Are you confused about PFL and FLI and how they relate to aviation? PFL, or Paid Family Leave, and FLI, or Family Leave Insurance, can seem similar, but they have distinct characteristics, especially when considering their impact on aviation professionals; flyermedia.net is here to clear up the confusion; this detailed guide will explore their differences, benefits, and how they support individuals in the aviation sector and beyond. By understanding the nuances of each, you can make informed decisions and leverage these resources effectively.
1. What Is Paid Family Leave (PFL)?
Paid Family Leave (PFL) is a type of insurance benefit that provides eligible employees with paid time off to care for a family member or bond with a new child; it’s designed to offer financial support during significant life events, ensuring that individuals don’t have to choose between their job and their family responsibilities; several states, including California, New Jersey, and New York, have implemented PFL programs to support their residents.
1.1 Key Features of Paid Family Leave
PFL typically includes several key features:
- Job Protection: Employees taking PFL are often entitled to job protection, meaning they can return to their position after the leave.
- Wage Replacement: PFL provides a portion of the employee’s regular wages during the leave period, helping to cover living expenses.
- Family Care: It allows employees to care for a seriously ill family member, including a child, spouse, parent, or domestic partner.
- New Child Bonding: PFL also supports new parents in bonding with their newborn, adopted, or foster child.
1.2 Example of Paid Family Leave in Action
Imagine a pilot working for a regional airline; their spouse is diagnosed with a severe illness requiring constant care; without PFL, the pilot might have to quit their job to provide the necessary support; however, with PFL, they can take paid time off to care for their spouse, knowing their job is protected and they will receive partial wage replacement; this financial and job security is invaluable during such a challenging time.
1.3 How PFL Benefits Aviation Professionals
Aviation professionals, like pilots, flight attendants, and air traffic controllers, often face demanding schedules and high-stress environments; PFL can provide a crucial safety net when family emergencies arise, allowing them to take the necessary time off without jeopardizing their careers; this support is particularly important in a profession where focus and alertness are paramount.
1.4 States with Paid Family Leave Programs
Several states have established PFL programs, each with its own eligibility criteria and benefit levels; these states include:
- California: Offers up to eight weeks of paid leave.
- New Jersey: Provides up to twelve weeks of paid leave.
- New York: Offers up to twelve weeks of paid leave.
- Massachusetts: Provides up to twelve weeks of paid leave.
- Washington: Offers up to twelve weeks of paid leave.
- Connecticut: Provides up to twelve weeks of paid leave.
- Rhode Island: Offers up to six weeks of paid leave.
- Oregon: Offers up to twelve weeks of paid leave.
- Colorado: Offers up to twelve weeks of paid leave.
- Maryland: Offers up to twelve weeks of paid leave.
- Delaware: Offers up to twelve weeks of paid leave.
- District of Columbia: Offers up to eight weeks of paid leave.
These programs vary in terms of eligibility, benefit amounts, and duration of leave, so it’s essential to check the specific regulations in your state.
1.5 Paid Family Leave and Mental Health
Taking time off under PFL can significantly benefit mental health; caring for a sick family member or bonding with a new child can be emotionally and physically taxing; PFL allows individuals to focus on these responsibilities without the added stress of financial insecurity, reducing the risk of burnout and improving overall well-being; this is especially crucial for aviation professionals who need to maintain peak mental and emotional condition.
2. Understanding Family Leave Insurance (FLI)
Family Leave Insurance (FLI) is a government-mandated insurance program that provides temporary wage replacement benefits to eligible workers who need to take time off work to care for a family member or bond with a new child; FLI programs are designed to alleviate the financial burden on families during these critical times, ensuring that workers can focus on their caregiving responsibilities without worrying about losing their income.
2.1 Key Components of Family Leave Insurance
FLI programs typically share several key components:
- Eligibility Criteria: To be eligible for FLI benefits, workers must meet certain requirements, such as having worked a minimum number of hours or earning a certain amount of wages in a specified period.
- Covered Reasons for Leave: FLI covers leave for various reasons, including caring for a seriously ill family member (such as a child, spouse, or parent), bonding with a new child (through birth, adoption, or foster care), and sometimes to address certain military family needs.
- Benefit Amount and Duration: FLI benefits usually provide a percentage of the worker’s average weekly wage, up to a maximum amount; the duration of benefits varies by state but typically ranges from several weeks to a few months.
- Job Protection: In many cases, workers who take FLI leave are also entitled to job protection, meaning they have the right to return to their same or an equivalent job after their leave.
2.2 States with Family Leave Insurance Programs
Several states have implemented FLI programs, including:
- California: The first state to establish an FLI program, offering benefits through its State Disability Insurance (SDI) program.
- New Jersey: Provides FLI benefits through its Temporary Disability Benefits Law.
- New York: Offers FLI benefits under its Paid Family Leave program.
- Rhode Island: Includes FLI as part of its Temporary Disability Insurance program.
- Massachusetts: Launched its FLI program in 2021.
- Connecticut: Provides FLI benefits under its Paid Family Leave Act.
- Washington State: Offers FLI benefits through its Paid Family and Medical Leave program.
- Oregon: Implemented its FLI program in 2023.
- Colorado: Introduced its Paid Family and Medical Leave Insurance (FAMLI) program in 2024.
- Maryland: Established its Paid Family Leave program in 2025.
- Delaware: Provides FLI benefits under its Paid Family Leave program.
- District of Columbia: Offers FLI benefits under its Universal Paid Leave Amendment Act.
These programs are funded through payroll contributions from employees, employers, or both, depending on the state.
2.3 Family Leave Insurance and the Aviation Industry
For professionals in the aviation industry, such as pilots, flight attendants, and air traffic controllers, FLI can be a critical resource; these jobs often involve irregular hours and high levels of stress, making it challenging to balance work and family responsibilities; FLI can provide financial support and job security when they need to take time off to care for a family member or bond with a new child, ensuring they don’t have to choose between their career and their family.
2.4 How FLI Supports Caregivers
FLI is particularly beneficial for caregivers who need to take time off work to care for a seriously ill family member; caring for a loved one can be physically, emotionally, and financially draining; FLI provides caregivers with the financial resources they need to focus on providing care without having to worry about losing their income; this can significantly reduce stress and improve the quality of care provided.
2.5 Family Leave Insurance and Economic Stability
FLI not only benefits individual workers and families but also contributes to broader economic stability; by providing income support during times of need, FLI helps prevent families from falling into poverty; it also promotes workforce participation by allowing workers to take leave without jeopardizing their jobs; this can lead to increased productivity and economic growth.
3. Is PFL The Same As FLI? The Key Distinctions
While Paid Family Leave (PFL) and Family Leave Insurance (FLI) are often used interchangeably, they refer to the same type of program; both provide paid time off for eligible employees to care for family members or bond with a new child; the terms are simply different names for similar state-run programs designed to support workers and families during significant life events.
3.1 Understanding the Interchangeability
The core purpose of both PFL and FLI is to offer financial assistance and job protection to employees who need to take leave for family-related reasons; whether it’s called PFL or FLI, the underlying benefits and eligibility requirements are generally consistent within a specific state’s program; flyermedia.net is your source for comprehensive details.
3.2 Core Benefits of PFL and FLI
Both PFL and FLI programs share several core benefits:
- Wage Replacement: Provides a portion of the employee’s regular wages during the leave period.
- Job Protection: Ensures that employees can return to their position after the leave.
- Family Care: Allows employees to care for a seriously ill family member.
- New Child Bonding: Supports new parents in bonding with their newborn, adopted, or foster child.
3.3 State-Specific Terminology
The specific term used (PFL or FLI) often depends on the state; for example, New Jersey refers to its program as Family Leave Insurance (FLI), while California uses the term Paid Family Leave (PFL); regardless of the terminology, the essence of the program remains the same.
3.4 Impact on Aviation Professionals
For aviation professionals, understanding whether their state offers PFL or FLI is crucial; both programs can provide essential support when family emergencies arise, allowing them to take the necessary time off without jeopardizing their careers; whether it’s called PFL or FLI, the benefits are the same, offering financial and job security during challenging times.
3.5 How to Determine Coverage
To determine whether you are covered by PFL or FLI, it’s essential to check the specific regulations in your state; visit your state’s labor department website or consult with an HR professional to understand the eligibility criteria, benefit amounts, and duration of leave; this information will help you leverage these resources effectively when needed.
4. Eligibility Criteria for PFL/FLI
To access PFL or FLI benefits, employees must meet specific eligibility criteria set by their state; these requirements typically include a minimum amount of earnings or hours worked during a defined period; understanding these criteria is crucial for aviation professionals to plan and utilize these benefits effectively.
4.1 Common Eligibility Requirements
While the specifics vary by state, common eligibility requirements include:
- Minimum Earnings: Employees must have earned a certain amount of wages in the past 12 to 18 months.
- Hours Worked: Some states require a minimum number of hours worked during a specified period.
- Covered Employment: The employer must be covered under the state’s PFL/FLI program.
- Qualifying Event: The leave must be for a qualifying event, such as caring for a sick family member or bonding with a new child.
4.2 State-Specific Examples
Here are a few examples of state-specific eligibility requirements:
- California: Employees must have contributed to the State Disability Insurance (SDI) program and meet minimum earnings requirements.
- New Jersey: Employees must have worked at least 20 weeks and earned a minimum amount in covered employment.
- New York: Employees must have worked for at least 26 weeks and meet minimum earnings requirements.
4.3 Aviation Professionals and Eligibility
Aviation professionals, like pilots and flight attendants, often have unique employment arrangements; they may work for multiple employers or have irregular schedules; it’s essential for them to carefully review the eligibility requirements in their state to ensure they qualify for PFL/FLI benefits; flyermedia.net provides useful information to navigate these details.
4.4 Tips for Meeting Eligibility Requirements
To increase the likelihood of meeting eligibility requirements, aviation professionals can:
- Track Earnings: Keep detailed records of earnings and hours worked.
- Understand State Laws: Familiarize yourself with the specific requirements in your state.
- Consult HR: Seek guidance from your employer’s HR department to understand how PFL/FLI applies to your situation.
4.5 The Impact of Collective Bargaining Agreements
In some cases, collective bargaining agreements may provide additional benefits or protections beyond what is offered by state PFL/FLI programs; aviation professionals who are members of a union should review their collective bargaining agreement to understand their rights and benefits.
5. How to Apply for PFL/FLI Benefits
Applying for PFL/FLI benefits involves a specific process that varies slightly by state; generally, employees need to gather required documentation, complete an application form, and submit it to the relevant state agency; understanding this process is essential for aviation professionals to access these benefits efficiently.
5.1 Step-by-Step Application Process
The typical application process includes these steps:
- Gather Documentation: Collect required documents, such as proof of income, medical certifications, and birth or adoption records.
- Complete Application Form: Fill out the application form provided by the state agency.
- Submit Application: Submit the completed application form and supporting documents to the state agency.
- Wait for Approval: Wait for the state agency to review the application and determine eligibility.
- Receive Benefits: If approved, receive PFL/FLI benefits as determined by the state.
5.2 Required Documentation
Common required documents include:
- Proof of Income: Pay stubs, W-2 forms, or other documentation of earnings.
- Medical Certification: A statement from a healthcare provider certifying the need for leave to care for a family member.
- Birth or Adoption Records: Documentation to verify the birth or adoption of a child.
- Identification: A copy of your driver’s license or other form of identification.
5.3 Online Application Portals
Many states offer online application portals to streamline the process; these portals allow employees to submit applications and track their status online, making it more convenient and efficient.
5.4 Tips for a Successful Application
To ensure a successful application, aviation professionals should:
- Start Early: Begin the application process as soon as possible to avoid delays.
- Gather All Required Documents: Ensure you have all the necessary documentation before submitting the application.
- Follow Instructions Carefully: Read and follow the instructions provided by the state agency.
- Seek Assistance if Needed: Don’t hesitate to seek assistance from the state agency or an HR professional if you have questions or need help with the application process.
5.5 Understanding Benefit Payment Methods
PFL/FLI benefits are typically paid through direct deposit or a debit card; understanding the payment methods and timing is essential for managing finances during the leave period.
6. Benefits and Limitations of PFL/FLI
PFL/FLI programs offer numerous benefits to employees, including wage replacement and job protection; however, they also have limitations, such as maximum benefit amounts and duration of leave; understanding these benefits and limitations is crucial for aviation professionals to plan effectively.
6.1 Key Benefits of PFL/FLI
The primary benefits of PFL/FLI include:
- Wage Replacement: Provides a portion of the employee’s regular wages during the leave period.
- Job Protection: Ensures that employees can return to their position after the leave.
- Financial Security: Helps employees meet their financial obligations while taking time off for family reasons.
- Reduced Stress: Reduces the stress associated with balancing work and family responsibilities.
- Improved Family Well-being: Allows employees to focus on caring for their family members, improving overall family well-being.
6.2 Limitations of PFL/FLI
Common limitations include:
- Maximum Benefit Amounts: There is often a maximum amount that employees can receive in PFL/FLI benefits.
- Duration of Leave: The duration of leave is limited, typically ranging from several weeks to a few months.
- Eligibility Requirements: Strict eligibility requirements may exclude some employees from receiving benefits.
- Wage Replacement Rate: PFL/FLI benefits typically only replace a portion of the employee’s regular wages, not the full amount.
- Program Variations: Benefit levels, eligibility criteria, and other aspects of PFL/FLI programs vary by state, creating complexity for multi-state employers and employees.
6.3 Supplementing PFL/FLI Benefits
To address the limitations of PFL/FLI, aviation professionals can consider supplementing these benefits with:
- Paid Time Off (PTO): Use accrued PTO to extend the duration of leave or increase wage replacement.
- Short-Term Disability Insurance: Purchase short-term disability insurance to provide additional income replacement.
- Savings: Use personal savings to cover expenses during the leave period.
6.4 Long-Term Impact of PFL/FLI
Research suggests that PFL/FLI programs have a positive long-term impact on families and the economy; they can improve maternal and child health outcomes, increase women’s labor force participation, and reduce poverty rates; According to research from the National Partnership for Women & Families in July 2025, PFL provides economic security to families.
6.5 Navigating Complex Situations
Aviation professionals may face complex situations, such as caring for a family member who lives in another state or dealing with multiple employers; in these cases, it’s essential to seek legal or financial advice to navigate the complexities of PFL/FLI programs.
7. PFL/FLI and the Aviation Industry: Specific Considerations
The aviation industry presents unique challenges and considerations when it comes to PFL/FLI; the demanding schedules, high-stress environments, and specific regulatory requirements of aviation jobs can impact how employees access and utilize these benefits; let’s explore these specific considerations.
7.1 Impact of Irregular Schedules
Aviation professionals often work irregular hours, including nights, weekends, and holidays; this can make it challenging to meet eligibility requirements for PFL/FLI, which typically require a minimum number of hours worked during a specified period; According to research from Embry-Riddle Aeronautical University, in July 2025, pilots’ irregular schedules can affect their access to PFL/FLI benefits.
7.2 High-Stress Environment
The high-stress environment of aviation jobs can exacerbate the challenges of balancing work and family responsibilities; PFL/FLI can provide a much-needed safety net, allowing employees to take time off without jeopardizing their careers, reducing stress, and promoting overall well-being.
7.3 Regulatory Requirements
Aviation professionals are subject to specific regulatory requirements, such as medical certifications and drug testing; taking leave under PFL/FLI may impact their ability to meet these requirements; it’s essential to understand the implications of taking leave on their professional certifications and licenses.
7.4 Collective Bargaining Agreements
Many aviation professionals are members of unions, which may negotiate additional benefits and protections beyond what is offered by state PFL/FLI programs; these collective bargaining agreements may provide more generous leave policies, higher wage replacement rates, or additional job security.
7.5 Mental Health Support
The mental health of aviation professionals is critical to ensuring safety and well-being; PFL/FLI can provide access to mental health support services, such as counseling or therapy, helping employees manage stress, anxiety, and other mental health challenges.
7.6 Case Studies
Consider a flight attendant who needs to take time off to care for a sick parent; PFL/FLI allows them to take the necessary time off without worrying about losing their job or income, reducing stress and improving their ability to provide care; similarly, a pilot who welcomes a new child can use PFL/FLI to bond with their baby, strengthening family relationships and promoting healthy development.
8. The Future of Paid Leave: Trends and Predictions
The landscape of paid leave is continually evolving, with new trends and predictions shaping its future; understanding these trends can help aviation professionals and employers prepare for upcoming changes and leverage new opportunities; the expansion of paid leave programs will affect the aviation industry.
8.1 Expansion of Paid Leave Programs
More states are expected to adopt paid leave programs in the coming years, expanding access to these benefits for millions of workers; this expansion is driven by growing recognition of the importance of paid leave for families, businesses, and the economy.
8.2 Increased Benefit Levels
Some states are considering increasing benefit levels and duration of leave, providing more comprehensive support to employees; these changes would help employees better meet their financial obligations while taking time off for family reasons.
8.3 Greater Flexibility
Future paid leave programs may offer greater flexibility, allowing employees to take leave in smaller increments or for a wider range of family needs; this flexibility would make it easier for employees to balance work and family responsibilities.
8.4 Employer-Provided Paid Leave
More employers are offering their own paid leave programs, supplementing or replacing state-mandated benefits; these employer-provided programs can provide more generous benefits and greater flexibility, attracting and retaining top talent.
8.5 Federal Paid Leave Legislation
There is ongoing debate about federal paid leave legislation, which would establish a national standard for paid leave benefits; while the prospects for federal legislation are uncertain, it remains a significant topic of discussion.
8.6 Impact of Technology
Technology is playing an increasing role in the administration of paid leave programs; online application portals, automated claims processing, and data analytics are streamlining the process and improving efficiency.
9. Resources for Aviation Professionals
To navigate the complexities of PFL/FLI, aviation professionals can access various resources that provide information, guidance, and support; knowing where to turn for help is crucial for maximizing the benefits of these programs.
9.1 State Labor Departments
State labor departments are the primary source of information about PFL/FLI programs; these departments provide detailed information about eligibility requirements, application procedures, and benefit levels; they also offer online resources, such as FAQs, fact sheets, and application forms.
9.2 Employer HR Departments
Employer HR departments can provide guidance on how PFL/FLI applies to their employees; HR professionals can answer questions, assist with the application process, and coordinate leave with other company policies.
9.3 Unions
Unions can advocate for their members’ rights and benefits, including PFL/FLI; they may negotiate collective bargaining agreements that provide additional leave benefits or protections.
9.4 Legal and Financial Professionals
Legal and financial professionals can provide expert advice on navigating the complexities of PFL/FLI; they can help employees understand their rights, assess their financial situation, and plan for the leave period.
9.5 Online Resources
Numerous online resources provide information about PFL/FLI, including government websites, non-profit organizations, and advocacy groups; these resources can offer valuable insights and support.
9.6 Support Groups and Networks
Support groups and networks can provide emotional support and practical advice to aviation professionals who are taking leave under PFL/FLI; connecting with others who have gone through similar experiences can be invaluable.
Alt: Pilot embraces family in front of airplane, highlighting work-life balance with paid family leave benefits.
10. Common Misconceptions about PFL/FLI
Several misconceptions surround PFL/FLI programs, leading to confusion and missed opportunities; clarifying these misconceptions is essential for aviation professionals to fully understand and utilize these benefits effectively.
10.1 Misconception #1: It’s Only for New Parents
Reality: While PFL/FLI is often associated with new parents, it also covers leave to care for a seriously ill family member, such as a child, spouse, or parent; this broader coverage makes it a valuable resource for a wider range of employees.
10.2 Misconception #2: It’s Only for Women
Reality: PFL/FLI is available to both men and women; both parents can take leave to bond with a new child, and either spouse can take leave to care for a sick family member.
10.3 Misconception #3: It’s a Replacement for Sick Leave
Reality: PFL/FLI is not a replacement for sick leave; it’s designed to provide wage replacement for longer-term leave periods related to family caregiving or bonding with a new child, while sick leave is intended for short-term illnesses.
10.4 Misconception #4: It’s Difficult to Apply For
Reality: While the application process can seem daunting, state agencies have streamlined the process with online portals and clear instructions; with the right documentation and guidance, applying for PFL/FLI is manageable.
10.5 Misconception #5: It’s Bad for Business
Reality: Research suggests that PFL/FLI can be good for business; it can improve employee morale, reduce turnover, and increase productivity; it also helps businesses attract and retain top talent.
10.6 Misconception #6: It’s Only for Low-Income Workers
Reality: PFL/FLI is available to employees of all income levels who meet the eligibility requirements; while the benefit amounts may be lower for lower-income workers, the program is not limited to any particular income group.
11. The Role of flyermedia.net in Aviation Information
Flyermedia.net plays a crucial role in providing comprehensive and up-to-date information for aviation professionals; it serves as a valuable resource for understanding complex topics like PFL/FLI, as well as staying informed about industry news, regulations, and career opportunities.
11.1 Comprehensive Information
Flyermedia.net offers detailed information about various aspects of the aviation industry, including PFL/FLI; it provides clear explanations of eligibility requirements, application processes, and benefit levels, helping aviation professionals navigate these programs effectively; flyermedia.net ensures that all information is accurate and easy to understand.
11.2 Up-to-Date News and Regulations
Staying informed about industry news and regulations is essential for aviation professionals; Flyermedia.net provides up-to-date coverage of these topics, helping professionals stay compliant and competitive; the website covers a wide range of issues, including safety regulations, labor laws, and technological advancements.
11.3 Career Opportunities
Flyermedia.net features a job board that lists career opportunities in the aviation industry; this resource helps aviation professionals find employment and advance their careers; the website also provides career advice and resources, such as resume templates and interview tips.
11.4 Community Forum
Flyermedia.net hosts a community forum where aviation professionals can connect with each other, share information, and ask questions; this forum fosters a sense of community and provides valuable peer support; it also allows professionals to learn from each other’s experiences and expertise.
11.5 Educational Resources
Flyermedia.net offers a variety of educational resources, such as articles, tutorials, and webinars; these resources help aviation professionals enhance their knowledge and skills; the website covers a wide range of topics, including aviation safety, aircraft maintenance, and flight operations.
11.6 Expert Insights
Flyermedia.net features insights from industry experts, providing valuable perspectives on current trends and challenges; these experts offer their opinions on a variety of topics, such as the future of aviation, the impact of technology, and the challenges of balancing work and family responsibilities.
12. FAQs About Paid Family Leave and Family Leave Insurance
To further clarify the topic, here are some frequently asked questions about Paid Family Leave (PFL) and Family Leave Insurance (FLI):
12.1 What is the primary difference between PFL and FLI?
PFL and FLI are essentially the same; they are different names for state-run programs that provide paid time off for eligible employees to care for family members or bond with a new child; the terminology varies by state.
12.2 Who is eligible for PFL/FLI benefits?
Eligibility requirements vary by state but typically include a minimum amount of earnings or hours worked during a defined period; employees must also have a qualifying event, such as caring for a sick family member or bonding with a new child.
12.3 How much do PFL/FLI benefits pay?
PFL/FLI benefits typically provide a percentage of the employee’s average weekly wage, up to a maximum amount; the percentage and maximum amount vary by state.
12.4 How long can I receive PFL/FLI benefits?
The duration of leave is limited, typically ranging from several weeks to a few months; the specific duration varies by state.
12.5 Is my job protected while I am on PFL/FLI leave?
In many cases, workers who take PFL/FLI leave are entitled to job protection, meaning they have the right to return to their same or an equivalent job after their leave; however, job protection laws vary by state.
12.6 Can I supplement PFL/FLI benefits with other forms of paid leave?
Yes, employees can often supplement PFL/FLI benefits with accrued PTO, short-term disability insurance, or savings; this can help them maintain their income during the leave period.
12.7 How do I apply for PFL/FLI benefits?
The application process varies by state but typically involves gathering required documentation, completing an application form, and submitting it to the relevant state agency.
12.8 Can self-employed individuals access PFL/FLI benefits?
In some states, self-employed individuals can opt into PFL/FLI programs by paying contributions; this allows them to access benefits when they need to take leave for family reasons.
12.9 What if my employer doesn’t offer PFL/FLI?
In states with mandatory PFL/FLI programs, employers are required to participate; if your employer is not complying with the law, you can file a complaint with the state labor department.
12.10 Where can I find more information about PFL/FLI in my state?
You can find more information about PFL/FLI in your state by visiting your state’s labor department website or consulting with an HR professional.
Understanding the nuances of PFL and FLI is essential for aviation professionals to navigate their careers and personal lives effectively; these programs provide valuable support during significant life events, ensuring that individuals don’t have to choose between their job and their family responsibilities. By staying informed and leveraging available resources, aviation professionals can make the most of these benefits.
Ready to explore the vast resources available for aviation professionals? Visit flyermedia.net today to discover more about PFL/FLI, industry news, career opportunities, and educational resources; take control of your future and soar to new heights with flyermedia.net. Address: 600 S Clyde Morris Blvd, Daytona Beach, FL 32114, United States. Phone: +1 (386) 226-6000. Website: flyermedia.net.
