Click on the appropriate box below to submit your ideas, comments and votes. Provide your feedback on USDOL's FFCRA compliance assistance tools under the FFCRA Compliance Assistance Tools campaign.
Be sure to consider the following questions when participating.
- How can USDOL communicate in plain language employer obligations and employee rights under the FFCRA?
- What broadcasting strategies (webinars, social media lives, recorded interviews, etc.) would be most effective and impactful?
- Where should USDOL have compliance assistance materials available for employers or employees to most easily access them?
- How can USDOL make the best use of social media to communicate FFCRA requirements?
- What languages, besides English, should our compliance assistance materials be translated into?
- What formats (such as text or infographics) would best communicate the FFCRA requirements?
- Given that many employees are teleworking due to the pandemic, how do you suggest USDOL conduct outreach?
- USDOL has created a new mandatory workplace poster addressing FFCRA requirements. Where, including virtually, should covered employers put the poster so employees can see it?
USDOL has questions and answers, posters, and fact sheets available to help employers understand their obligations and employees understand their rights under the FFCRA at www.DOL.gov/Agencies/WHD/Pandemic. What about these tools is working? What isn't working? How can we improve them to ensure they are understandable and accessible?Number of Ideas: 92
How can USDOL help you understand and meet your obligations to provide expanded family and medical leave under the FFCRA? What compliance assistance guidance, resources, or tools would help you most? How can we reach as many employers as possible? Share ideas that may assist employers in understanding and meeting their responsibilities under the FFCRA.Number of Ideas: 1019
How can USDOL help you understand your eligibility and entitlement to expanded family and medical leave under the FFCRA? What compliance assistance guidance, resources, or tools would help you most? How can we reach as many employees as possible? Share ideas that may assist employees in understanding their rights under the FFCRA.Number of Ideas: 90
For state and local governments that have introduced or enacted legislation providing expanded family and medical leave to those affected by COVID-19, how have those government officials communicated the new requirements to employers and employees? What outreach strategies have been successful?Number of Ideas: 65
Families First Coronavirus Response Act (FFCRA) Facts At-A-Glance
Generally, the FFCRA provides employees of covered employers the following:
- Two weeks (up to 80 hours) of paid sick time 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; or
- Two weeks (up to 80 hours) of paid sick time at two-thirds the employee's regular rate of pay, because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor; and
- Up to an additional 10 weeks of paid family leave at two-thirds the employee's regular rate of pay where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.
To learn more about the qualifying reasons for expanded family and medical leave and the calculation of pay, please visit the Families First Coronavirus Response Act: Employee Paid Leave Rights page.
The Wage and Hour Division provides information on issues employers and employees face during influenza, pandemics, or other public health emergencies, as well as their effects on wages and hours worked under the Fair Labor Standards Act and job-protected leave under the Family and Medical Leave Act. Please visit the WHD COVID-19 or Other Public Health Emergencies page for additional information.
*This ePolicyWorks effort is hosted by the State Exchange on Employment and Disability, an initiative funded by the U.S. Department of Labor's Office of Disability Employment Policy.