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Attention #MarylandEmployers! 🚨 Maryland's new Family and Medical Leave Insurance (FAMLI) system, also known as “paid family leave,” will go into effect on July 1, 2026. This new system will both support employers and allow employees to take up to 12 weeks of paid leave to care for themselves or a family member. While the implementation of this system is still two years off, now is the time to educate yourselves and your employees on this program that will greatly improve the lives of your employees during health crises, times of transition, welcoming a new child, and more. As an employer, some steps you can take now are: ✅ Educating yourself on this new system. ✅ Registering for FAMLI or exploring private plans. ✅ Planning for budget adjustments. ✅ Discussing benefits with employees. ✅ Staying informed and ready for this significant change to support your workforce We will continue to share more information about this new system over the next months, so stay tuned for more updates and practical steps as Maryland employers. You can learn more about this new system here. ➡️ https://bit.ly/4c6QoLX Still have questions? Contact our team, and we’ll help walk you through these new changes. ⬇️ https://lnkd.in/erpycuvR #FAMLI #PaidLeave #EmployerSupport #EmployeeBenefits #OutsourcedHR #HRSupport

California Law Alert - effective 1/1/2025 Paid Family Leave Requirements Changed Employers will no longer be allowed to require employees to use up to two weeks of accrued but unused vacation time before being able to receive Paid Family Leave (PFL) insurance benefits from the state. This new rule will apply to PFL leaves that begin on or after January 1, 2025. Action Item Update your family leave policies to remove any requirements that employees must use vacation time before receiving PFL benefits for leaves that begin on or after January 1. HR Advisors, Inc.

🗣 💸 New 2025 State Paid Family Leave Max Benefits Announced! Several states have released their new maximum benefit amounts for 2025 for their paid medical and family leave programs. Here’s a quick look at the increases so far: • New Jersey: $1,055 → $1,081 • Connecticut: $941.40 → $981 • Massachusetts: $1,149.90 → $1,170.64 • Colorado: $1,100 → $1,324 • Washington: $1,456 → $1,542 • New York: $1,151.16 → $1,177.32 Let us keep track of the ever changing leave laws, so you don't have to! #parentalleave #medicalleave #paidfamilyleave #stateleave #FMLA #PFL #SDI #HRtech #Aidora #Insurance #LeaveManagement #HRCompliance #EmployeeBenefits

This month - I'm focused on people leaving or switching jobs as there is a lot of that happening right now. For #MidwifeMonday I wanted to talk about group benefits if you leave your role as a midwife. (Spoiler alert - this happens in most employment situations too). 👇🧵 If you have group benefits through an association (Ex. The Association of Midwives Benefits Trust) or through your employer as a group plan - when you stop being a "member" then you stop receiving access to that plan. This means you stop getting that "Insurance/Benefits plan" Sometimes (not often) this might just be a discount in which case you now pay full price. However - group insurances are usually structured based on the entire group. It's an all or nothing type approach. When you leave - you flat out lose access to the insurance. This is important to note for a few reasons. 1) This is a cost you need to consider. If you are switching jobs - do they have comparable insurance & benefits? 2) If they don't - have you done the math to determine that a raise or quality of life outweighs that lost perk? Additionally - if you are planning an exit from your role and you have time - you should plan for your benefits. Plan out using some of those items that may cost you severely out of pocket in the future. - Dental check ups - Eye Glasses - Physio/Massage - Therapy***** I've starred therapy because job change is jarring. Whether retirement, forced leaving, planned leaving - it's a lot of change. You have: - Identity change issues - How you look at yourself - How you may cope with new challenges - How your family will adapt Get help. If you are thinking of leaving your role. If you've been offered a package. If you are close to retirement. They all result in big changes with a lot of financial considerations. Make sure you have someone in your corner to help add clarity to the numbers.

Make sense of new benefits laws, rules and financial relief for the COVID-19 public health emergency. The advisory covers details for paid sick leave and paid family leave, employer tax breaks to offset paid leave, clarifications for employers with HDHPs.

How to Request Family Leave of Absence from Work Paid family leave insurance allows employees to take time off to care for family members or bond with a new child while receiving a portion of their wages, promoting work-life balance. Please watch this video: https://lnkd.in/gDyMgZBm

Are you concerned about an older driver? Beyond Driving with Dignity is a program that was designed to assess the safety of older drivers. This program has been designed to serve as a vital tool to facilitate older drivers (and their families) as they make appropriate decisions regarding the future of one’s safe driving career. If the individual is a safe driver, we provide him or her with strategies on how to remain a safe driver as they progress through the aging process. If driving retirement is the appropriate decision, then we offer the individual (and their family) possible alternatives, resources, and a specific plan to ensure a smooth and successful transition from the driver’s seat to the passenger seat. https://lnkd.in/dMF4uJd https://lnkd.in/gr9wyFcv #BeyondDrivingWithDignity #BeyondDrivingWithDignity #SeniorCareAuthority #SeniorCare Senior Care Authority of North Florida

The PFML (Paid Family Medical Leave) act for Maryland is mandatory for employers and was passed in 2022. Employees will be able to start using this benefit in 2026. That sounds far off, but if you have employees located in Maryland, your benefits broker partner should be going over options with you sooner rather than later. Why look at it now? If you use the state plan, it requires you to pre-fund the plan meaning that the additional cost will start next year in 2025. PFML has overlap with Short Term Disability coverage, but will cost significantly more 💰 for employers and more employees will be eligible. Determining whether to use the state plan or a private plan and knowing what to expect cost-wise will avoid a fire drill next year. If you want more info/have specific questions, happy to chat further.

VA form 21-2680 is used by veterans who want to obtain monthly Housebound payments or Aid and Attendance payments from the VA. If you are eligible for housebound status or require ongoing assistance to perform daily tasks, form 21-2680 will help the VA decide whether you qualify for these benefits. To complete VA form 21-2680, fill out section I and section II completely. In section II, you will need to select the benefit you are applying for – either special monthly compensation (SMC) or special monthly pension (SMP). Select only one benefit type. Section III and Section IV must be completed by a medical professional who will conduct an exam and record evidence of physical or mental impairment in relation to the homebound status or aid and assistance needs of a veteran due to their service-connected condition. You may want to include other forms of helpful evidence with VA form 21-2680, like evidence documenting your daily routine, your transportation methods, or a doctor’s opinion regarding your need for aid and attendance or your housebound care needs. Those seeking aid and attendance for nursing home patients should also complete a Request for Nursing Home Information in Connection with Claim for Aid and Attendance (VA Form 21-0779). Finally, you need to submit the completed VA form 21-2680. There are two ways to submit your form (1) Mail the completed form to the pension management center (PMC) in your state, or (2) Take the completed form to your VA regional office in person.

Many employers don’t pay close attention to their policies regarding an employee’s use of paid leave during a protected leave. However, most of the protected leave provisions specify what rules the employer may apply regarding use of accrued sick leave or vacation. California just enacted a new restriction when it comes to Paid Family Leave. According to Assembly Bill 2123, beginning on Jan. 1, 2025, employers’ cannot require employees to use up to two weeks of company-provided vacation before they start receiving paid family leave (PFL) insurance benefits paid by the state (or by their employer, if the company has an approved voluntary plan that applies in lieu of the state program). If you need help to clarify your handbook policies, we’re here for you! Please contact Fairgrieve Law Office at info@fairgrievelaw.com or call 415-890-6057.