Here’s a question you’ve never had before, but are now likely to get from top talent when you connect with them about an opening: Is your company complying with the Families First Coronavirus Response Act?
To help make sure your answer isn’t “Say what?!?” and that your company does in fact provide all of the protections guaranteed by law, we’re pleased to provide the following information.
A Fact Sheet from the U.S. Department of Labor opens with this statement: “The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19.”
It then goes on the address the following topics:
The length of time and level of pay employers must make available to all employees through paid sick leave.
• For example, employers must provide all employees “Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis.”
The length of additional time and level of pay employers must also provide to all workers employed for at least 30 days through paid expanded family and medical leave.
Which employers are covered by the Act.
• For example, “The paid sick leave and expanded family and medical leave provisions of the FFCRA apply to certain public employers, and private employers with fewer than 500 employees.”
The specific reasons for which an employee in unable to work or to telework and thereby qualifies for paid sick leave.
• For example, because the employee “is caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19.”
The duration of each kind of paid leave.
How pay must be calculated for paid leave.
Tax credits available to employers.
Notices employers must post in the workplace.
Prohibitions against any action to “discharge, discipline, or otherwise discriminate against any employee who takes paid sick leave under the FFCRA and files a complaint or institutes a proceeding under or related to the FFCRA.”
Penalties and Enforcement.
The above information is a summary only, and organizations should check directly with the U.S. Department of Labor for specific guidance. Our thanks to DirectEmployers Association for providing access to this information.