed to assure that: ♦ workplace fatalities annually. workplaces are free from injury and illness; ♦ ♦ Ensure the safe operating condition of 80,000 workers injured on the job are provided treatment, and boiler and pressure vessels. benefits required by law; ♦ Issue 37,000 occupational licenses. ♦ workers from all communities have the opportunity to ♦ Monitor 8,000 registered apprentices. receive critical skills through apprenticeship training; ♦ boilers and high-pressure-piping systems are properly constructed, installed, and operated; and ♦ workers, potential workers, and employers have a clear understanding of their rights and responsibilities in the workplace. Core Functions DLI administers laws related to employment, workplace safety, and workers’ compensation through the following core functions: ♦ provide training and outreach; ♦ conduct inspections, audits and investigations; ♦ review workers’ compensation claims and oversee the provision of benefits; ♦ provide informal dispute resolution services; ♦ provide vocational rehabilitation services; ♦ issue penalties for violations of the law; ♦ issue professional licenses and certifications; and ♦ register apprenticeship programs. Operations DLI’s primary customers are Minnesota workers and employers. Other stakeholders include insurers, attorneys, rehabilitation and health care providers, employment agencies, building owners, and boat owners.
    [Show full text]
  • LIBC-550 REV 04-18 (Page 1) 12
    CLAIM PETITION FOR BENEFITS DEPARTMENT OF LABOR & INDUSTRY FROM THE UNINSURED EMPLOYER WORKERS’ COMPENSATION OFFICE OF ADJUDICATION AND THE UNINSURED EMPLOYERS GUARANTY FUND EMPLOYEE SOCIAL SECURITY NUMBER OR WC ID NUMBER DATE OF INJURY WCAIS CLAIM NUMBER - - - - MM DD YYYY EMPLOYEE EMPLOYER First name Name Last name Address Date of birth Address If Deceased - Dependent/Guardian/Personal Representative City/Town State ZIP First name VS Last name County Address Telephone FEIN AND Address City/Town State ZIP Pennsylvania Uninsured Employers Guaranty Fund 1171 S. Cameron St. County Harrisburg, PA 17104 Telephone Employee should file this petition if they are seeking an award against their employer and the Uninsured Employers Guaranty Fund because their employer did not maintain workers’ compensation insurance coverage or was not approved as a self-insurer at the time of the alleged injury. Note: You may not file this petition until 21 days after you filed a Notice of Claim Against Uninsured Employer, Form LIBC-551. 1. Have you filed a Notice of Claim Against the Uninsured Employer, Form LIBC-551? Yes No 2. Complete description of injury or illness including all parts of body affected. If fatality, provide cause of death. 3. If occupational disease, give the last date of employment - - and/or MM DD YYYY last date of exposure - - MM DD YYYY 4. Give date of injury or onset of disease - - MM DD YYYY 5. How did the injury or disease occur? 6. Did injury or disease occur on employer’s premises? Yes No Where? (Be specific) 7. Notice of your injury or disease was served on your employer on - - in the following manner: MM DD YYYY 8.
    [Show full text]