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FFCRA OVERVIEW

The U.S. Department of Labor (DOL) issued temporary regulations for the Families First Coronavirus Response Act (FFCRA) on April 1, which confirmed that employees must give notice to their employers of the need to take leave and provide documentation to support paid sick leave and emergency family and medical leave. The IRS also provided guidance on needed documentation. simplicityHR documentation samples and additional resources are available for use and guidance.

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FFCRA EMPLOYER UPDATES

As employers are beginning preparations for their return to full operations, some employees may be unable – or even unwilling – to re-enter the workplace. Those employees are likely to turn to COVID-inspired federal legislation, the Families First Coronavirus Response Act (FFCRA), to delay their return to work or to leave once they have returned. If you recall an employee any time before December 31, 2020, and the person indicates that they are unable to return because of one of the qualifying reasons for Emergency Paid Sick Leave (EPSL) benefits or Emergency Family and Medical Leave Act (EFMLA) leave under the Families First Coronavirus Response Act (FFCRA), they may be entitled to the EPSL benefit or EFMLA benefit. Further, if an employee returns to work, they will then be potentially eligible for these benefits until December 31, 2020 if subsequently covered by a qualifying reason that makes them unable to work or telework.

FFCRA EMPLOYER RESOURCES

Helpful step by step guides to support the processing of employee paid sick leave and emergency family and medical leave.

FREQUENTLY ASKED QUESTIONS

With coronavirus concerns dominating the headlines, many employers and employees are seeking guidance on what they can and cannot require of employees who may have been exposed to coronavirus (COVID-19). Our HR and safety experts are working with local employers on various coronavirus-related issues.

Below are some of the most frequently asked questions:

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