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As a clarification to our previous summary of the "Families First Coronavirus Response Act," the U.S. Department of Labor has posted their summary on their website:

www.dol.gov/agencies/whd/pandemic/ffcra-employer-paid-leave

The DOL is taking the position that the expanded FMLA leave (which -- remember -- applies to employers with fewer than 50 employees, as well as those over 50), allows a maximum of 80 hours of leave for the employee's own quarantine or COVID-19 illness or to care for another under these circumstances, and allows 12 weeks only if it is because the employee is staying home to care for their child who is under 18 and whose school is closed due to the pandemic. This 12 weeks is paid as follows: first 10 days are unpaid (but may substitute accrued paid leave), an additional 10 weeks paid at 2/3 regular pay, capped at $200/day and $10,000 total per employee. This leave to care for the child out of school is not available if the employee is able to telework.

If an employee fears coming into work, they can apply for unemployment and it is available for that reason. The expanded FMLA is not.

These changes do not change the existing FMLA or its application only to employers with over 50 employees.

I wanted to be sure and clarify that the emergency 12 weeks of leave is not available for illness, as I had originally understood.

Last, Sedgwick County is implementing the Stay at Home Order, effective tomorrow. Please let us know if you have any questions about that order.

Good luck, and please call us with any questions. ... See MoreSee Less

Families First Coronavirus Response Act: Employer Expanded Family and Medical Leave Requirements | U.S. Department of Labor

www.dol.gov

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4 days ago