(@akegler)

State and Local Government Officials

Paid Emergency Leave for Police & Fire

The current legislation provides 80 hours of paid emergency leave to full-time employees. While this is manageable for the traditional full-time employees on an administrative schedule (80 hours), it does not provide for full shifts for Police and Fire who typically work 12 and or 24 hour shifts. Will there be any clarification to the hours provided for Police and Fire? Will the clarification define who is included... more »

Voting

12 votes
12 up votes
0 down votes
(@hmeyer)

Employers and Employer Groups

Clarification of Application to Employees Already on Layoff and More

It would be extremely helpful to employers and employees to have clarification and guidance as to whether and/or how the Act (both the family leave and the paid sick leave provisions) applies to an employee who was laid off prior to the effective date of the Act and whether it depends upon the reason for the Layoff (e.g. whether the employee was originally sent home due to exhibiting symptoms but then the business closed/downsized... more »

Voting

35 votes
35 up votes
0 down votes
(@creilly)

Employers and Employer Groups

Effective Date of FFCRA?

I am emailing to ask about the effective date of the Families First Coronavirus Response Act. I had been under the impression that the Act was to take effect 15 days from the date of the President's signature (thus, the effective date would be April 2). Everything I have seen proclaims April 2 as the effective date. However, you Q&A states that: What is the effective date of the Families First Coronavirus Response... more »

Voting

19 votes
20 up votes
1 down votes
(@bwhite)

Employers and Employer Groups

Question on Small Employer under 500 Employees

We are a holding company with 30 separate entities, one parent company. We are having a hard time determining if we are an employer under 500. If the DOL uses the criteria for regular FMLA, then we would probably considered an employer over 500. Has the DOL given consideration as to using the same guidelines for determining the size of an employer as you are currently using for the already established FMLA? The rules/regs... more »

Voting

0 votes
0 up votes
0 down votes
(@hbogdan)

Employers and Employer Groups

Combined paid sick and family leave - Clarify

Q. 7 of the new DOL FAQ states:However, you will not receive more than $200 per day or $12,000 for the twelve weeks that include both paid sick leave and expanded family and medical leave when you are on leave to care for your child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons. Does this mean that if an employee is quarantined because of, or sick with... more »

Voting

9 votes
9 up votes
0 down votes
(@scoachnworks)

Employers and Employer Groups

CHRO

In order for employers with <50 full-time employees to better understand the guidelines, if they are responsible for temporary or seasonal employees, please explain how the full-time equivalency rule might apply if these companies are temporary staffing or similar agencies.

 

Thank you.

Voting

1 vote
1 up votes
0 down votes
(@pattimell)

Employers and Employer Groups

Employees under a government issued "stay at home" order

Do employees in a county/state where the government has issued an order for everyone to stay at home unless you are in an essential business qualify for the Emergency sick pay under the FFCRA qualifier:

"is subject to a Federal, State, or local quarantine or isolation order related to COVID-19." Or do they personally have to have been ordered to be isolated or quarantined?

Voting

48 votes
48 up votes
0 down votes
(@mjames)

Employers and Employer Groups

Excemptions for Employed Physicians, Nurse Practitioners, and Physician Assistants

In order for a healthcare organization to financially survive during this pandemic, we ask that the DOL consider including exemptions for employed physicians, nurse practitioners and physician assistants to this regulation. We ask that they be exempt from both the emergency paid sick leave and expansion to the FMLA. Due to the high wages and the need for their work, this could negatively impact healthcare organizations... more »

Voting

5 votes
5 up votes
0 down votes
(@ajjvtljp)

Employers and Employer Groups

The City of Dallas has an ordinance providing for 64 hours of paid sick leave.

Should we pay that out first, beginning on April 1st, the pay the FFRCA's 80 hours and then provide the FFCRA's ten weeks of reduced pay after that? That means that we are providing up to 14 paid sick leave if we don't run the Dallas paid sick leave concurrently with FMLA. It also would mean that we are not fully complying with the FFCRA because we would not be paying 80 hours of FFCRA PSL in the first 14 days folloiwng... more »

Voting

0 votes
0 up votes
0 down votes
(@brentjordheim)

Employers and Employer Groups

Use of paid FMLA to care for child with COVID-19

I believe that the intention of the FMLA expansion is to provide paid leave to employees under one of two circumstances: (1) Employee is unable to work due to need to care for a minor child whose school or day care closed related to Coronavirus (this is clear in the statute and guidance); and (2) Employee is unable to work due to need to care for a minor child who has been diagnosed with COVID-19 or has symptoms of COVID-19... more »

Voting

1 vote
1 up votes
0 down votes