Chief Actuary Antonello to Be Next CEO of Employers Holdings

Excited to announce that former NCCI Chief Actuary, Katherine H. Antonello, will take the helm at Employers beginning next April. Here’s to hoping 2021 will bring this great carrier into the PEO space!

Source: Insurance Journal

Small business workers’ compensation insurance specialist Employers Holdings Inc. has named Katherine H. Antonello as its president and chief executive officer.

She will take over upon the retirement of Douglas D. Dirks on April 1, 2021. Dirks will be retiring after heading the company for more than 27 years.

Antonello joined EMPLOYERS in August 2019 as executive vice president and chief actuary of the company. Prior to joining EMPLOYERS, Antonello served as the chief actuary for the National Council on Compensation Insurance (NCCI) from 2013-2019.

Antonello has more than 25 years of workers’ compensation insurance experience having held leadership roles in actuarial, policy services, claims and internal audit functions. In addition to working at NCCI, she has worked at Lumbermen’s Underwriting Alliance and the consultant Milliman.

Katherine Antonello

Michael J. McSally, chairman of the board, said that in her “relatively short tenure” with the company, Antonello has demonstrated her “ability to be a visionary and think strategically” about the business.

“As a mono-line company, we have the size, talent and entrepreneurial spirit to excel at what we do best,” commented Antonello. “We understand comp. I look forward to continuing our digital transformation, focusing on exceptional service to injured workers and ease of doing business for our agents, partners and policyholders.”

Reno, Nevada-based Employers Holdings operates throughout the United States, with the exception of four states that are served exclusively by their state funds. It offers its coverages through Employers Insurance Company of Nevada, Employers Compensation Insurance Co., Employers Preferred Insurance Co., Employers Assurance Co. and Cerity Insurance Co. Not all companies do business in all jurisdictions.

How much time is an Employer required to give Employees under the FFCRA?

The Florida United Businesses Association (FUBA) released a great Q&A for Employers.  The quick answer is 2 weeks/80 hours, but with everything COVID, we realize that there is generally more behind the scenes.   Here is FUBA’s look into the small print. Great 2 minute read!

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FUBA COVID-19 Update: Can An Employee Get More Than 2 Weeks Of Paid Leave?

Here are the 3 most common questions we get from our small business members about paid leave under the Families First Coronavirus Response Act (FFCRA):

1) One of my employees has already used their 2 weeks/80 hours of paid FFCRA leave but now they can’t work because they have COVID-19. Do I have to give them another 2 weeks of paid leave?

No. The FFCRA requires employers give employees 2 weeks (80 hours) of paid leave only if the employee cannot work because of one of these reasons:

  1. The employee has been told to quarantine by a health care provider or by a government order.
  2. The employee has COVID-19 symptoms and is seeking a diagnosis (i.e., they are getting a COVID-19 test and are waiting on the results).
  3. The employee must stay home to care for someone who has been quarantined by a health care provider or by a government order.
  4. The employee must stay home to care for a child under 18 whose school or childcare is unavailable due to COVID-19. These employees are also eligible for an additional 10 weeks of paid leave, for a total of 12 weeks’ paid leave.

Employers are only required to give the 2 weeks paid leave one time. Once an employee has used their 2 weeks of paid leave, they don’t get another two weeks even if they meet one of the reasons above.

If one of your employees has used their 2 weeks of paid leave and then gets sick with COVID-19 or has to quarantine because they were exposed to someone with COVID-19, you can decide whether to allow the employee to take unpaid leave or to use any vacation/sick time the employee has. But you do not have to provide another 2 weeks of paid leave under the FFCRA.

The only time employees may get additional paid leave is for reason #4 above: if an employee has to stay home to care for a minor child whose school or daycare is closed due to COVID-19, they may be entitled to an additional 10 weeks of paid leave.

2) One of my employees took 4 days of paid FFCRA leave last month because he had a COVID-19 test and was waiting on the test results. He returned to work when the test was negative, and we paid him for the 4 days he was out. Now we need him to quarantine because his wife has COVID-19 and we do not want him coming to work for 14 days. Can he now use the 6 remaining days of paid leave?

Yes. The employee is entitled to take the remaining hours of paid leave (6 work days in this example). The rest of the leave can either be unpaid or vacation/sick leave at the employer’s discretion.

3) One of my employees took their 2 weeks (80 hours) of paid FFCRA leave and then was furloughed. We’ve now rehired her and she’s back at work. Does she get another two weeks of paid leave?

No. Employees are only entitled to 80 total hours of paid sick leave under the FFCRA.

If you are a FUBA member and have questions about paid leave in your business, call FUBA’s team of experts at 800-262-4483 or email us with your questions.

For more information about paid leave under the FFCRA, including documentation you should get from your employees who take this leave as well as tax credits for businesses who provide this paid leave, please visit FUBA’s Coronavirus Resources for small businesses: