"[T]he law relies on employee payroll deductions to fund the paid family leave benefit, but does not require any similar contribution from employers. The law also provides job protections, entitling an employee who returns from leave to be restored to the same or a comparable position. Additionally, employers must maintain existing health benefits for employees while they are on family leave. While these protections track closely with the family leave provisions of the federal Family and Medical Leave Act, New York's law covers a broader group of employees than the FMLA, albeit only for family leave. It does not provide an employee paid leave to care for his or her own medical condition."  MORE >>