Employees would receive up to 60% of their average weekly wage as PFL (with a cap of $840.70 per week), and then receive the remainder of their average weekly wage as disability benefits (with a cap of $2,043.92 per week).New Laws Require NY Employers to Provide Additional Paid Sick Leave to Employees Affected by COVID-19Employers should be aware that, in addition to the new requirements for PFL in response to mandatory or precautionary orders of quarantine or isolation, employees may be entitled to up to 10 weeks of PFL to care for a family member with a “serious health condition.” The NYSDOL has taken the position COVID-19 can qualify as such a condition. Comp Board Proposes to Extend PFL COVID-19 Rule. In such a situation, the employer would have work for the employee to perform, but the employee would be unable to perform such work (assuming the employee could not work from home) because the employee was prohibited from commuting to the workplace due to a “stay at home” order.For example, an employee subject to such a “stay at home,” “shelter in place,” or similar order is not entitled to FFCRA leave if the employer does not have work for the employee, such as if the employee works for a coffee shop and the coffee shop closes temporarily or indefinitely due to COVID-19. The employee would be eligible for FFCRA leave during the period of the power outage or extenuating circumstance.Although not provided as a specific example in either the guidance or rules issued by the USDOL, another potential situation where an employee subject to a “stay at home” order would be able to take FFCRA leave is when that employee’s place of residence is subject to such an order, but the employee’s place of employment was not. *The weekly PFL benefit is capped at 60% of the New York State average weekly wage, which is $840.70. Employers must take care to understand how these laws potentially interact with one another to avoid inadvertently violating any or all of the laws. And I am certain we will get through this — together.You are leaving Standard.com to visit a website hosted by EyeMedVisionCare.com. If the employee’s schedule varies, then employers should review a six-month period to calculate the employee’s average daily hours. Find the Leave forms here. Protection From the Unexpected Protection for Health After the initial payment, payments are made biweekly. We have to be smart. Your role in implementing the new COVID-19 quarantine leave provided through Paid Family Leave and disability benefits, whether you're self-insured or providing these benefits through an insurance carrier, is largely the same as it has been for NY Paid Family Leave overall; however, there are new COVID-19-specific forms and attestations. We all understand the importance of —social distancing— to slow the spread, but we should remember that’s just physical distancing. Behavioral Health Impact Study Request for COVID-19 Quarantine DB/PFL – Self 2020 New York State Paid Family Leave Rates If you are under a mandatory or precautionary order of quarantine or isolation issued by the state of New York, the Department of Health, local board of health, or any government entity duly authorized to issue such order due to COVID-19, the leave available to you depends on the size of your employer as of January 1, 2020, and your employer’s net annual income.

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