What We Do

We are a private, employee-owned company that specializes in administering employee leaves of absence as well as designing, implementing, and administering self-insured short-term disability plans, including voluntary plans that replace California State Disability Insurance (SDI).

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photo_disability_large If you are interested in exploring self insuring your short term disability plan, contact The Larkin Company today

Disability Plans

What We Do

The Larkin Company helps employers explore the advantages and savings that result from self-insuring short-term income replacement programs. By self-insuring, the employer takes complete control over the benefit and funding design as well as the processes. From initial concept through implementation and claims administration, we’re experts.

Why Self Insure Your Short Term Disability Plan?

Self-insurance is a very popular funding tool used by many companies to control the cost of employee benefits. It is particularly attractive because, in most circumstances, the losses are easily forecast and paid out over time.

In some instances, employers are already self-insured in that they continue to pay a portion of the employee’s salary through payroll while the employee is disabled. This may be in accordance with a formal company policy, e.g., “salary continuation,” or an informal payroll practice. In either case, companies are often interested in obtaining professional medical management for the disability. The Larkin Company provides medical management and adjudication of such disabilities and can either issue benefit payments directly or provide the employer with advice-to-pay.

With The Larkin Company, plans are designed and administered to meet individual client needs. We provide interested companies with a comprehensive Feasibility Study to determine if self-insurance is a good alternative.

The Larkin Company has expertise in:

  • Designing and administering self-insured short-term disability plans
  • Self-Insured State Disability Plans, also called voluntary plans
  • Advice-to-Pay
  • Paid Family Leave as a part of the administration of self-insured voluntary plans
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photo_sdi_large If you are interested in self insuring your state disability insurance or voluntary plan, contact The Larkin Company today

California SDI

What We Do

The Larkin Company has been designing and administering self-insured State Disability Insurance Plans (known as “voluntary plans”) for more than 25 years. The principals of The Larkin Company are recognized as experts in this field.

Why Self-Insure California State Disability Insurance?

Self-insurance is a very popular funding tool used by many companies to control the cost of employee benefits. It is particularly attractive because, in most circumstances, the losses are easily forecast and paid out over time.

SDI is funded entirely through a payroll tax on individual employee earnings. In recent years, the SDI contribution rate has been as high as 1.2%. As a result, many employers are able to offer benefits greater than or similar to SDI at the same or lower cost to the employee. There is no cost to the employer to implement and administer a self-insured plan.

With The Larkin Company, plans are designed and administered to meet individual client needs. We provide interested companies with a comprehensive Feasibility Study to determine if self-insurance is financially viable and a good alternative.

The Larkin Company assists with:

  • Plan Design
  • Employee Communication and Enrollment
  • Plan Documentation
  • Legal Compliance
  • Ongoing Claims Administration, Consulting and Support
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photo_leave_large If you are interested in outsourcing your leave administration, contact The Larkin Company today

Leave Administration

Managing Employee Leaves

When the Family Medical and Leave Act (FMLA) passed into law on February 5, 1993, employee leaves of absence changed dramatically. The FMLA requires employers to grant leaves to employees for up to 12 weeks and to protect the employee’s job during the leave.

Managing employee leaves of absence and complying with federal and state laws governing such leaves has become confusing for employers and employees alike. When do the various laws run concurrently? When are they exclusive? Which law provides the greater protection or benefit? To what lengths should employers go to merely comply with the various laws? What problems are created by being more generous than the law requires?

With The Larkin Company, employers gain consistent application of company policy and the law, expert help for employees during a complicated time and customized processes meeting the individual client’s needs.

Why outsource Leave Administration?

The Larkin Company’s services include:

  • Guidance in writing or updating leave policies to comply with federal and state law
  • Consistent application of company policy and the law
  • Customized processes that meet the individual client needs
  • Personalized employee communication
  • Periodic alerts to management and human resources regarding leave status
  • Certification and tracking of both protected and unprotected (e.g., personal) leaves
  • Sensitive help for employees during a complicated time
  • Integration with disability plans

Our clients include companies of all sizes with employees in multiple states that are interested in complying with federal and state laws governing employee leaves of absence.

Our Market

Our clients include companies of all sizes with employees in multiple states that are interested in complying with federal and state laws governing employee leaves of absence.

Because we customize our processes to fit individual client needs, we provide solutions for the employer that has limited or no resources as well as the employer that is interested in reallocating resources.

WE HAVE CLIENTS IN ALL INDUSTRIES

High Technology

High Technology

High Technology

Construction

High Technology

Service

High Technology

Retail

High Technology

Agriculture

High Technology

Manufacturing

OUR SOLUTIONS ARE CUSTOM

Solutions are designed to meet the individual expectations of our client.

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photo_market_large Our solutions are designed to meet the individual expectations of our client

Our Market

Our clients include companies of all sizes with employees in multiple states that are interested in complying with federal and state laws governing employee leaves of absence. Because we customize our processes to fit individual client needs, we provide solutions for the smaller employer that has limited or no resources as well as the larger employer that is interested in reallocating resources.

Our clients include high technology companies with highly technical and well-educated employees as well as companies in service industries with minimum wage workers and high employee turnover. Our solutions are designed to meet the individual expectations of our client. Consider that our goal is 100% client retention.

Self-insured disability plans are usually a solution for companies with at least 500 employees. This threshold will vary depending on factors such as employee demographics, the client’s objectives, the client’s risk tolerance and other variables. The Larkin Company offers a variety of approaches depending on the individual client’s needs.

We design highly customized and personalized processes based on each client’s situation. As a result, we appeal to companies who seek a unique approach to the administration of its programs and the highest level of service.

How We Integrate

While we offer our services on an a la carte basis, we fully integrate the leave and disability management process for many of our clients. To us, "integration" means a single point of contact from intake until the employee returns to work. It means the client's support team works on a single, integrated system. It means fully integrated process flows that we design with the client to meet its expectations. Talk with us about the efficiencies and service enhancements that result from integrating employee leaves with disability management.

Who We Are

We believe that our level of service and support separates us from our competition, and we invite anyone to ask our clients if this is not the case.

Founded in January 2001 with headquarters in Santa Clara, CA.

The Larkin Company is a private, employee-owned company. We are a young, profitable company with many years experience in the administration of employee benefit programs. We are passionate about providing outstanding service and strive for 100% client retention.

Tom Larkin, Founder

News & Updates

We keep up to date on the latest policy changes.

  • The Larkin Company Newsletter

    New York State Paid Family Leave

    Beginning January 1, 2018, New York employees may take job-protected, paid leave to bond with a new child, care for a seriously ill family member, or for a qualifying military exigency. This benefit will be phased in over four years beginning with 8 weeks of paid leave in 2018, 10 weeks in 2019 and 12 […]

  • New York State Paid Family Leave

  • EDD Announces 2017 Changes to State Disability Insurance

  • California EDD Updates 2017 DI Fund Forecast

  • New Paid Family Leave Laws

  • Change to California Unemployment Code Relating to Disability Waiting Period

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The Larkin Company Newsletter

New York State Paid Family Leave

Beginning January 1, 2018, New York employees may take job-protected, paid leave to bond with a new child, care for a seriously ill family member, or for a qualifying military exigency. This benefit will be phased in over four years beginning with 8 weeks of paid leave in 2018, 10 weeks in 2019 and 12 weeks in 2021.  Full-time employees are eligible for this benefit after 26 weeks of employment.  The benefit will be 50% of an employee’s salary capped at 50% of the State Average Weekly Wage beginning in 2018, increasing to a 67% benefit capped at 67% of the State Average Weekly Wage in 2021.

What does this mean for Employers with New York Employees?

The February 2017 draft regulations of the New York Paid Family leave (expected to be finalized in June 2017) requires that employers meet the following requirements:

  • Employers must continue health coverage for any employee using NY Paid Family Leave.  However, employees are required to pay his or her portion of the premium while on leave.  (380-7.4)
  • Employers are required to reinstate employees taking Paid Family Leave to his or her employment.  (380-8.1)
  • Employers are required to purchase Paid Family Leave insurance or self-insure.  The premium for the policy may be paid for by your employees.  Employers need to contact their current New York Disability Benefits carrier to add Paid Family Leave coverage.  For employers with disability coverage, the disability and family leave benefits must be provided by a single insurance policy.  (380-10.2)
  • Complete the Employer portion of the Request for Paid Family Leave (Form PFL-1) for each employee who files a Paid Family Leave Claim.  (Draft version of form)

Final Paid Family Leave Regulations are pending and will be released by June 2017. If you have questions regarding New York Paid Family Leave, The Larkin Company is here to help.  Please contact us and we will schedule a time to review your plans and policies.

EDD Announces 2017 Changes to State Disability Insurance

The California Employment Development Department (EDD) has announced that the 2017 employee contribution rate for State Disability will remain at .9%. The taxable wage base from which the contributions will be taken will increase from $106,742 to $110,902, and the maximum cost to an employee will be at $998.12.

SDI provides disability and Paid Family Leave (PFL) benefits equal to 55% of the employee’s base period earnings.  For 2017 the maximum weekly benefit will increase from $1,129 to $1,173.

California permits employers to opt out of SDI and establish a private plan for Voluntary Disability Insurance (known as a “voluntary plan”), provided certain requirements are met.  Among these requirements are that the voluntary plan’s employee cost be no more than the cost for SDI and that benefits are paid by the plan at least equal to what SDI would pay.

The Larkin Company will reach out to clients for whom we administer a voluntary plan to assist them in planning for 2017.

California EDD Updates 2017 DI Fund Forecast

California State Disability Insurance Fund Forecast for 2017

The California Employment Development Department (EDD) has announced its May forecast for the 2017 Disability Insurance (DI) Fund.  The DI fund provides State Disability Insurance and Paid Family Leave benefits for California employees.   The 2017 employee contribution rate is expected to remain at 0.9%; the maximum weekly benefit is expected to increase from $1,129 to $1,156; and the taxable wage base from which DI contributions can be made is expected to increase from $106,742 to $109,295.

California employers may opt out of the state DI if a private plan, Voluntary Disability Insurance (VDI), is established and certain requirements are met.  Two of these requirements are that the employee cost of VDI cannot be more than what the employee pays for DI and the benefits paid by VDI must be at least equal to what DI would pay.  For more information about VDI, please contact The Larkin Company.

The Larkin Company will reach out to clients for whom we administer VDI to assist them in planning for 2017.

New Paid Family Leave Laws

New York Paid Family Leave Becomes Law

San Francisco Ordinance Mandates 6 Weeks of Full Pay for New Parents          
     

New York employees will soon be able to take up to 12 weeks of paid family leave.  On April 4, 2016, New York Governor, Andrew Cuomo, signed Assembly Bill A3870A into law.  The New York law allows workers who have worked 26 weeks for an employer to take 12 partially paid weeks to care for a family member with a serious health condition, to bond with a new child, or because of a qualifying exigency for a spouse, domestic partner, child or parent called into active duty in the US Armed Forces.  The benefit will be phased in from 2018 to 2021.  In 2018, employees will be entitled to 8 weeks of leave paid at 50% of an employee’s average weekly wage, capped at 50% of the statewide average weekly wage.   By January 1, 2021, employees will be eligible for 12 weeks of paid leave at 67% of an employee’s average weekly wage capped at 67% of the statewide average weekly wage. The benefit will be funded by workers through payroll deduction.   New York joins California, New Jersey and Rhode Island as the fourth state to provide paid family leave.

On April 5, 2016 in a unanimous vote by the San Francisco Board of Supervisors, San Francisco became the first municipality to mandate that employers with 20 or more employees offer full pay for new parents. Under the new Paid Parental Leave for Bonding With a New Child, San Francisco employers will be required to pay employees the difference between their regular pay and the California Paid Family Leave benefit.  The ordinance will go into effect January 1, 2017 for employers with 50 or more employees and will be gradually phased in for smaller businesses.

The Larkin Company will reach out to clients for whom we administer a voluntary plan to assist them in planning.

Change to California Unemployment Code Relating to Disability Waiting Period

Change to California Unemployment Code Relating to Disability Waiting Period

Effective July 1, 2016, the 7-day waiting period will be waived for an employee who has already served a waiting period, if a subsequent disability claim is filed due to the same or related cause or condition within 60 days of returning to work.   SB 667, signed into law on September 28, will benefit employees who suffer from chronic conditions or who have a re-occurrence of a previous condition within a short duration of time.   Under current law, an employee that returns to work after a period of disability, and then goes back out of work within 14 days due to the same or similar condition, does not need to serve another 7-day waiting period before benefits are payable.  With this change, the 14-day time frame for employees to return to work and then file a subsequent claim for disability benefit due to the same or related condition will extend to 60 days.

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New York State Paid Family Leave

Beginning January 1, 2018, New York employees may take job-protected, paid leave to bond with a new child, care for a seriously ill family member, or for a qualifying military exigency. This benefit will be phased in over four years beginning with 8 weeks of paid leave in 2018, 10 weeks in 2019 and 12 weeks in 2021.  Full-time employees are eligible for this benefit after 26 weeks of employment.  The benefit will be 50% of an employee’s salary capped at 50% of the State Average Weekly Wage beginning in 2018, increasing to a 67% benefit capped at 67% of the State Average Weekly Wage in 2021.

What does this mean for Employers with New York Employees?

The February 2017 draft regulations of the New York Paid Family leave (expected to be finalized in June 2017) requires that employers meet the following requirements:

  • Employers must continue health coverage for any employee using NY Paid Family Leave.  However, employees are required to pay his or her portion of the premium while on leave.  (380-7.4)
  • Employers are required to reinstate employees taking Paid Family Leave to his or her employment.  (380-8.1)
  • Employers are required to purchase Paid Family Leave insurance or self-insure.  The premium for the policy may be paid for by your employees.  Employers need to contact their current New York Disability Benefits carrier to add Paid Family Leave coverage.  For employers with disability coverage, the disability and family leave benefits must be provided by a single insurance policy.  (380-10.2)
  • Complete the Employer portion of the Request for Paid Family Leave (Form PFL-1) for each employee who files a Paid Family Leave Claim.  (Draft version of form)

Final Paid Family Leave Regulations are pending and will be released by June 2017. If you have questions regarding New York Paid Family Leave, The Larkin Company is here to help.  Please contact us and we will schedule a time to review your plans and policies.

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EDD Announces 2017 Changes to State Disability Insurance

The California Employment Development Department (EDD) has announced that the 2017 employee contribution rate for State Disability will remain at .9%. The taxable wage base from which the contributions will be taken will increase from $106,742 to $110,902, and the maximum cost to an employee will be at $998.12.

SDI provides disability and Paid Family Leave (PFL) benefits equal to 55% of the employee’s base period earnings.  For 2017 the maximum weekly benefit will increase from $1,129 to $1,173.

California permits employers to opt out of SDI and establish a private plan for Voluntary Disability Insurance (known as a “voluntary plan”), provided certain requirements are met.  Among these requirements are that the voluntary plan’s employee cost be no more than the cost for SDI and that benefits are paid by the plan at least equal to what SDI would pay.

The Larkin Company will reach out to clients for whom we administer a voluntary plan to assist them in planning for 2017.

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California EDD Updates 2017 DI Fund Forecast

California State Disability Insurance Fund Forecast for 2017

The California Employment Development Department (EDD) has announced its May forecast for the 2017 Disability Insurance (DI) Fund.  The DI fund provides State Disability Insurance and Paid Family Leave benefits for California employees.   The 2017 employee contribution rate is expected to remain at 0.9%; the maximum weekly benefit is expected to increase from $1,129 to $1,156; and the taxable wage base from which DI contributions can be made is expected to increase from $106,742 to $109,295.

California employers may opt out of the state DI if a private plan, Voluntary Disability Insurance (VDI), is established and certain requirements are met.  Two of these requirements are that the employee cost of VDI cannot be more than what the employee pays for DI and the benefits paid by VDI must be at least equal to what DI would pay.  For more information about VDI, please contact The Larkin Company.

The Larkin Company will reach out to clients for whom we administer VDI to assist them in planning for 2017.

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New Paid Family Leave Laws

New York Paid Family Leave Becomes Law

San Francisco Ordinance Mandates 6 Weeks of Full Pay for New Parents          
     

New York employees will soon be able to take up to 12 weeks of paid family leave.  On April 4, 2016, New York Governor, Andrew Cuomo, signed Assembly Bill A3870A into law.  The New York law allows workers who have worked 26 weeks for an employer to take 12 partially paid weeks to care for a family member with a serious health condition, to bond with a new child, or because of a qualifying exigency for a spouse, domestic partner, child or parent called into active duty in the US Armed Forces.  The benefit will be phased in from 2018 to 2021.  In 2018, employees will be entitled to 8 weeks of leave paid at 50% of an employee’s average weekly wage, capped at 50% of the statewide average weekly wage.   By January 1, 2021, employees will be eligible for 12 weeks of paid leave at 67% of an employee’s average weekly wage capped at 67% of the statewide average weekly wage. The benefit will be funded by workers through payroll deduction.   New York joins California, New Jersey and Rhode Island as the fourth state to provide paid family leave.

On April 5, 2016 in a unanimous vote by the San Francisco Board of Supervisors, San Francisco became the first municipality to mandate that employers with 20 or more employees offer full pay for new parents. Under the new Paid Parental Leave for Bonding With a New Child, San Francisco employers will be required to pay employees the difference between their regular pay and the California Paid Family Leave benefit.  The ordinance will go into effect January 1, 2017 for employers with 50 or more employees and will be gradually phased in for smaller businesses.

The Larkin Company will reach out to clients for whom we administer a voluntary plan to assist them in planning.

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Change to California Unemployment Code Relating to Disability Waiting Period

Change to California Unemployment Code Relating to Disability Waiting Period

Effective July 1, 2016, the 7-day waiting period will be waived for an employee who has already served a waiting period, if a subsequent disability claim is filed due to the same or related cause or condition within 60 days of returning to work.   SB 667, signed into law on September 28, will benefit employees who suffer from chronic conditions or who have a re-occurrence of a previous condition within a short duration of time.   Under current law, an employee that returns to work after a period of disability, and then goes back out of work within 14 days due to the same or similar condition, does not need to serve another 7-day waiting period before benefits are payable.  With this change, the 14-day time frame for employees to return to work and then file a subsequent claim for disability benefit due to the same or related condition will extend to 60 days.