The Families First Coronavirus Response Act (FFCRA) was signed into law by President Trump on March 18, 2020. The Act enacted two laws that provide workers with paid leave for reasons related to the coronavirus (COVID-19) pandemic.
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 “Emergency Paid Sick Leave Act” requires employers to provide 80 hours of paid sick time to employees in specified circumstances related to COVID-19 exposure and prevention.
As required, the U.S. Department of Labor (DOL) has also issued implementing regulations compliance assistance for employers and employees on their responsibilities and rights under the FFCRA.
This Compliance Bulletin presents the DOL’s answers to frequently asked questions (FAQs) on the FFCRA. These FAQs have been updated with the latest information published by the DOL on Apr. 3, 2020.
Coronavirus relief legislation requires employers with fewer than 500 employees to provide 12 weeks of FMLA leave for child care reasons related to COVID-19.
The new FMLA leave must be compensated after the first 10 days, at two-thirds of an employee’s wage, up to $200 per day.
Employers must also provide 80 hours of paid sick time for specified reasons related to COVID-19.
March 18, 2020 - President Trump signed coronavirus relief legislation into law.
April 1, 2020 - The DOL provided guidance that the new paid leave provisions take effect on 4/1/20.
December 31, 2020 - New leave laws sunset.
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This Compliance Bulletin is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice.