The White House and other buildings in DC seen from a distance

As the industry continues to plan for the implementation of Washington D.C. Paid Family and Medical Leave in July, ReedGroup reminds you to take action where required beginning February 1st.

Although benefits will not become available until July 1, 2020, employers or their designee must provide the district’s required notice beginning February 1, 2020 to required parties. This notice informs employees of the eligibility, entitlement, benefits,  and application process for taking leave under the DCPFML as well as an employee’s protections with regard to employment.

Employers or their designee must post this notice at the work site in addition to providing the form (electronically or physically) to the following beginning February 1, 2020:

  1. All employees at least once between February 1, 2020 and February 1, 2021 and at least once a year every following year;
  2. All new employees hired after February 1, 2020 at the time of hire; and
  3. Individual employees when the employer receives direct notice after February 1, 2020 of the employee’s need for leave for an event that could qualify for PFL benefits.

What Should Employers Do?

In addition to posting this notice and providing to all employees, employers should work with their HR and management teams,  third-party administrators, and carriers to understand when an employee gives ‘direct notice’ and may be taking time away for a qualifying event to ensure the District’s notice is provided. Employers should also consider how this new benefit interacts with existing company benefits and take offsets to those plans where allowed to ensure employees are not recognizing more than 100% of regular earnings while out on leave.

What ReedGroup is Doing

ReedGroup is working with its clients across all products to ensure that employees who have provided notice of the need to take leave for a potentially qualifying event receive this notice and are reminded of how to apply for benefits with the District. Additionally, ReedGroup will work with clients who have other company benefits that may interact with the District’s benefits to ensure proper offsets and reductions are taken. Please reach out to your Account Manager if you have any questions or are planning to customize these notifications or deductions.

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.

Previous Don’t Forget, Massachusetts PFML is on its way!
Next How the Federal FMLA Interacts with States’ FML Programs: Part I