Connecticut and Massachusetts PFML reminders & resources for 2021

For those using the state plan, the deadline for first-quarter payroll deductions was April 30, 2021. Connecticut has provided a step-by-step tutorial, with video, to guide employers through the payment process via its website.

If you missed the initial private plan application deadline (March 31, 2021), but still want to pursue a private plan, there’s still time.   The state is reviewing private plan applications on a quarterly basis. 

As a reminder, if you are pursuing a private plan, you need to host an employee vote and the majority of your Connecticut employees have to agree to use a private plan.  You must also follow the other state requirements for private plan applications found here: Private plan requirements and instructions

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
• FAQ’s
• Private plan requirements and instructions

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

In addition to the above subjects, the Department also provides an Employer’s Guide to Paid Family and Medical Leave and maintains a News page to call out the latest developments.

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

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.

Guardian continues to offer compliant PFML solutions for MA and CT. In addition, we continuously monitor and analyze current and pending state PFML legislation to determine potential impacts to our customers.