Insurance Wholesaler: 10 Things You Didn’t Know About DBL Center

Things are changing rapidly across the country with new legislation related to PFL for coronavirus. Besides maintaining our position as one of the top insurance wholesalers in New York (and beyond), we are striving to be your COVID-19 insurance resource center in New York and across the northeast U.S.

Even before COVID-19 hit the U.S., the DBL Center had been on top of changing paid family leave benefits in Massachusetts and Connecticut – leading to relationships with brokers in new regions.

Whether you’ve been part of the DBL Center family for decades or have recently started writing your policies through us, we compiled a list of 10 things we bet you didn’t know about DBL Center, one of the top insurance wholesalers in New York, serving the tri-state area, New England, and insurance brokers across the U.S.

1. DBL Center’s proprietary Broker Dashboard app makes it easy to remotely manage policies wherever you’re working.

By now, most insurance brokers in New York, New Jersey, Massachusetts, and Connecticut have transitioned to remote work as part of shelter-in-place or stay-at-home orders from the governors in their states.

As a cloud-based app, DBL Center’s Broker Dashboard makes it easy for our brokers to log in from any computer or mobile device with an Internet connection. We introduced our Broker Dashboard three years ago to make it easier for brokers to manage their policies in a world just beginning to embrace a mobile workforce.

Now, the Broker Dashboard has become an essential tool during the pandemic, enabling brokers to continue to bind policies and manage accounts while they practice social distancing and work from home.

2. When you bind DBL / PFL in real time, it is automatically linked to your personalized Broker Dashboard.

Even as we fight COVID-19, business continues. Brokers can bind DBL and PFL in real time through our website and new accounts are automatically linked to your personalized Broker Dashboard for easy remote management.

3. DBL Center brokers receive customized Broker Dashboard reports of renewals, cancellations and reinstated policies every two weeks, making it easier to track what you earn – and what you keep.

Reports are automatically emailed on the first and 15th of every month, enabling you to provide your customers with proactive service and also see where your book of business stands at a glance.

4. DBL Center’s chat feature makes it easy to reach a knowledgeable DBL Center rep to answer questions or write policies at any time.

Pandemic or not, we are here to answer your questions and help you bind new policies. You can start a chat with us any time, from any page of our website. Get answers to questions about new legislation related to coronavirus, insurance claims during the pandemic, or anything else related to PFL or DBL in your state.

5. In the past three years, DBL has expanded its offerings from NY, NJ and Hawaii into Massachusetts and Connecticut as a result of new Paid Family Leave policies.

Our home state of New York set the precedent for generous Paid Family Leave policies three years ago and DBL Center was at the forefront of helping brokers transition to DBL policies with PFL riders. Now, we are here to help Connecticut and Massachusetts brokers write Family Medical Leave Act (FMLA) coverage in their own states.

6. DBL Center is your go-to source for ever-changing COVID-19 legislation as it relates to paid leave and disability benefits.

We recently launched a COVID-19 resource center for brokers writing DBL and PFL in New York. We were one of the first in our industry to report on the federal Families First Act and how it will affect insurance claims. We are working virtually round-the-clock to provide updated news and information as it happens.

7. DBL Center’s COVID-19 Claim Pre-screening software can save brokers time by weeding out ineligible PFL or DBL Claims related to the coronavirus.

Many people are trying to make PFL claims due to the coronavirus. But the legislation is very specific as to who qualifies for PFL during the coronavirus. Our pre-screening software saves brokers time by enabling business owners, HR representatives, and individuals determine if they or their employees qualify for PFL as a result of coronavirus. In many cases, the answer is no and they should be applying for aid through the Families First Act or filing for unemployment.

8. DBL Center’s video series, Rep Roundtable, spotlights top insurance carriers discussing industry trends.
Our highly regarded video series helps you get to know the people behind the policies you write, follow emerging industry trends, and get ideas to improve your business.

9. DBL Center is a second-generation, family-owned business founded by David Cohen and now owned by his son Michael Cohen.

David Cohen launched the DBL Center in 1976. Michael Cohen took over as President and CEO after his father’s passing. Michael has expanded the business to provide FMLA coverage in Massachusetts. He has also introduced state-of-the-art technology making it even easier for brokers to “keep more of what they earn,” in the words of the late David Cohen.

10. DBL Center is your white-label, white-glove back office team to get your customers the lowest premiums and best service.

David Cohen started The DBL Center based on a business model that followed the boutique hotels he loved to visit on vacations, delivering white-glove, concierge-level service to brokers in a way that was unprecedented at the time.

David Cohen’s legacy lives on in the creativity, vibrancy, and innovation Michael brings to the company. DBL Center continues to deliver the same level of customer service as it always has, leveraging carrier relationships and cutting-edge technology to provide brokers with the lowest premiums available and the highest levels of service.


FMLA vs PFL: What’s the Difference?

FMLA vs PFL: The DBL Center explores the differences

Since New York introduced Paid Family Leave, there has been a lot of confusion. Brokers, HR directors, employers and employees are just beginning to understand what PFL means and who it will affect.

One point of confusion: Many people believe the Family and Medical Leave Act (FMLA), the federal law put into place during the Obama administration, is the same as New York’s PFL.

In fact, the two are loosely related, and can be applied in conjunction with each other.

But they are not the same thing.

FMLA vs PFL: What Is The Difference?
For starters, FMLA is a federal level law, while PFL provides benefits to employees at the state level.

The key difference in FMLA vs PFL is that FMLA is not a paid leave. It offers no compensation to employees taking time off. PFL in New York, on the other hand, provides both job protection and income for employees on leave.

Read on as The DBL Center, your expert in Paid Family Leave in the New York Tri-State area, explains more  you should know about FMLA vs PFL.

What Is the Family and Medical Leave Act (FMLA)?
The Family Medical Leave Act was signed into law by the federal government to protect the jobs of employees who have to take time off for medical reasons of their own or to care for a sick or disabled family member.

When the employee returns from leave, the employer must be able to provide that employee with the same position they had before or one that is equivalent in pay, benefits, and status. While the employee is out on leave, the employer must also maintain their benefits at the same level as when they were working.

FMLA vs PFL: Who Can Make a Claim?
FMLA legislation applies to people who take medical leave for themselves or take time off to care for a loved one.

On the other hand, Paid Family Leave applies only to employees taking time off to care for family members. Employees can make a PFL claim to take time off to care for ill or disabled family members, infants, adopted or foster children within the first year of care, or any family member while a spouse in the military has been deployed.

Employees who are ill or injured, themselves, would need to file a DBL claim in New York to receive income while they cannot work. They are not eligible for PFL. However, the employee’s job would be protected on the federal level by FMLA if they meet the other requirements, such as total number of hours worked for that employer.

Eligibility Requirements for FMLA vs PFL
FMLA applies to companies with 50+ employees. PFL is available to any eligible employee working for a business with one or more employees. This makes PFL available to more New Yorkers than FMLA.

The employment requirements for PFL are also less stringent. Employees working 20+ hours per week must have worked for 26 consecutive weeks at their current, covered employer to make a PFL claim. Part-time employees who work less than 20 hours per week must have worked at least 175 days for their current employer.

On the other hand, employees must have worked at least 1,250 hours each month for the past 12 months at their current employer to qualify for job protection under FMLA.

FMLA vs PFL: Other Important Differences
There are a few other differences in FMLA vs PFL, such as how the federal government and the state government define family. For instance, the FMLA does not protect the jobs of employees who take time off to care for an in-law. Employees would make a PFL claim, instead, for income and job protection.

The rules of FMLA vs PFL also differ slightly for members of the military and their spouses.

Finally, the federal government offers FMLA time off in increments of 15 minutes, while employees make a PFL claim for time in days, which will gradually increase to a maximum of six weeks by 2021.

NJ Family Leave Act: What Is It?
To further complicate things, if you live in the New York tri-State area, you may also have heard of the New Jersey Family Leave Act. Where does NJ FLA fit in?

New Jersey’s FLA, similarly to the federal FMLA program, does not provide New Jersey workers with paid leave. It only offers job protection to those employees. New Jersey employees would make a TDB (Temporary Disability Benefits) claim to receive income if they are unable to work due to medical reasons.

Similar to PFL in NY, the FLA is broader than the FMLA in its definition of “parents.” New Jersey employees can take time off to care for in-laws, step-parents, foster parents, adoptive parents, or anyone with a parent-child relationship with the employee.

Putting It All Together

New York’s new PFL coverage puts our home state on the cutting edge of protecting and providing for employees caring for family members. It exceeds FMLA coverage in many ways, including a broader scope and paid benefits for claimants.

However, the FMLA was an important stepping stone toward PFL adoption. It is also important to protect employees in other states, who may not have access to PFL benefits to protect their jobs and provide them with a living wage during leave.

As a broker, it’s important to understand the difference in FMLA vs PFL. If your customers ask, you want to be prepared with the right answers. Presenting yourself as an expert in PFL coverage will help you gain the trust of your customers and pave the way to referrals and increased profits through the sale of enriched DBL and ancillary benefits.

PFL is Almost Here:
Visit our PFL resource center to be sure you are ready.