Important Labor Law Change to Take Effect April 1
On March 18, 2020, President Trump signed into law
The Families First Coronavirus Response Act (H.R. 6201). The law is effective April 1, 2020 and expires on December 31, 2020. While this act has extensive provisions in response to COVID-19, the following areas are important for employers to note.
As required by the U.S. Department of Labor (DOL), all qualifying employers (500 employees or fewer) are required to post / distribute this
Notice to all current employees.
The Emergency Family and Medical Leave Expansion Act amends the current Family and Medical Leave Act (FMLA), allowing leave for eligible employees who can't work (or telework) because their minor child's school or childcare service is closed due to a COVID-19 emergency declared by a federal, state, or local authority.
3. Do I have to share this notice with recently laid-off individuals?
No, the FFCRA requirements explained on this notice apply only to current employees.
4. Are the paid sick leave and expanded family and medical leave requirements retroactive?
No.
5. If providing child-care related paid sick leave and expanded family and medical leave at my business with fewer than 50 employees would jeopardize the viability of my business as a going concern, how do I take advantage of the small business exemption?
To elect this small business exemption, you should document why your business with fewer than 50 employees meets the criteria set forth by the Department, which will be addressed in more detail in forthcoming regulations.
You should not send any materials to the Department of Labor when seeking a small business exemption for paid sick leave and expanded family and medical leave.
