The Families First Coronavirus Response Act and Employee Leave
The circumstances surrounding COVID-19 have been unprecedented and have resulted in drastic changes to many aspects of life, including, of course, the workplace. With uncertainties lingering and public health being a priority, it is of utmost importance for businesses stay up-to-date with respect to employee rights, while being mindful of employee safety. In response to the pandemic, the Families First Coronavirus Response Act (FFCRA) was enacted in March of 2020 to establish new regulations that address impending issues facing both the general public and employers. Enforced by the Department of Labor, these new regulations require specific employers to provide paid sick leave and expanded family and medical leave under certain COVID-related circumstances. The major provisions of the Act are summarized below.
Under the FFCRA, employees are eligible for:
- 2 weeks/up to 80 hours of paid sick leave at regular pay if they must be quarantined based on a governmental order or the advice of a healthcare provider, or if they’re experiencing COVID-19 symptoms and are still seeking a medical diagnosis.
- 2 weeks/up to 80 hours of 2/3 pay for family situations where they must care for someone who is under quarantine or for a child whose school has closed.
- up to 8 weeks of 2/3 pay for additional paid expanded family or medical leave where they have been employed for at least 30 days and need to watch over a child whose school has been closed.
Most employers fall under this new act’s jurisdiction, including private employers with fewer than 500 employees as well as many public employers. However, small businesses may be exempt from leave related to school closures if providing it to employees would be a serious hindrance. Employees are required to provide reasonable notice if need for leave is expected. This act is effective until December 31st, 2020, unless an extension is provided.
With employee health at risk and these new requirements set in place, it’s crucial to sort out whether or not they apply to your business and, if they do, to determine how best to implement them in your workplace. A competent attorney can help you address these matters by guiding you through the regulations, explaining how they apply specifically to your business, and describing what you can do to be ready to comply with the new obligations they impose. Feel free to contact me to schedule a time to discuss how the FFCRA and other COVID-related issues may impact your business.
The information presented here is for general educational purposes only. It does not constitute legal advice and does not create an attorney-client relationship.