On March 18, the government signed the Families First Coronavirus Response Act (FFCRA) to assist employees impacted by COVID-19. The act outlines paid sick leave and extended family leave requirements for businesses with under 500 employees. The provisions are effective April 1, 2020 and will extend through December 31, 2020.
An Overview of the Families First Coronavirus Response Act (FFCRA)
As describe on the U.S. Department of Labor website, the FFCRA provides that employees of covered employers are eligible for:
- Two weeks (up to 80 hours) of paid sick leave at the employee’s regular pay rate when an employee is unable to work because the employee is quarantined or is experiencing COVID-19 symptoms and seeking a medical diagnosis.
- Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular pay rate when the employee is unable to work due to a need to care for an individual subject to quarantine, or to care for a minor child whose school or child care provider is closed or unavailable for reasons related to COVID-19.
- Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular pay rate where an employee (employed for at least 30 calendar days) is unable to work due to a need to care for a child whose school or childcare provider is closed or unavailable for reasons related to COVID-19.
Qualifying Reasons for Employees to Use FFCRA
Under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work in an office or via telecommuting because the employee:
- Is subject to Federal or State isolation mandates.
- Has to self-quarantine under orders from a healthcare provider.
- Is experiencing symptoms of COVID-19 and is seeking a medical diagnosis.
- Is caring for an individual under self-quarantine.
- Is caring for a child whose school or daycare is closed or unavailable due to COVID-19.
Employees may elect to use accrued vacation, personal, or sick leave for the first two weeks of partial paid leave. Employers may not terminate, retaliate, or otherwise discriminate against any employee who takes leave under the FFCRA.
Covered Employers Under the Families First Coronavirus Response Act
The FFCRA applies to certain public and private employers with fewer than 500 employees. However, businesses with fewer than 50 employees may qualify for exemption to provide leave due to school or childcare closings if the leave requirements jeopardizes the viability of the business. It is advised that you see the Department FFCRA regulations once published to determine if you qualify for exemption. Similarly, employers of Healthcare Providers or Emergency Responders may elect to exclude such employees from eligibility.
It is important to note that covered employers qualify for reimbursement through tax credits for all qualifying wages paid under the FFCRA. Applicable tax credits also extend to amounts paid or incurred to maintain health insurance coverage. For more information, please see the Department of the Treasury’s website.
For complete details on the ruling, please visit the U.S. Department of Labor website.
This post is not intended to be legal advice and should not be treated as such. If you have any specific questions about any legal matters, you should consult your attorney for further information and advice.
On March 18, the government signed the Families First Coronavirus Response Act or FFCRA to assist employees impacted by COVID-19.
The FFCRA went into effect on April first twenty, twenty and applies to covered leaves between that date and Dec. thirty first twenty, twenty.
The FFCRA requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19.
Generally, employees of covered employers are eligible for:
Two weeks of paid sick time at the employees’ regular rate of pay, when the employee is unable to work because under quarantine or experiencing COVID-19 symptoms and seeking a medical diagnosis.
Two weeks of paid sick time at two thirds of regular rate of pay when the employee is unable to work due to a need to care for an individual subject to quarantine or to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.
Finally, employees employed for at least 30 calendar days are eligible for up to an additional 10 weeks of paid family leave at two thirds their regular rate of pay when the employee is unable to work due to a need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.
