In an interview with Buffalo Business First, Goldberg Segalla’s Christopher P. Maugans provides suggestions to employers regarding their response to the November 1 expansion of the New York Paid Family Leave Law (NY PFL) to include siblings. The story was also featured in the Editors’ Picks section of LinkedIn News.
Chris, a member of the firm’s Employment and Labor group, maintains that employers should stay up to date on what is and isn’t covered.
“Employers need to know what to do if an employee approaches them with, ‘Hey, my family member is in the hospital,’” Chris said. “You’ll want to train your managers and HR departments on what this change is and how this law works with the other laws in New York state regarding paid leave.”
The NY PFL became effective in 2018, providing paid leave for the birth, adoption, or fostering of a child, for the military deployment of a family member, and for the care of a seriously ill family member. Before November 1, the law defined “family member” to mean a child, parent, grandparent, grandchild, spouse, or domestic partner. Beginning on January 1, 2023, that list will include siblings, which is defined as a biological or adopted sibling, a half sibling, or stepsibling.
“There was a push to change it to include siblings because maybe that’s the only family someone has,” Chris explained. “During the pandemic, it was revealed that people have other strong familial relationships.”
“Here’s What’s Covered in New Family Paid Leave Extension,” Buffalo Business First, November 9, 2021
Christopher T. Maugans concentrates his practice on complex commercial litigation and matters involving employment and labor law. With a focus on serving both public and private sector clients, Chris handles matters involving discrimination claims, , improper-practice charges, employee grievance arbitrations, General Municipal Law 207-c proceedings, and New York Education Law 3020-a hearings, as well as proceedings under Article 75 and Article 78 of the New York Civil Practice Law and Rules (CPLR).