Statutory Leave Benefit Guide - MetLife
Group BenefitsDisabilityStatutory LeaveBenefit Guide
IntroductionThis Statutory Leave Benefit Guide outlines certain features of the laws in the eleven jurisdictionsincluding key dates for new states’ implementations. Six jurisdictions have laws which require employers to provide disability benefits for nonoccupational disabilities: California, Hawaii, New Jersey, New York, Rhode Island, and theCommonwealth of Puerto Rico. Five additional jurisdictions have passed laws which require employers to provide medical leaveand paid family leave benefits: Washington, Washington DC (DC), Massachusetts, Connecticut,and Oregon.MetLife has products that employers can utilize to help comply with the mandated disabilityrequirements in Hawaii, New Jersey, New York, and Puerto Rico. And to comply withthe mandatory Paid Family and Medical Leave (PFML) requirements in Washington andMassachusetts.At a minimum, MetLife will provide self-insured administrative services in Connecticut and Oregonwhich have start dates of 2022 and 2023 respectively.For more information regarding the MetLife PFML Statutory programs, please refer to ourcompanion pieces including the PFML Overview and the Highlights of Statutory ComplianceTable of Contents2California . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3Connecticut . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5DC . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7Hawaii . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9Massachusetts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11New Jersey . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13New York . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15Oregan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17Puerto Rico . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19Rhode Island . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21Washington . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23Statutory Leave Benefit Guide
Californiahttps://www.edd.ca.gov/disability/Date law enactedDisability Insurance (DI)Start Date: 1946Family leave Insurance:Start Date: 2004 (Enhancements 2020)Benefits can be used forDI can be used for a worker’s own serious off-the job illness or injury.Paid Family Leave (PFL) can be used to (1) bond with a child within one year of the child’s birth orplacement for foster care or adoption; or (2) care for a family member with a serious health condition.Beginning on January 1, 2021, PFL can also be used to address certain military family needs.Type of lawCompetitive between state fund and private plans — former automatic if latter not electedby employer, following approval by a majority of employees.Approach usedTax supported state fund provides benefits — like Unemployment Compensation, butVoluntary Plans may be substituted.Types of private plansInsured and self-insured plans exceeding state fund standards.Limitations upon rightto establish private plansMust not result in substantial selection of risks adverse to the state fund.Employee contributionsState or Private; not more than 1.0% of the first 122,909 of annual wages (i.e., a maximumof 1,229.09).Employer contributionsrequiredState: NonePrivate Plan: Balance of costEmployers coveredEmployers of one (1) or more and pay more than 100 of wages in any quarter — same asUnemployment Compensation.Employees excludedCertain employees of certain non-profit organizations, railroad and government employees,real estate salesmen and others.Religious exemptionsMembers of any sector, etc., which depends for healing upon prayer in the practice of religion,upon filing waiver of benefits.Employee eligibilityrequirementsEarnings in base year of not less than 300, from which state DI taxes were withheld.How benefits arecomputedWage replacement is: 60% for individuals who earn one-third or more of the State’s Average QuarterlyWage; or 70% for individuals who earn less than one-third of the State’s Average Quarterly WageState Average Weekly Wage (SAWW) 1st Q 2020 1,325Statutory Leave Benefit Guide3
California (continued)Minimum weekly benefits 50.00Maximum weekly benefits 1,300 (effective 1/1/20)Maximum durationDisability: 52 weeksPFL 6 weeks (8 weeks effective July 2020)Waiting periodDisability: 7 daysPFL: NoneMaternity benefitsPregnancy related disabilities treated as any other illness.Effect of continuedpay from employerduring disabilityCan still receive disability benefits for each day of disability in amount which, together with wages,does not exceed 1/7 of regular weekly wage immediately prior to disability.State program benefitsfinanced byState Fund, which will be credited with a percentage of taxable wages paid to employees for eachcalendar year.Post-employmentNoneJob protectionNoneFamily leave coveredrelativesChild, parent, grandparent, grandchild, sibling, spouse, or registered domestic partner4Statutory Leave Benefit Guide
ConnecticutTBDDate law enactedFamily and Medical Leave Insurance Act (FMLI) Enacted: 6/25/19Employee Assessment begins: 1/1/2021Benefits Start: 1/1/2022Benefits can be used forMedical Leave can be used for a worker’s own serious health condition.Family Leave can be used to (1) bond with a child within one year of the child’s birth or placementfor foster care or adoption; (2) care for a family, member with a serious health condition; (3) addresscertain military family needs; or (4) address needs relating to being a victim of family violence.Benefits begin between January 1 and February 1, 2022.Type of lawCompetitive between state fund and private plans — former automatic if latter not elected byemployer, following approval by a majority vote of employees.Approach usedTax supported state fund provides benefits — like Unemployment Compensation, but Private Plansmay be substituted.Types of private plansInsured and Self-insured Private Plans may be substituted.Limitations upon rightto establish private plansMust not result in substantial selection of risks against state fund.Employee contributionsEmployee contributions begin 1/1/2021-Employee tax of 0.5% up to social security cap.Employer contributionsrequiredState: nonePrivate Plan: balance of cost.Employers coveredEmployers with one or more employees, and includes any person who acts, directly or indirectly, inthe interest of an employer to any of the employees of such employer and any successor in interestof an employer.Employees excludedFederal government, the state or a municipality, a local or regional board of education or a nonpublicelementary or secondary school, except that the state, municipal employer or local or regional boardof education is an employer with respect to its covered public employees.Religious exemptionsNoneEmployee eligibilityrequirementsEarnings at least 2,325 during the highest earning quarter within the base period.The base period is (which is the first 4 of the 5 most recently completed quarters.)Can combine hours worked at more than one employer.How benefits arecomputed95% of a worker’s base weekly earnings up to an amount equal to 40 times the state minimum wageand 60% of a worker’s base weekly earnings above an amount equal to 40 times the state minimumwage, up to a cap of 60 times the minimum wage.Statutory Leave Benefit Guide5
Connecticut (continued)Minimum weekly benefitsNoneMaximum weekly benefits60 times the state minimum wage.Estimated benefits in 2022 is 780 to 840.Maximum durationOwn Health and Family Leaves- 12 weeks; extra 2 weeks if complications to pregnancy withina 12 month period.Waiting periodNoneMaternity benefitsCertain pregnancy related health needs may receive up to an additional 2 weeks up to a total of 14weeks in a 12-month period.Effect of continuedpay from employerduring disabilityGenerally, employee may receive compensation concurrently with any employer-provided plan.Total compensation shall not exceed such covered employee's regular pay.State program benefitsfinanced byState Fund to be created in 2021 from Employee contributions of no more than 0.5% of wages upto Social Security (SS) cap.Post-employmentNoneJob protectionYes, if employed at least 3 months with same employer.Family leave coveredrelativesSpouse, sibling, child, grandparent, grandchild, parent, parent-in-law, or an individual related to theemployee by blood or affinity whose close association the employee shows to be the equivalent ofthose family relationships.6Statutory Leave Benefit Guide
District of Columbiahttps://dcpaidfamilyleave.dc.gov/Date law enactedUniversal Paid Leave (UPL) BenefitsAssessment Starts: 4/1/2019Tax Due to State: 7/1/2019Benefit Start: 7/1/2020Benefits can be used forUPL can be used (1) for a worker’s own serious health condition; (2) to bond with a child within one year ofthe child’s birth or placement for foster care or adoption; or (3) to care for a family member with a serioushealth condition. Benefits begin on July 1, 2020.Type of lawDistrict run only — no private plans allowed in substitutionApproach usedEmployer TaxTypes of private plansNoneLimitations upon rightto establish private plansNot ApplicableEmployee contributionsNoneEmployer contributionsrequired0.62% of the wages of covered employees.Employers coveredAny business performing services in the District of Columbia, that also pays UnemploymentInsurance (UI) taxes for its employees, including non-profits and household employers that pay UI taxEmployees excludedIf an employer does not pays UI tax on an employee for a quarter, then the employee is excluded.(i.e. work less than 50% in DC or on temporary assignment). Federal government and DC employeesalso excluded.Religious exemptionsNoneEmployee eligibilityrequirementsIn general, at least 50% of work occurs in the District of Columbia for a covered DC-based employer.Has been a covered employee during at least one week during the 52 calendar weeks preceding thequalifying event for leave.How benefits arecomputedFor employees who earn 150% or less of DC's minimum wage multiplied by 40: 90% of theemployee's average weekly wage, up to the cap.For employees who earn more than 150% of DC's minimum wage multiplied by 40: (1) 90% of 150% ofDC's minimum wage multiplied by 40 plus (2) 50% of the amount above 150% of DC's minimum wagemultpilied by 40, up to the cap.Minimum weekly benefitsNoneMaximum weekly benefits 1,000Statutory Leave Benefit Guide7
District of Columbia (continued)8Maximum durationCombined max 8 weeks per 52 week period:Own health: 2 weeksCare for sick relative: 6 weeksBonding: 8 weeksWaiting period1 weekMaternity benefitsPregnancy-related disabilities treated as any other serious health conditionEffect of continuedpay from employerduring disabilityGenerally, sick pay and benefits may be received simultaneously.State program benefitsfinanced byEmployer Tax paid to the Department of Employment Securities (DOES) for District fund.Post-employmentNoneJob protectionNoFamily leave coveredrelativesChild, parent, parent-in-law, spouse, grandparent, sibling, or registered domestic partner.Statutory Leave Benefit Guide
Date law enactedTemporary Disability insurance (TDI)Start Date: 1969Benefits can be used forTDI can be used for a worker’s own serious off-the-job illness or injury.Type of lawAll Private Plan (no state fund or plan).Approach usedEmployer must provide benefits — like Workers’ Compensation, but employees share cost.Types of private plansInsured and Self-insured plans equal to or exceeding statutory requirements and continuationof certain existing plans (collective bargaining).Limitations upon rightto establish private plansNoneEmployee contributions0.5% of their weekly pay up to maximum weekly wage base ( 1,119.44), to a maximum of 5.60per week.Employer contributionsrequiredBalance of cost.Employers coveredAll employers.Employees excludedCertain domestic servants, non-profit organization employees and others referenced in the statute.Religious exemptionsMinisters or member of religious order employed by a nonprofit organization.Employee eligibilityrequirementsAt least 14 weeks of Hawaii employment, during each of which the employee was paid for 20 hoursor more and earned at least 400 during the 52 weeks immediately before the disability. The 14weeks can be with multiple employers and does not need to be consecutive.How benefits arecomputed58% of average weekly earnings, up to the cap.Minimum weekly benefitsIf employee's average weekly wage is less than 26, weekly benefit amount is the average weeklywage, up to 14.Maximum weekly benefits 650 in 2020.Maximum duration26 weeks for any disability or within a benefit year.Statutory Leave Benefit Guide9
Hawaii (continued)Waiting period7 daysMaternity benefitsPregnancy related disabilities treated as any other illness.Effect of continuedpay from employerduring disabilityNo disqualification from benefits, but salary continuance may be used as part of compliancewith benefit provisions of the law.State program benefitsfinanced bySpecial fund created July 1, 1969, from employer contribution of 0.2% of covered wages.Levy on employers or insurers when balance is below 500,000.Post-employment2 weeksJob protectionNoFamily leave coveredrelativesNot applicable10Statutory Leave Benefit Guide
of-family-and-medical-leaveDate law enactedPaid Family and Medical Leave(PFML)Enacted 6/20/2018Premiums start 10/1/2019Benefits start 1/1/2021Benefits can be used forMedical Leave can be used for a worker’s own serious health condition.Family Leave can be used to (1) bond with a child within one year of the child’s birth or placement forfoster care or adoption; (2) care for a family member with a serious health condition; or (3) addresscertain military family needs. Benefits begin on January 1, 2021, except for benefits for familycaregiving, which will begin on July 1, 2021.Type of lawCompetitive between state fund and private plans — former automatic if latter opt out not electedby employer.Approach usedEmployee and Employer contributions.Types of private plansInsured and Self-insured Private Plans may be substituted. Private plans may cover Medical Leaveonly; Family leave only; or combined Family and Medical Leave coverage.Limitations upon rightto establish private plansNoneEmployee contributionsEmployee contributions: up to 40% of medical rate (deducted from wages by employer) and up to100% of family leave benefits up to state set maximums.Employer contributionsrequiredEmployer contributions up to 60% of medical rate or balance of costs for private plan.Employers coveredEmployers of one (1) or more on any day in current or previous calendar year.Employees excludedServices performed for son, daughter or spouse, those under 18, services performed by inmates ofpenal institution, railroad workers, real estate brokers, commission only workers, newspaper sales,work-study students, religious workers.Religious exemptionsEmployment by churches and certain religious organizations are exempt.Employee eligibilityrequirementsMinimum earnings of 4,700 during the base period (last 4 completed quarters or 3 most recent withpartial 4th quarter) and must meet an earnings requirement tied to the worker’s average earningsthat, generally, means the worker must have worked about 15 weeks. Can combine hours workedat more than one employer.How benefits arecomputed80% of a worker’s average weekly wage up to an amount equal to 50% of the statewide averageweekly wage and 50% of a worker’s average weekly wage above an amount equal to 50% of thestatewide average weekly wage.Statutory Leave Benefit Guide11
Massachusetts (continued)Minimum weekly benefitsNoneMaximum weekly benefits 850Maximum durationOwn health: up to 20 weeksFamily leave and military exigency: up to 12 weeks,Military Family care: up to 26 weeksCombined 26 weeks maxWaiting period7 daysMaternity benefitsPregnancy related disabilities treated as any other serious health condition.Effect of continuedpay from employerduring disabilityEmployee may receive compensation concurrently with any employer-provided plan.Total compensation shall not exceed such covered employee's regular pay.State program benefitsfinanced byState Fund created in January 2020 from Employee and Employer contributions.Post-employmentYes, 26 weeks post termination.Job protectionYesFamily leave coveredrelativesSpouse, domestic partner, child, parent, parent of a spouse or domestic partner (registration notrequired), grandchild, grandparent, or sibling.12Statutory Leave Benefit Guide
New Jerseyhttps://myleavebenefits.nj.gov/Date law enactedTemporary Disability Insurance (TDI) PlanStart Date: 1948 (revised 2019)Family Leave Insurance (FLI)Start Date: 2009 (revised 2019)Benefits can be used forTDI can be used for a worker’s own serious off-the-job illness or injury.FLI can be used to (1) bond with a child within one year of the child’s birth or placement for foster care oradoption; (2) care for a family member with a serious health condition; or (3) address certain nonmedicalneeds arising from domestic or sexual violence, also known as “safe time.”Type of lawCompetitive between state fund and private plans — former automatic if latter not elected byemployer and, if contributory, by majority of employees.Approach usedTax supported state fund provides benefits — like Unemployment Compensation, but private plansmay be substituted.Types of private plansInsured and self-insured plans equaling or exceeding state fund standards, and continuation ofcertain other existing plans.Limitations upon rightto establish private plansPrivate plan cannot exclude any class of employees, determined by age, sex, race, or wages.Employee contributionsTDI: 0.26% of maximum subject wages ( 134,900 effective 1/1/2020). Maximum of 350.74.FLI: 0.16% of maximum subject wages ( 134,900 effective 1/1/2020). Maximum of 215.84.Employer contributionsrequiredState: 0.10% - 0.75% of maximum subject wages ( 35,300 effective 1/1/20), determined annually.Also subject to experience rating.Private Plan: Balance of cost.FLI: no ER contributionEmployers coveredEmployers of 1 or more who pay 1,000 or more in total wages — same asUnemployment Compensation.Employees excludedFederal government employees, out-of-state employees, and workers that are not technicallyemployees (such as contractors).Religious exemptionsMembers of any sector, etc., which depends for healing upon prayer or other spiritual meansupon filing waiver of benefits.Employee eligibilityrequirementsIn 2020, either 20 base weeks of work in covered employment during base year with earnings of atleast 200 in each week (equivalent to 20 times the minimum wage); or 10,000 of annual earnings.How benefits arecomputed2/3 average weekly wage subject to a maximum of 53% of statewide average remuneration(determined annually). 1/1/2020 through 6/30/2020.85% of average weekly wage, subject to a maximum of 70% of the statewide average weekly wage.(7/1/2020 and beyond)Statutory Leave Benefit Guide13
New Jersey (continued
This Statutory Leave Benefit Guide outlines certain features of the laws in the eleven jurisdictions including key dates for new states’ implementations . Six jurisdictions have laws which require employers to provide disability benefits for non-occupational disabilities: California, Hawaii, New Jersey, New York, Rhode Island, and the
more than one dental benefits plan. These rules determine the order in which the plans will pay benefits. If the MetLife dental benefit plan is primary, MetLife will pay the full amount of benefits that would normally be available under the plan, subject to applicable law. If the MetLife dental benefit plan is secondary, most coordination of .
more than one dental benefits plan. These rules determine the order in which the plans will pay benefits. If the MetLife dental benefit plan is primary, MetLife will pay the full amount of benefits that would normally be available under the plan, subject to applicable law. If the MetLife dental benefit plan is secondary, most coordination of .
Chapter 2. LEAVE RULES Que. What are the types of leave rules. Ans:- 1.Company Leave Rules. 2.Fundamental Leave Rules. 3.State Railway Leave Rule 4.Liberalised leave Rules,1949 Or Central Pay Commission Leave Rules. Presently Liberalized leave Rules are only applicable. Leave cannot be clamed as of right and leave of any kind may be refused or .
7.7 Leave Policy 7.7.1 Statutory Leave 7.7.2 Sick Leave 7.7.3 Compassionate Leave 7.7.4 Maternity Leave 7.7.5 No-Pay Leave 7.7.6 ury Duty 7.7.7 Sabbatical Leave 7.7.8 Other Forms of Leave 7.8 Disciplining Credential Holders 7.8.1 Nature and Purpose 7.8.2 Causes 7.8.3 Proceedings 7.8.4 Disciplinary Actions 7.8.5 Restoration of Credentials
Dental Plan Benefit Option 1 Dental Plan Benefit Option 2 * MetLife’s negotiated or PDP fees refer to the fees that dentists participating in MetLife’s Preferred Dentist Program (PDP) have agreed to accept as payment in full, for services rendered by them. MetLife’s negotiated fees are subject to change.
JUNE 2016 Contents 1. Introduction 2. Defining leave policies 3. Cross-country comparisons Sources used Background data on countries Statutory Maternity Leave: April 2016 Statutory Paternity Leave: April 2016 Statutory Parental Leave (not including additional childcare leaves): April 2016
corporate combinations involving MetLife; and (36) other risks and uncertainties described from time to time in MetLife, Inc.’s filings with the U.S. Securities and Exchange Commission. MetLife, Inc. does not undertake any obligation to publicly correct or update any forward-looking statement if MetLife, Inc. later becomes aware that such
TABE 11 & 12 READING PRACTICE TEST LEVEL M. Read the passage. Then answer questions 1 through 7. Whale Watching. Across the blue, rolling waves, a dark hump rises from the sea. It slides out of sight as an enormous tail lifts and falls. As it does, another hump rises beside it and begins the same dance. Several people cheer from the pontoon boat. Some raise their cameras, while others lift .
