With school getting back in session, leave issues are bound to arise. For many small to medium-sized employers, these may include paid and unpaid leave under the Families First Coronavirus Response Act (FFCRA), as well as other complicated issues that may arise under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). This webinar will provide an overview of the FFCRA and ways employers can try to navigate the FFCRA during this uncertain time. Plus, it will explore some of the FMLA and ADA issues many employers may encounter. Every employer should tune in!
- There are six ways an employee who has been employed for at least 30 calendar days may receive paid sick leave under the FFCRA. The threshold inquiry is whether they have a job that they absolutely cannot perform from home.
- Paid sick leave may be up to 12 weeks.
- Under expanded FMLA, an employee with a child whose school is shut down or who is in school-mandated quarantine may also receive 12 weeks of FMLA leave to care for that child. However, if an employee chooses a virtual learning option even though the school remains open for in-person learning he or she will not qualify for the expanded FMLA.
- Healthcare workers and other emergency workers may be excluded from receiving these emergency benefits.