As we finally closed out 2020, the required leave provisions of the Families First Coronavirus Response Act (FFCRA) also came to a close. However, the Department of Labor issued two new FAQ’s on its website (FAQ 104 and 105), clarifying that if an employee has not exhausted their FFCRA leave prior to January 1, 2021, a covered employer may elect to voluntarily extend the employee’s deadline to do so through March 31, 2021.
We address issues, cases and matters of statutory and regulatory compliance of employment law that can impact a business' growth and profitability.
Congress responded to the current COVID-19 pandemic crisis by passing the Families First Coronavirus Response Act, House Bill 6201 (the “Act”) on March 18, 2020, and it has been signed into law. The Act is effective 15 days from enactment, on April 2, 2020. The new Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act provisions generally apply to private-sector employers with less than 500 employees, unless the Secretary of Labor decides to exempt those with fewer than 50 employees (no current decision). This summary discusses the impact the Act has relative to the leave that must be given to employees in certain circumstances, the tax credits employers are entitled to, and also provides a short summary of IRS authority delaying tax payments otherwise due April 15, 2020.
On March 18, 2020, responding to the COVID-19 pandemic President Donald Trump signed the Families First Coronavirus Response Act. The new law includes requirements for specified employers to provide leave under the Family and Medical Leave Act (FMLA) as well emergency paid sick leave. To assist businesses navigate the new leave requirement, a straight-forward Q & A, is set forth below: