{"id":1023,"date":"2022-06-29T02:16:06","date_gmt":"2022-06-29T02:16:06","guid":{"rendered":"https:\/\/ddibenefits.com\/site\/?p=1023"},"modified":"2022-09-30T20:15:49","modified_gmt":"2022-09-30T20:15:49","slug":"june-2022-newsletter-legislative-alert","status":"publish","type":"post","link":"https:\/\/ddibenefits.com\/site\/2022\/06\/june-2022-newsletter-legislative-alert\/","title":{"rendered":"June 2022 Newsletter\u2014Legislative Alert"},"content":{"rendered":"\n

Oregon Paid Family and Medical Leave Insurance<\/h1>\n\n\n\n


Payroll Deductions Begin Jan. 1, 2023 \/ Waiver Requests due by Nov. 30, 2022<\/strong><\/h2>\n\n\n\n

Hello! <\/p>\n\n\n\n

ORS 657B was enacted in 2019, creating a Paid Family and Medical Leave Insurance (PFMLI) program housed within the Oregon Employment Department. <\/p>\n\n\n\n\n\n\n\n

Funded by a shared, 1% employer\/employee payroll tax (0.60% employee\/0.40% employer) that begins 1\/1\/2023, the program will begin covering claims on 9\/3\/2023. All employers with 25 or more employees<\/strong>, including part time employees, must participate unless they offer an \u201cequivalent\u201d leave plan approved by the Employment Department, which will begin accepting equivalency applications from employers in October 2022. Several insurance carriers plan to offer leave products (voluntary plans) that would allow employers to waive the state program. Small employers (24 or fewer employees) may choose to opt into the program. The rules of the program are still being established, and more details will be provided in the coming months. Your DDI team is available to help you navigate the new program and review your options. For more details about the program, please read below and\/or reach out to you DDI Account Manager.<\/p>\n\n\n\n

The PFMLI program provides employees with compensated time off from work to care for and bond with a child during the first year of the child\u2019s birth or arrival through adoption or foster care; to provide care for a family member who has a serious health condition; to recover from an employee\u2019s own serious health condition; and to take leave related to domestic violence, stalking, sexual assault, or harassment (safe leave). <\/p>\n\n\n\n

Below is the implementation timeline. Click HERE<\/a> for an FAQ. To waive the state plan, which begins contributions 1\/1\/2023 and benefits 9\/3\/2023, an employer must submit a request for approval of an equivalent private plan by November 30th<\/sup>. The Employment Department will begin review in October 2022.<\/p>\n\n\n\n

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Below is an overview of how the program works\u2026<\/strong><\/em><\/p>\n\n\n\n

Plan Options<\/h2>\n\n\n\n

Employers can use the state PFML program or get state approval for a voluntary plan. Voluntary plans must provide benefits to the employees that are at least equal to the benefits of the state\u2019s PFML program.<\/p>\n\n\n\n

DDI can help you with providing a voluntary plan from an experienced private insurance carrier that will meet or exceed the state requirements<\/p>\n\n\n\n

Funding<\/h2>\n\n\n\n

The employer and employee pay a total contribution amounting to 1% of the employee\u2019s earnings, up to a maximum of $1,329 per year.<\/p>\n\n\n\n

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Covered Employees<\/h2>\n\n\n\n

Employees are eligible for Oregon\u2019s PFML if they\u2019ve earned $1,000 or more with their employer in the previous four calendar quarters before taking leave.<\/p>\n\n\n\n

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Covered Family Members<\/h2>\n\n\n\n

Oregon’s PFML law uses one of the broadest definitions of “family member,” which includes non-related individuals who have a close relationship with the covered employee.
Covered employees may take family leave to care for a:<\/p>\n\n\n\n