Month: March 2020

Covid-19 Updates

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Due to the continuous changes in the new regulations and policies issued by government agencies on both the state and federal level related to the  COVID-19 pandemic, Keevily has made a compilation with information, links, and webinars organized by topics that we consider an essential resource for your company. These official links will be updated daily. We know that, like us, you are receiving hundreds of emails with information related to this situation. Instead of overloading our clients with regular emails, we think it is best to make available these official links, webinars and additional information that you can turn to in search of accurate and up-to-date information.

Your Keevily team remains operating at 100% capacity as we made the necessary accommodations for our employees to work remotely and continue providing the service you deserve.  We hope that you find this information a helpful resource.  Please do not hesitate to contact us with any questions. 

Covid-19 – Important links

Restarting your business

CDC (Centers for Disease Control and Prevention) Reopening Guidance: https://www.cdc.gov/coronavirus/2019-ncov/community/reopen-guidance.html
United States Government Plan: https://www.whitehouse.gov/openingamerica/
Industry Specific Resources: https://www.backtoworksafely.org/

About the disease

Government Response to Coronavirus, COVID-19: https://www.usa.gov/coronavirus

New York State Department of Health has established a website and telephone number that provide the latest, most comprehensive information about the State’s response to the virus.

NYS DOH Coronavirus Hotline:     1-888-364-3065 (fully language accessible)
NYS DOH Coronavirus Website:    https://coronavirus.health.ny.gov/home

Other Helpful Resources:

The U.S. Chamber of Commerce: https://www.uschamber.com/coronavirus
Small Business Administration: https://www.sba.gov/
Centers for Disease Control and Prevention https://www.cdc.gov/coronavirus/2019-ncov/travelers/index.html
NYS Department of Labor: https://www.labor.ny.gov/home/
NYS Department of Financial Services: https://www.dfs.ny.gov/

NYS Information

Re-opening NYS: Construction guidelines for Employers and Employees. Mandatory and Recommended Best Practices
ESD CONSTRUCTION STAGING GUIDANCE: https://esd.ny.gov/guidance-executive-order-2026

Return to work plan by Industry (you need to be member of our Safety Groups to access this information:
Guide to Creating a Return to Work Action Plan
Coronavirus Action Plan – General Industries
Coronavirus Action Plan – Retail
Coronavirus Action Plan – Manufacturing
Coronavirus Action Plan – Construction

5-28-2020 New York State Loan Program Open 
The application process for New York State’s ‘New York Forward Loan Program’ of $100 million to provide affordable and flexible loans to small businesses that did not receive federal aid is now open. The program will focus on women and minority owned businesses and be limited to businesses with 20 or fewer employees and with gross revenues of less than $3 million. CLICK HERE

NYS Workers Compensation Board
Stakeholder Briefing Now Available: WCB COVID-19 Outbreak Response
The New York State Workers’ Compensation Board has created a briefing to inform stakeholders about the Board’s actions in response to the COVID-19 outbreak. The briefing provides a summary of the actions the Board has taken to date, with links to more detailed information.
Please see NYS Workers’ Compensation Board COVID-19 Outbreak Response.

Last updates
– Governor Cuomo Announces Financial and Administrative Relief for All New York State Hospitals. CLICK HERE
– Governor Cuomo and Mayor Mike Bloomberg Launch Nation-Leading COVID-19 Contact Tracing Program to Control Infection Rate. CLICK HERE
– New York Smart Cities Innovation Partnership Program – CLICK HERE
– ESD’s Guidance on Essential Businesses was updated on April 19, at 9:45am. CLICK HEREto find the updated guidance.

Information for Business Owners

General Information

NYS Business FAQ: https://esd.ny.gov/novel-coronavirus-faq-businesses
NYSIF Portal: https://ww3.nysif.com/en/FooterPages/Column1/AboutNYSIF/COVID-19

HR

Paid Family Leave: https://paidfamilyleave.ny.gov/covid19#faqs

Webinars

The Impact of the Coronavirus on Employers.
We encourage you to watch this video from “The Business Council of New York”. As COVID-19 cases continue to rise in New York State, it is important that employers and employees understand the impacts of the virus and how the strand affects individuals, day to day business and the economy.

Family First Coronavirus Response Act | What Employers Need to Know

Learn about the most recent developments affecting employers from a human resources perspective and gain insights into what legislation may be coming later this week.

Webinar link

Loans and Financial Resources for Business

SBA Paycheck Protection Program Opening at 10:30am April 27th
Lenders may resume processing Paycheck Protection Program applications beginning at 10:30am today. Additionally, the SBA has recently posted an updated FAQ for lenders and borrowers. CLICK HERE 

Federal Relief Bill Approved
On Friday, April 24, President Trump signed a $484 billion federal relief bill into law that will provide an additional $310 billion in funding to the Paycheck Protection Program designed to keep employees on small company payrolls. 
CLICK HERE for US Chamber Bill Summary
CLICK HERE for Full Bill Text

Empire State Development Resource Guide to COVID-19 SBA Disaster Loans: https://esd.ny.gov/resource-guide-covid-19-sba-disaster-loans
Coronavirus (COVID-19): Small Business Guidance & Loan Resources: https://www.sba.gov/page/coronavirus-covid-19-small-business-guidance-loan-resources
The Shared Work Program: https://www.labor.ny.gov/ui/employerinfo/shared-work-program.shtm
Assistance & Guidance for Businesses Impacted Due to Novel Coronavirus: https://www1.nyc.gov/site/sbs/businesses/covid19-business-outreach.page

IRS Tax Relief

IRS: Coronavirus tax relief: https://www.irs.gov/coronavirus
Issues Guidance on Tax Credits for Coronavirus Paid Leave: https://www.irs.gov/newsroom/treasury-irs-and-labor-announce-plan-to-implement-coronavirus-related-paid-leave-for-workers-and-tax-credits-for-small-and-midsize-businesses-to-swiftly-recover-the-cost-of-providing-coronavirus

OSHA

OSHA is providing coronavirus-related guidance to help employers develop policies and procedures that address the following issues:

Construction work tasks associated with exposure risk levels: https://www.osha.gov/SLTC/covid-19/construction.html

OSHA has also announced they will be providing training grants for safety and health trainings. The press release can be found HERE
OSHA: Safety & Health topics: https://www.osha.gov/SLTC/covid-19/
OSHA: Guidance on Preparing Workplaces for COVID-19: https://www.osha.gov/Publications/OSHA3990.pdf

Cyber Security & scams warnings.

Guidance on Coronavirus Resources and Warnings about Consumer Scams: https://ag.ny.gov/coronavirus
Cyber Security: https://www.cisa.gov/    If you don’t have Cyber Insurance we can help you with that. Please call 1 (800) 523-5516

Cyber Attacks have increased 800% due the coronavirus outbreak.

There are several steps individuals, businesses, and government agencies can take to prevent a cyber-attack — even with so many remote workers.

  • Make sure everyone is using a VPN, or a virtual private network, to do office work from home.
  • Require devices to have two-factor authentication, which verifies a person’s identity before logging in.
  • Only use Wi-Fi networks that are password protected.
  • Companies should maintain a reliable back up for their data on a different network.
  • Organizations should make sure their antivirus software is up to date.
  • Everyone should think before they click on links and emails.

As always, Keevily remains committed to meeting the needs of you and your employees. We want to help you and your business during the difficult days and weeks ahead.

Thank you.

COVID-19 Disclaimer: Any statements contained herein relating to the impact of COVID-19 and/or the coronavirus on insurance coverage or any insurance policy is not a legal opinion, warranty, or guarantee and should not be relied upon as such. The situation surrounding COVID-19/coronavirus is changing constantly; as a result, any discussions that might take place may not necessarily reflect the latest information regarding recently-enacted, or pending or proposed legislation or guidance that could override, alter or otherwise affect existing insurance coverage. Answers to policy-specific questions will always depend on the terms and conditions of an individual policy and the specific facts relating to a potential claim. As insurance agents/brokers, we do not have the authority to make coverage decisions or render legal advice.

NYSIF: A message to our policyholders

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Dear Policyholder,
Extraordinary times call for extraordinary solutions. As the coronavirus (COVID-19) takes its toll on New York businesses, NYSIF stands ready to help by lowering your premium to reflect current business conditions and extending payment terms to those who need them. 

We realize that some of our policyholders may be experiencing financial difficulties at this time. If you’ve experienced a significant decrease in your payroll, please contact your Policy Representative or Safety Group Manager to lower your premium. If you are experiencing coronavirus-related financial difficulties, we can adjust your premium payments to help meet your financial situation. To obtain contact information for your Policy Representative, please visit our website and have your policy number handy. 

For those policyholders who do not have a NYSIF online account, we strongly encourage you to sign up; it’s simple and easy. Having an online account will allow you to access important, up to date policy information and will allow NYSIF to quickly and effectively communicate vital information to you. Create an online account now at nysif.com.  

There are a number of organizations offering coronavirus-related financial assistance. Below are two you may find helpful. 

NYC Small Business Services (grants to support your payroll and interest free loans) 

Small Business Administration (low interest loans)

As always, NYSIF remains committed to meeting the needs of you and your employees. We want to help you and your business during the difficult days and weeks ahead. Thank you.

NYSIF

Treasury, IRS and Labor announce plan to implement Coronavirus-related paid leave for workers and tax credits for small and midsize businesses to swiftly recover the cost of providing Coronavirus-related leave

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IR-2020-57, March 20, 2020

WASHINGTON — Today the U.S. Treasury Department, Internal Revenue Service (IRS), and the U.S. Department of Labor (Labor) announced that small and midsize employers can begin taking advantage of two new refundable payroll tax credits, designed to immediately and fully reimburse them, dollar-for-dollar, for the cost of providing Coronavirus-related leave to their employees. This relief to employees and small and midsize businesses is provided under the Families First Coronavirus Response Act (Act), signed by President Trump on March 18, 2020.

The Act will help the United States combat and defeat COVID-19 by giving all American businesses with fewer than 500 employees funds to provide employees with paid leave, either for the employee’s own health needs or to care for family members. The legislation will enable employers to keep their workers on their payrolls, while at the same time ensuring that workers are not forced to choose between their paychecks and the public health measures needed to combat the virus.

Key Takeaways

  • Paid Sick Leave for Workers For COVID-19 related reasons, employees receive up to 80 hours of paid sick leave and expanded paid child care leave when employees’ children’s schools are closed or child care providers are unavailable.
  • Complete Coverage Employers receive 100% reimbursement for paid leave pursuant to the Act.
    • Health insurance costs are also included in the credit.
    • Employers face no payroll tax liability.
    • Self-employed individuals receive an equivalent credit.
  • Fast Funds Reimbursement will be quick and easy to obtain.
    • An immediate dollar-for-dollar tax offset against payroll taxes will be provided
    • Where a refund is owed, the IRS will send the refund as quickly as possible.
  • Small Business Protection

Employers with fewer than 50 employees are eligible for an exemption from the requirements to provide leave to care for a child whose school is closed, or child care is unavailable in cases where the viability of the business is threatened.

  • Easing Compliance
    • Requirements subject to 30-day non-enforcement period for good faith compliance efforts.

To take immediate advantage of the paid leave credits, businesses can retain and access funds that they would otherwise pay to the IRS in payroll taxes. If those amounts are not sufficient to cover the cost of paid leave, employers can seek an expedited advance from the IRS by submitting a streamlined claim form that will be released next week.

Background

The Act provided paid sick leave and expanded family and medical leave for COVID-19 related reasons and created the refundable paid sick leave credit and the paid child care leave credit for eligible employers. Eligible employers are businesses and tax-exempt organizations with fewer than 500 employees that are required to provide emergency paid sick leave and emergency paid family and medical leave under the Act. Eligible employers will be able to claim these credits based on qualifying leave they provide between the effective date and December 31, 2020. Equivalent credits are available to self-employed individuals based on similar circumstances.

Paid Leave

The Act provides that employees of eligible employers can receive two weeks (up to 80 hours) of paid sick leave at 100% of the employee’s pay where the employee is unable to work because the employee is quarantined, and/or experiencing COVID-19 symptoms, and seeking a medical diagnosis. An employee who is unable to work because of a need to care for an individual subject to quarantine, to care for a child whose school is closed or child care provider is unavailable for reasons related to COVID-19, and/or the employee is experiencing substantially similar conditions as specified by the U.S. Department of Health and Human Services can receive two weeks (up to 80 hours) of paid sick leave at 2/3 the employee’s pay. An employee who is unable to work due to a need to care for a child whose school is closed, or child care provider is unavailable for reasons related to COVID-19, may in some instances receive up to an additional ten weeks of expanded paid family and medical leave at 2/3 the employee’s pay.

Paid Sick Leave Credit

For an employee who is unable to work because of Coronavirus quarantine or self-quarantine or has Coronavirus symptoms and is seeking a medical diagnosis, eligible employers may receive a refundable sick leave credit for sick leave at the employee’s regular rate of pay, up to $511 per day and $5,110 in the aggregate, for a total of 10 days.

For an employee who is caring for someone with Coronavirus, or is caring for a child because the child’s school or child care facility is closed, or the child care provider is unavailable due to the Coronavirus, eligible employers may claim a credit for two-thirds of the employee’s regular rate of pay, up to $200 per day and $2,000 in the aggregate, for up to 10 days. Eligible employers are entitled to an additional tax credit determined based on costs to maintain health insurance coverage for the eligible employee during the leave period.

Child Care Leave Credit

In addition to the sick leave credit, for an employee who is unable to work because of a need to care for a child whose school or child care facility is closed or whose child care provider is unavailable due to the Coronavirus, eligible employers may receive a refundable child care leave credit. This credit is equal to two-thirds of the employee’s regular pay, capped at $200 per day or $10,000 in the aggregate. Up to 10 weeks of qualifying leave can be counted towards the child care leave credit. Eligible employers are entitled to an additional tax credit determined based on costs to maintain health insurance coverage for the eligible employee during the leave period.

Prompt Payment for the Cost of Providing Leave

When employers pay their employees, they are required to withhold from their employees’ paychecks federal income taxes and the employees’ share of Social Security and Medicare taxes. The employers then are required to deposit these federal taxes, along with their share of Social Security and Medicare taxes, with the IRS and file quarterly payroll tax returns (Form 941 series) with the IRS.

Under guidance that will be released next week, eligible employers who pay qualifying sick or child care leave will be able to retain an amount of the payroll taxes equal to the amount of qualifying sick and child care leave that they paid, rather than deposit them with the IRS.

The payroll taxes that are available for retention include withheld federal income taxes, the employee share of Social Security and Medicare taxes, and the employer share of Social Security and Medicare taxes with respect to all employees.

If there are not sufficient payroll taxes to cover the cost of qualified sick and child care leave paid, employers will be able file a request for an accelerated payment from the IRS. The IRS expects to process these requests in two weeks or less. The details of this new, expedited procedure will be announced next week.

Examples

If an eligible employer paid $5,000 in sick leave and is otherwise required to deposit $8,000 in payroll taxes, including taxes withheld from all its employees, the employer could use up to $5,000 of the $8,000 of taxes it was going to deposit for making qualified leave payments. The employer would only be required under the law to deposit the remaining $3,000 on its next regular deposit date.

If an eligible employer paid $10,000 in sick leave and was required to deposit $8,000 in taxes, the employer could use the entire $8,000 of taxes in order to make qualified leave payments and file a request for an accelerated credit for the remaining $2,000.

Equivalent child care leave and sick leave credit amounts are available to self-employed individuals under similar circumstances. These credits will be claimed on their income tax return and will reduce estimated tax payments.

Small Business Exemption

Small businesses with fewer than 50 employees will be eligible for an exemption from the leave requirements relating to school closings or child care unavailability where the requirements would jeopardize the ability of the business to continue. The exemption will be available on the basis of simple and clear criteria that make it available in circumstances involving jeopardy to the viability of an employer’s business as a going concern. Labor will provide emergency guidance and rulemaking to clearly articulate this standard.

Non-Enforcement Period

Labor will be issuing a temporary non-enforcement policy that provides a period of time for employers to come into compliance with the Act. Under this policy, Labor will not bring an enforcement action against any employer for violations of the Act so long as the employer has acted reasonably and in good faith to comply with the Act. Labor will instead focus on compliance assistance during the 30-day period.

For More Information

For more information about these credits and other relief, visit Coronavirus Tax Relief on IRS.gov. Information regarding the process to receive an advance payment of the credit will be posted next week.        

Information from IRS.gov

New Coronavirus Relief Laws Require Paid Employee Leave

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As part of sweeping legislation signed into law by President Trump on March 18, 2020, two laws were enacted that provide workers with paid leave for reasons related to the coronavirus (COVID-19) pandemic. One of the new leave provisions, the “Emergency Family and Medical Leave Expansion Act,” allows 12 weeks of partially compensated FMLA leave to care for a child whose school or child care facility has been closed due to COVID-19. The leave applies only to workers who have been employed by their current employer for 30 days.

The other new law providing employee leave, the “Emergency Paid Sick Leave Act,” requires employers to provide 80 hours of paid sick time to employees in specified circumstances, including:

– A quarantine or isolation order for the employee or someone the employee is caring for, or medical advice to self-quarantine;
– When the employee has symptoms of COVID-19; or
– When the employee’s child’s school or child care facility is closed.

Employers with 500 employees or more are exempt from the laws, and employers may exclude employees who are health care providers and emergency responders. The legislation also allows for future regulations exempting businesses with fewer than 50 employees from providing leave for child care reasons if the leave would jeopardize the viability of the business.
The laws take effect within 15 days of passage; the leave benefits will expire on Dec. 31, 2020.
In response to the coronavirus (COVID-19) pandemic, Congress enacted a bill providing various forms of relief, including two separate laws mandating that employers give employees paid leave for specified purposes related to COVID-19. The two leave laws are the “Emergency Family and Medical Leave Expansion Act,” and the “Emergency Paid Sick Leave Act.” The leave mandates take effect no later than 15 days after passage (April 2, 2020) and sunset on Dec. 31, 2020.

The Emergency Family and Medical Leave Expansion Act

In general, the Emergency Family and Medical Leave Expansion Act amends the federal Family and Medical Leave Act (FMLA) to allow employees to take leave for certain child care purposes related to COVID-19. It requires employers to partially compensate that leave after the first 10 days.


Covered Employers
The expanded FMLA requirements apply to private employers with fewer than500 employees, and all government employers. Thus, small employers that are not subject to the FMLA’s regular leave provisions are subject to the new FMLA leave rules that allow employees to take leave for specified child care purposes related to COVID-19.
The law allows for future regulations to exempt businesses with fewer than 50 employees if the leave would jeopardize the viability of the business. The law states that employers with fewer than 50 employees will not be subject to civil damages in an employee action brought under the FMLA for violation of the new provisions.


Covered Employees
All employees who have worked for their current employer for 30 calendar days are eligible for the new FMLA leave; however, employers are permitted to deny leave to employees who are health care providers or emergency responders.


Using Leave
Eligible employees of covered employers may take up to 12 weeks of FMLA leave if they are unable to work (or telework) because they must care for a son or daughter under 18 years of age. The need for leave must be caused by the closing of the child’s elementary or high school or place of care, or the unavailability of the child’s child care provider, due to a declared COVID-19 public health emergency.
“Child care provider” means a provider who receives compensation for providing child care services on a regular basis.
Where the need for leave is foreseeable, employees should provide their employers with as much notice of leave as is practicable.


Compensation
Employers are not required to pay employees for the first 10 days of the new FMLA leave, but employees may substitute any accrued vacation leave, personal leave, or medical or sick leave for this unpaid leave. Thereafter, the employer must compensate FMLA leave taken under the new provision at a rate of at least two-thirds of the employee’s regular rate of pay, based on the number of hours the employee would otherwise normally be scheduled to work, up to a maximum of $200 per day, or $10,000 total. 
Special calculation rules apply for employees with variable schedules. Special rules apply to multi-employer collective bargaining agreements.


Job Protection
While FMLA leave is usually job-protected, meaning employees who take leave must be restored to their position (or an equivalent) when they return to work, the new law provides a limited exception to this requirement. Employers with fewer than 25 employees are not subject to the job restoration requirement, if:
The employee took FMLA leave under the new COVID-19 expansion of the law;

  • The employee’s position no longer exists due to economic conditions or changes in operating conditions of the employer that affect employment and are caused by a public health emergency;
  • The employer makes reasonable efforts to restore the employee to an equivalent position; and
  • If these efforts fail, the employer makes reasonable efforts to contact the employee if an equivalent position becomes available. The contact period is for one year, beginning on the earlier of: 1- The date on which the employee’s need for leave ends 2- Twelve weeks after the employee’s leave begins


Tax Credit
Employers are entitled to a credit against the tax imposed by section 3111(a) or 3221(a) of the IRS Code for each calendar quarter of an amount equal to 100% of qualified sick leave wages paid. Tax credits are also available for self-employed people.

Emergency Paid Sick Leave Act

The second law passed providing paid employee leave in relation to the coronavirus is the Emergency Paid Sick Leave Act.


Covered Employers
The paid sick leave law applies to all private employers with fewer than 500 employees, and all government employers.


Covered Employees
All employees are covered, regardless of the length of their employment with their current employer. However, employers may choose not to provide paid sick leave to employees who are health care providers or emergency responders.


Using Paid Sick Leave
All full-time employees, regardless of the length of time they have worked for their employer, are entitled to 80 hours of paid sick time, available for immediate use. Part-time employees are entitled to an amount of paid sick time equal to the average number of hours they work over a two-week period.
Paid sick time may be taken when the employee:

  1. Is subject to a federal, state or local quarantine or isolation order related to COVID-19
  2. Has been advised by a health care provider to self-quarantine due to concerns related to COVID-19
  3. Is experiencing symptoms of COVID-19 and is seeking a medical diagnosis
  4. Is caring for an individual who is subject to a federal, state or local quarantine or isolation order related to COVID-19, or who has been advised by a health care provider to self-quarantine
  5. Is caring for his or her child if the child’s school or place of care has closed, or the child’s care provider is unavailable, because of COVID-19 precautions.
  6. Is experiencing another substantially similar condition specified by the Secretary of Health and Human Services (HHS).

  Employers may not require employees to use other paid leave before using paid leave under the new law. The law allows for future regulations exempting businesses with fewer than 50 employees from providing leave for reason 5, above.
An employer may require the employee to follow reasonable notice procedures after taking leave the first time.


Compensation Under the new paid sick leave law, employers must pay employees their regular rate of pay if the employee is taking leave for a reason related to their own symptoms of, or exposure to, COVID-19. Employees who are taking leave to care for family members are only entitled to be paid at two-thirds of their regular rate. Daily and total maximum limits apply, as set forth in the compensation table below.

Employer Notice Requirements
The Department of Labor is charged with making a required employer notice available within one week of the law’s passage. Employers must post the notice in conspicuous places on their premises, where notices to employees are customarily posted.


Enforcement
Employers who violate the new paid sick leave law will be subject to penalties under the federal Fair Labor Standards Act.


Tax Credit Employers are entitled to a credit against the tax imposed by section 3111(a) or 3221(a) of the IRS Code for each calendar quarter, of an amount equal to 100% of qualified sick leave wages paid. Tax credits are also available for the self-employed.

Paid Family Leave

Commitment to our customers through COVID-19

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Dear Valued Keevily Client: As the outbreak of the Coronavirus (COVID-19) expands in Metro New York and across the country, Keevily is taking critical steps to protect the health of our employees and their families, as well as to protect business continuity. We will continue to monitor local government and CDC bulletins for updated guidance.

Effective March 16, 2020, Keevily moved to a partial remotely operated environment. Our office at 500 Mamaroneck Ave will remain open, however, our employees will have the option to work remotely at their discretion using virtual capabilities. We will continue taking steps to keep our office environment clean and sanitized including the use of electrostatic disinfection spraying on a regular basis.

What does this mean to you? All of your key service team contacts remain available via phone and email. Our phone system remains operational and will either be manned by a receptionist or via automated attendant where you can dial your party by name. If you are unable to reach the individual you wish to speak with and get their voicemail, please leave a voicemail message and a staff member will call you back. Voicemail messages will be automatically forwarded to the respective staff member’s email for redundancy purposes. You may continue to call our main line at (914) 381-5511, or direct dial (Click here for contact list).

On occasion, there may be a slight delay in response time based on individual situations and based on the speed and efficiencies throughout the supply chain (which includes underwriters and insurance carrier personnel), but client service is critical and we will continue to support our clients with best-in-class service while protecting the health and well-being of our employees. 

As always, our claims staff stands ready to assist our clients. Additionally, please feel free to utilize information posted on our website www.keevily.com, and for a list of Insurance Carrier Claims and Billing contact information.

Finally, until further notice and for the health and well-being of our employees, only Keevily employees will b e permitted to enter our offices and we will eliminate non-essential third-party access. Please continue communicating with us via email and phone, as you are accustomed.

Again, we will continue to provide additional communication if and when there are any changes to our service deliverables. Thank you for your patience as we work through this unprecedented event together. 
We hope you and your families stay safe and healthy.   Sincerely, 
Tom McEvily
President
(914) 412-0503 		Ken Kaufman
  CEO
(914) 412-0500 		Mike McEvily
Treasurer
(914) 412-0504

Virtual Hearings are now available statewide

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Governor Cuomo has temporarily closed some Workers Compensation Boardhearing points, ho wever hearings will continue to be held remotely by using the Board’s Virtual Hearing service.  

To learn more please visit 

www.wcb.ny.gov/virtual-hearings 

If you have an upcoming testimony and need assistance setting up your virtual hearing please contact you Keevily Claim’s team

Virtual Hearings allow you and other participants to attend hearings online. Participants will no longer have to travel to a hearing site to attend their hearing. Virtual hearings are available at all Board locations.
Most Workers’ Compensation claims may be attended virtually. Detailed instructions are included in your hearing notice.

A Virtual Hearing (WCB VHC) mobile app is available for Apple and Android devices! Donwload it now!

BEFORE YOUR VIRTUAL HEARING

Test Your  Computer or  Mobile Device
webex.com/test-meeting
Meet All System  Requirements
wcb.ny.gov/virtual-hearings
Disable/Delay  Sleep Standby  Mode
Screen Must Stay On!
Be sure to test your system at least 48 hours  prior to your hearing.
Call your Keevily team if you have any questions 1-800-523-5516
www.KeevilyWorkComp.com