Registration and Catch-Up Contributions
Connecticut once again reminded employers that they must register for the CT Paid Leave (CTPL) program with the Connecticut Paid Leave Authority (the Authority) as soon as possible if they have not already done so. Employers who didn’t register or begin withholding employer contributions timely can still use the catch-up period to correct deficiencies, but once the catch-up window closes, employers–not employees–will be responsible for paying the withholdings.
Payroll Deductions Due
Employers must submit first-quarter payroll deductions no later than April 30, 2021. Connecticut has provided a step-by-step tutorial, with video, to guide employers through the payment process via its website.
Additional topics covered on the Authority’s website include:
- Process information for employers, employees, and third-party administrators
- Key dates for employers
- How to communicate with the Authority and employees about leave requests
- Private plan requirements and instructions
MA PFML Resources
We’re now more than 3 months post-implementation of Massachusetts’ Paid Family and Medical Leave (MA PFML) program, and the Department of Family and Medical Leave (the Department) continues to remind employers and employees alike of the resources available on its website. Topics include:
- Private plan requirements
- How an employer can request an exemption to the state program
- How PFML benefits could be reduced by other benefit programs
- How to file returns and remit contributions
- Wages subject to PFML contributions
Intermittent and Reduced Schedule Leave Guidance
The News page’s most recent postings include guidance concerning intermittent and reduced-schedule MA PFML. In summary, the guidance:
- Clarifies intermittent leave and reduced leave schedule available under the program
- Explains the Department’s default minimum time increment (15 minutes) for state-administered claims, as well as rounding rules if an employee requests intermittent or reduced schedule leave that is outside the applicable minimum increment
- Indicates that employers cannot impose a minimum increment of more than one hour for leaves due to non-bonding leave reasons
- States that bonding leave can be taken on an intermittent or reduced leave schedule only if the employee and employer mutually agree
MA PFML to Care for a Family Member Available 7/1/2021
Finally, a reminder that beginning July 1, 2021, eligible employees will also be able to take MA PFML to care for a family member with serious illness. Currently, employees are limited to taking MA PFML for the following reasons:
- Bond with a child during the first 12 months after the child’s birth, adoption, or foster care placement
- Care for a family member who is or was a member of the Armed Forces, National Guard or Reserves and developed or aggravated a serious health condition in line of duty on active duty while deployed to a foreign country
- Manage family affairs when a family member is on or has been called to active duty in a foreign county while in the armed forces, including the National Guard or Reserves
- Manage their own serious health condition
What ReedGroup Is Doing
ReedGroup continues to offer compliant statutory PFML solutions and is updating our software and processes to account for Massachusetts PFML to care for a family member with a serious health condition. ReedGroup is working with its CT employers to understand their needs as they relate to PFML. In addition, we continuously monitor and analyze current and pending state PFML legislation to determine potential impacts to our customers.
If you’re looking for assistance managing claims or to ensure compliance across your organization, ReedGroup has solutions for you. Check out our offerings here.
Information provided on this blog is intended for general educational use. It is not intended to provide legal advice. ReedGroup does not provide legal services. Consult an attorney for legal advice on this or any other topic.