{"id":540,"date":"2020-04-06T12:20:00","date_gmt":"2020-04-06T12:20:00","guid":{"rendered":"https:\/\/glgattorneys.com\/?p=540"},"modified":"2023-07-28T16:02:16","modified_gmt":"2023-07-28T16:02:16","slug":"what-is-the-families-first-coronavirus-response-act","status":"publish","type":"post","link":"https:\/\/glgattorneys.com\/what-is-the-families-first-coronavirus-response-act\/","title":{"rendered":"WHAT IS THE FAMILIES FIRST CORONAVIRUS RESPONSE ACT?"},"content":{"rendered":"\n<p><strong>Families First Coronavirus Response Act and New Department of Labor Regulations<\/strong><\/p>\n\n\n\n<p>On March 18, 2020 the federal government enacted the FFCRA in an ongoing effort to respond to challenges employers face due to the novel coronavirus (\u201cCOVID-19\u201d) pandemic. On April 1, the Wage and Hour Division of the U.S. Department of Labor issued regulations to implement the two paid leave provisions of the FFCRA: the Emergency Paid Sick Leave Act and the Emergency Family and Medical Leave Expansion Act. These provisions of the FFCRA went into effect on April 1 and apply to leave taken between April 1, 2020 and December 31, 2020.&nbsp;<\/p>\n\n\n\n<p><strong>The Emergency Paid Sick Leave Act<\/strong><\/p>\n\n\n\n<p>The Emergency Paid Sick Leave Act generally requires all covered employers (certain public employers and private employers with fewer than 500 employees) to provide&nbsp;<strong>all employees<\/strong>:&nbsp;<\/p>\n\n\n\n<ul><li>Two weeks (up to 80 hours) of&nbsp;<strong>paid sick leave<\/strong>&nbsp;at the employee\u2019s regular rate of pay&nbsp;if an employee is unable to work (or telework) because:The&nbsp;<a href=\"https:\/\/www.dol.gov\/agencies\/whd\/pandemic\/ffcra-employer-paid-leave#_ftn2\" target=\"_blank\" rel=\"noreferrer noopener\">Families First Coronavirus Response Act<\/a>&nbsp;has officially been enacted. But what does it mean for workers and businesses who may fall under the law?<\/li><\/ul>\n\n\n\n<ol><li>the employee is subject to a local, State, or Federal COVID-19 quarantine or isolation order;<\/li><li>the employee has been advised by a health care provider to self-quarantine as a result of COVID-19 concerns; or<\/li><li>the employee is experiencing COVID-19 symptoms and seeking a medical diagnosis.<\/li><\/ol>\n\n\n\n<ul><li>Two weeks (up to 80 hours) of&nbsp;<strong>paid sick leave<\/strong>&nbsp;at two-thirds the employee\u2019s regular rate of pay&nbsp;(up to $200 per day and $2,000 in the aggregate) if the employee is unable to work (or telework) because:&nbsp;<\/li><\/ul>\n\n\n\n<ol><li>the employee is providing care for an individual subject to Federal, State, or local quarantine orders or pursuant to the advice of a health care provider to self-quarantine due to COVID-19 concerns;&nbsp;<\/li><li>the employee is caring for a child (under 18 years of age) because the school or child care provider is closed or unavailable due to COVID-19 concerns; or<\/li><li>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.<\/li><\/ol>\n\n\n\n<p><strong>The Emergency Family and Medical Leave Expansion Act&nbsp;<\/strong><\/p>\n\n\n\n<p>A covered employer must provide to&nbsp;<strong>employees that it has employed for at least 30 days<\/strong>:&nbsp;<\/p>\n\n\n\n<ul><li>Up to an additional 10 weeks of&nbsp;<strong>paid expanded family and medical leave<\/strong>&nbsp;at two-thirds the employee\u2019s regular rate of pay&nbsp;where an employee is unable to work (or telework) because the employee is caring for a child (under 18 years of age) because the school or child care provider is closed or unavailable due to COVID-19 concerns.<\/li><\/ul>\n\n\n\n<p><strong>Small-Business Exemption<\/strong><\/p>\n\n\n\n<p>Businesses with fewer than 50 employees can claim an exemption to the FFCRA if the paid leave requirements would jeopardize their viability.<img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo.jpg\" alt=\"FFCRA and The Emergency Family and Medical Leave Expansion Act \" width=\"2048\" height=\"2048\" srcset=\"https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo-66x66.jpg 66w, https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo-200x200.jpg 200w, https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo-400x400.jpg 400w, https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo-600x600.jpg 600w, https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo-768x768.jpg 768w, https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo-800x800.jpg 800w, https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo-1200x1200.jpg 1200w, https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo-1536x1536.jpg 1536w, https:\/\/glgattorneys.com\/wp-content\/uploads\/2020\/04\/11sickpaidleave_sub-superJumbo.jpg 2048w\"><\/p>\n\n\n\n<p id=\"caption-attachment-826\">What leave and coverage must employers provide to&nbsp;their employees and families?<\/p>\n\n\n\n<p><strong>Highlights Of The Department of Labor\u2019s New Regulations<\/strong><\/p>\n\n\n\n<p>Below are some of the highlights from the Department of Labor\u2019s new regulations which are of particular importance to employers:<\/p>\n\n\n\n<ul><li>Employees who are furloughed or laid-off are not eligible for FFCRA leave.<\/li><li>Employees can take intermittent or reduced schedule leave in order to provide care for a child because of school or daycare closure.<\/li><li>Under FFCRA, \u201ccaring for an individual\u201d includes immediate family members, an individual who regularly resides with the employee, or a person whose relationship with an employee creates an expectation that the employee would provide care.<\/li><li>An employer can permit an employee to substitute paid time off under existing employer policies to make up the final 1\/3 of wages when the leave requested is to provide care .<\/li><\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Families First Coronavirus Response Act and New Department of Labor Regulations On March 18, 2020 the federal government enacted the&#8230;<\/p>\n","protected":false},"author":1,"featured_media":631,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[27,1],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>WHAT IS THE FAMILIES FIRST CORONAVIRUS RESPONSE ACT? - Ghassemian Law Group | Construction and Business Attorneys<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/glgattorneys.com\/what-is-the-families-first-coronavirus-response-act\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" 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