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Industry Insights

New York Paid Family Leave Update 2024

New York: Paid Family Leave Update 2024

New York State continues to strengthen employee benefits with the 2024 Paid Family Leave (PFL) program. This update applies to anyone working in New York State — regardless of where their employer is headquartered or where the employee lives — and requires private employers to provide Paid Family Leave coverage once eligibility thresholds are met.

What Employers Need to Know

Any private employer with one or more employees in New York State on each of 30 days in a calendar year becomes a covered employer four weeks after the 30th day of employment. Coverage applies to all full-time and part-time employees, including domestic workers who meet weekly hour requirements. Employees who do not meet eligibility thresholds may waive coverage by completing the official PFL Waiver Form.

Most employers are required to obtain Paid Family Leave insurance, typically added as a rider to an existing disability policy. Self-insured employers can apply to the NYS Workers’ Compensation Board for self-insurance or purchase a separate PFL policy. Employers must display the Notice of Compliance provided by their carrier and include PFL details in their employee handbooks or written communication.

Employee Contributions

The program is employee-funded through payroll deductions. For 2024, the contribution rate is 0.373% of an employee’s gross wages, capped at $333.25 annually. Employers are responsible for collecting contributions, maintaining waiver records, and reporting these deductions on employee Form W-2 (Box 14).

Employer Responsibilities

  • Obtain Paid Family Leave insurance coverage.

  • Provide the PFL waiver to ineligible employees.

  • Deduct and remit employee contributions.

  • Post the Notice of Compliance.

  • Include PFL information in employee materials.

For More Information

For more details, visit https://paidfamilyleave.ny.gov/ or contact the PFL Helpline at (844) 337-6303.
For employers seeking official forms and resources:

Stay Informed. Stay Compliant. Grow With Confidence.

Explore our website to find more staffing insights. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.

author avatar
Tyler Tierney
Tyler Tierney is a funding expert at Madison Resources, specializing in helping staffing firms secure the capital they need to grow. With a strong track record of supporting both established companies and startups, Tyler works closely with clients to design strategic funding solutions and operational plans that maximize business potential and drive sustainable growth.
See Full Bio
Oregon Expanded Payroll Disclosure Requirements

Oregon: Expanded Payroll Disclosure Requirements

At Madison Resources, we aim to be more than just a funding and back-office partner — we strive to keep your staffing firm informed and compliant with evolving employment laws.

Oregon has enacted new legislation that expands employer payroll disclosure requirements.

Overview

On May 28, 2025, Oregon Governor Tina Kotek signed Senate Bill (SB) 906 into law.
The law takes effect on January 1, 2026, and amends ORS 652.610 to require employers to provide employees with more detailed payroll information at the time of hire.

Senator Kathleen Taylor, who introduced the bill, emphasized that many pay stubs use confusing acronyms and technical terms, leading to misunderstandings about pay and deductions. SB 906 aims to increase transparency and clarity for employees.

To support this effort, the Oregon Bureau of Labor and Industries (BOLI) will create a model template that employers can customize to meet the new disclosure requirements.

What Employers Need to Do

At the time of hire, employers must now provide a written explanation covering the following:

  • Earnings and deductions under ORS 652.610(1)

  • Pay rates, pay basis, gross and net wages

  • Regular and overtime hours worked by non-exempt employees and the corresponding pay

  • All payroll codes used for pay rates and deductions, including a detailed description or definition for each code

  • A comprehensive list of all potential pay rates, benefit deductions, contributions, and possible deductions

  • The purpose of any deductions that may occur during a regular pay period

  • Any allowances claimed as part of the minimum wage

  • Any employer-provided benefits that may appear as contributions or deductions on pay statements

Delivery Options

Employers can provide this information in several ways:

  • Email

  • Company website

  • Physical document posted in a central location

The chosen method must be easily accessible to employees at the time of hire.
The explanation does not need to be in full sentences, as long as the information is clear.

Resources and Templates

BOLI has developed a model “Itemized Pay Statement Notice” template, available in both English and Spanish:
🔗 BOLI Paycheck Deductions Page

Employers can also review the BOLI Employer Fact Sheet for additional guidance:
🔗 BOLI Employer Fact Sheets

Penalties for Noncompliance

Failure to meet the written explanation requirement may result in a fine of up to $500 per violation, as authorized under the new law.

Senator Taylor noted that the legislation is designed not only to prevent wage theft but also to promote clarity and reduce payroll-related complaints filed with BOLI.

Questions or Support

For additional information, employers may contact:

Bureau of Labor & Industries (BOLI)
1800 SW 1st Ave, Suite 500
Portland, OR 97201

📞 Phone: (971) 245-3844 (8:00 am – 4:30 pm)
📧 Email: BOLI_help@boli.oregon.gov

Stay Informed. Stay Compliant. Grow With Confidence.

Explore our website to find more staffing insights. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.

author avatar
Tyler Tierney
Tyler Tierney is a funding expert at Madison Resources, specializing in helping staffing firms secure the capital they need to grow. With a strong track record of supporting both established companies and startups, Tyler works closely with clients to design strategic funding solutions and operational plans that maximize business potential and drive sustainable growth.
See Full Bio
The Staffing Edge Knowing Your Customer Sets You Apart

The Staffing Edge: Knowing Your Customer Sets You Apart

Knowing your customer isn’t just a good business practice, it’s the foundation for long term success. In staffing, this couldn’t be more true. Every client has their own set of needs, priorities, and pain points, and it’s our job to understand what makes them tick.

It’s not about cookie-cutter solutions or trying to fit everyone into the same box. Instead, it’s about listening, learning, doing the proper due diligence, and tailoring a solution so that the relationship works for both sides. When that happens, everybody wins.

Why It Matters for Independent Staffing Firms

For independent staffing firms, this principle becomes even more critical. The big players in the industry often rely on scale and volume, but independents can differentiate through relationships.

By looking deeper behind the curtain, you can discover what your client truly values, what keeps them up at night, and what success looks like to them. This allows you to deliver a level of service and trust that larger competitors simply can’t replicate. That personal touch can be the difference between being seen as “just another vendor” and becoming a trusted partner.

Protecting Your Own House

Knowing your customer isn’t just about winning business—it’s also about safeguarding your own company. Identifying potential risks early protects both sides.

Red flags like high injury rates, high turnover, or shaky financials can lead to unpaid invoices, loss runs, and unnecessary headaches. Taking the time upfront to dig into a prospect’s business isn’t just due diligence—it’s smart risk management.

The Power of Honesty

I’ve always believed in being upfront and fair. For example, I don’t want to enter a funding relationship with a company that has a poor business model or one that doesn’t align with my employer’s model.

On paper, it might look like an easy win to “sign them up,” but in reality, that often sets everyone up to fail. It’s not fair to the owners, their employees, or anyone else involved. Sometimes, the best way to serve a prospect is to be honest and explain why the partnership isn’t a fit. That transparency prevents disappointment down the road.

Relationships Over Transactions

At the end of the day, knowing your customer is about more than building business—it’s about building relationships. When you prioritize the individual needs of each customer, you create trust. And trust is what keeps customers coming back, while also protecting your own business.

That’s what I call a true win-win.

Ready to start your funding journey? Partner with Madison Resources today [apply here]

Explore our website to find more staffing insights. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.

author avatar
Nick Andriacchi
Nick Andriacchi is the Chief Revenue Officer at Madison Resources, bringing over 30 years of experience in the funding and payroll industry. Before joining Madison, Nick held leadership roles at two other funding companies, where he built a reputation as a trusted advisor and strategic thinker. Widely regarded as a true industry expert, Nick is passionate about helping staffing firms grow through smart funding solutions and operational support.
See Full Bio
Ghosting How to Limit It

Why 61% of Job Seekers Ghost Employers: How to Prevent It

Ghosting used to refer to abruptly cutting off contact with someone without giving that person any warning or explanation. This has spilled over into the business world and sales execs, recruiters and hiring managers know this term all too well. According to Indeed’s ghosting survey for job seekers, just over 3 in 5 job seekers in the U.S. (61%) have ghosted anywhere from two to four employers in the past 12 months. Yes, it’s part of the job but does it have to be this way?

Why Ghosting Seems So En Vogue?

There are many reasons why but ultimately folks are not comfortable saying no or communicating what they think is bad news. The easy way out is to stop contact altogether.

In the current employment market, candidates have leverage over employers often receiving multiple offers from potential employers. Since they are in high demand, they don’t feel the need to contact the recruiter(s) to tell them they accepted another offer. This isn’t right, but it is what it is.

Strategies to Limit Ghosting

Whether in sales or recruiting, the best way to prevent ghosting is to create a strategy where the individual is fully engaged. That will create a sense of exclusivity and make them feel important to you and your company. Then follow a process that moves along quickly and keeps them engaged. Below are some ideas.

Tackle it Head-On

Be approachable and let the candidate know that you will make every effort to be their advocate. In return, you expect them to communicate with you. You can acknowledge upfront that there may be a better fit out there, but it says a lot about their integrity and character when they are willing to tell you no. Besides, proper closure leaves the door open for future opportunities.

Communicate Well and Often

Staying in close contact creates a relationship that will help both succeed. It will also help prevent ghosting because they will feel more connected to you. It is also helpful to give an approximate timeline for next steps.

  • Describe the company culture. Let them know if they would be a good fit into current culture. People tend to gravitate towards companies they like and trust and “fitting in” culturally goes a long way to keeping them engaged.

  • Encourage feedback. Once they feel like it would be a good fit, an honest two-way conversation to address any concerns before moving forward. An approachable vibe will allow the candidate to bring up delicate topics more easily.

  • Details. Once they see themselves in their new role, review salary, benefits, etc. Now the candidate has the full picture of what they are getting into. Get them to say “yes.”

Speed it up

The faster you move a candidate through the interview process and receive an offer, the less likely you are to lose them to another opportunity. Emphasize to the potential employer that great candidates are not on the market very long. By expediting the process, your fill rate will increase.

Post Close

A new hire will need to provide notice to their current employer. You can still lose the candidate even after they accept an offer so stay in touch with them during this time period. For example, provide the candidate appropriate information on what they can expect when they start working etc.

In Conclusion

Human nature is hard to control and it is easier to ghost than to say no. But there is no long-term upside to ghosting and it’s best for both parties to avoid it. Ghosting can be limited by developing a strategy built on openness, trust, and communication.

Ready to start your funding journey? Partner with Madison Resources today [apply here]

Explore our website to find more staffing insights. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence. 

author avatar
Nick Andriacchi
Nick Andriacchi is the Chief Revenue Officer at Madison Resources, bringing over 30 years of experience in the funding and payroll industry. Before joining Madison, Nick held leadership roles at two other funding companies, where he built a reputation as a trusted advisor and strategic thinker. Widely regarded as a true industry expert, Nick is passionate about helping staffing firms grow through smart funding solutions and operational support.
See Full Bio
Minnesota modifications to earned safe and sick time meal and rest break requirements and paid leave insurance tax rates

Minnesota: Modifications to Earned Safe and Sick Time, Meal & Rest Break Requirements, and Paid Leave Insurance Tax Rates

Whats New?

The State of Minnesota enacted new requirements for employee break times and minor changes to Earned Sick and Safe Time (ESST) laws during the short 2025 special session. Governor Tim Walz (D) signed bill SF 17 into law on June 14, 2025.

What Does This Mean For You?

Minnesota Fair Labor Standards Act Changes

The following will be in effect on January 1, 2026:

  • Rest Breaks: Employers must allow an employee during each four consecutive hours of work to have a rest break of at least 15 minutes or enough time to use the nearest convenient restroom, whichever is longer. The law previously required the employer to allow the employees “adequate time from work.”
 
  • Meal Breaks: Employers must allow each employee working for six or more consecutive hours a meal break of at least 30 minutes. The law previously required a meal break with sufficient time to eat a meal when an employee worked eight consecutive hours. Employers are not required to pay employees during meal breaks.
 
  • Penalties: If an employer does not allow the rest or meal breaks, the employer may be liable for the rest or meal break time that should have been allowed at the employee’s regular rate of pay, plus an additional equal amount as liquidated damages.
Earned Sick and Safe Time (ESST) Changes

The following ESST laws took effect July 1, 2025, except where noted:

  • Notice: When the need to use ESST is unforeseeable, an employer may require notice of the need for ESST “as reasonably required by the employer.”  The law previously allowed an employer to require notice “as soon as practicable.”
 
  • Documentation: Employers may now require reasonable documentation when an employee uses ESST for more than two consecutive scheduled workdays. This is a reduction from the prior requirement that an employee must use ESST for more than three consecutive scheduled workdays for documentation to be required.
 
  • Replacement Workers: Employers cannot require an employee to find a replacement worker to cover the ESST hours they use. However, a provision was added clarifying that employees are not prohibited from voluntarily seeking or trading shifts with another worker to cover the ESST hours.
 
  • Advancing ESST: Effective January 1, 2026, employers may advance ESST to an employee based on the number of hours the employee is anticipated to work for the remaining portion of the accrual year. However, if the advanced amount is less than the amount the employee would have accrued based on the actual hours worked, the employer must provide the additional ESST to make up the difference.
Paid Family and Medical Leave Entitlement Changes

Additionally, bill SF 17 modifies the state’s family-leave insurance law by capping the maximum tax rate for employers in any given year at 1.1%, lowered from 1.2%. When the program goes into effect in 2026, the rate will be 0.88% for employers.

Have Questions?

For more information and requirements of Work Breaks and Rest Periods

For more information and requirements of ESST

Contact Information

To contact the Department of Labor and Industry via telephone or email:

Phone: (651) 284-5075 or (800) 342-5354

Email: dli.laborstandards@state.mn.us

Email: esst.fli@state.mn.us

Stay Informed. Stay Compliant. Grow With Confidence.

Explore our website to find more staffing insights. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.

author avatar
Tyler Tierney
Tyler Tierney is a funding expert at Madison Resources, specializing in helping staffing firms secure the capital they need to grow. With a strong track record of supporting both established companies and startups, Tyler works closely with clients to design strategic funding solutions and operational plans that maximize business potential and drive sustainable growth.
See Full Bio
10 Proven Strategies to Hire Employees for Small Businesses

10 Proven Strategies to Hire Employees for Small Businesses

Hiring the right people is one of the biggest challenges small businesses and staffing firms face. Growth is impossible without strong internal talent—especially revenue producers like recruiters and sales staff. Without them, your business plateaus, only replacing lost work instead of scaling up.

So, how do you attract and retain the employees who can help your business move forward? Here are practical strategies for recruiting top talent in today’s competitive market.

1. Start With Your "Farm System"

One of the best places to find great candidates is within your own network. If you’ve had long-term contract employees who already know your clients and job environments, consider developing them into recruiters or salespeople. With training, they could become loyal, high-performing members of your team.

2. Build and Protect Your Online Reputation

Think about how people buy products today—they check reviews first. The same applies to potential employees. Candidates will research your company on social media and platforms like Glassdoor before applying.

Encourage current employees and even clients to share their positive experiences online. A strong reputation helps you stand out to job seekers who are evaluating their options.

3. Offer Competitive Pay

A common mistake small businesses make is setting salaries based on their budget instead of market rates. If a position typically pays $10 per hour, offering $8.75 won’t attract qualified candidates. Research the going rate and match it if you want top talent.

4. Provide Benefits That Matter

Benefits aren’t just perks—they’re expectations. Offering medical, dental, and life insurance can give you a serious recruiting edge. If your budget is tight, explore options through your Chamber of Commerce or business associations, which often provide access to group insurance plans at lower rates.

5. Highlight Lifestyle and Work-Life Balance

Money isn’t everything. Many employees care just as much about lifestyle and balance. If your area offers great outdoor activities, cultural opportunities, or family-friendly amenities, make those part of your pitch.

More importantly, foster an environment that supports balance: reasonable schedules, flexible hours, and remote work options can set you apart.

6. Get Creative With Perks

Small businesses may not compete with corporate giants on perks, but they can innovate. Think outside the box:

  • Local gym or spa discounts instead of an on-site fitness center

  • Pet-friendly policies

  • Childcare options or flexible schedules for parents

These unique perks can make your workplace memorable and attractive.

7. Show Growth Opportunities

Most employees aren’t looking for a dead-end job. They want advancement, skill-building, and the chance to take on more responsibility. Whether it’s promotions, leadership training, or financial incentives tied to performance, make the career path clear when you recruit.

8. Use Incentives and Profit Sharing

Incentive programs—such as retreats, bonus points, or milestone rewards—recognize hard work and boost morale. Profit-sharing takes it a step further by giving employees a stake in your company’s success. Even small bonuses tied to performance can build loyalty and attract ambitious candidates.

9. Consider Signing Bonuses

In competitive markets, a signing bonus may be the nudge that seals the deal. Just be sure it’s meaningful and tied to a minimum employment period so you don’t end up with high turnover.

10. Expand Your Recruitment Reach

Don’t limit your search to a local newspaper ad. Use job boards, social media platforms, and university job centers. Consider advertising in neighboring cities. And don’t underestimate the power of employee referrals—offering referral bonuses can turn your current staff into your best recruiters.

Final thoughts: Make the Offer They Can't Refuse

There are plenty of talented people out there—you just need to show them why your business is the right choice. By offering competitive compensation, unique perks, growth opportunities, and a strong reputation, you’ll give your small business the best chance of attracting (and keeping) the high-quality employees you need to grow.

Ready to start your funding journey? Partner with Madison Resources today [apply here]

Explore our website to find more staffing insights. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence. 

author avatar
Tyler Tierney
Tyler Tierney is a funding expert at Madison Resources, specializing in helping staffing firms secure the capital they need to grow. With a strong track record of supporting both established companies and startups, Tyler works closely with clients to design strategic funding solutions and operational plans that maximize business potential and drive sustainable growth.
See Full Bio