On September 11, 2020, the U.S. Department of Labor (DOL) announced a new temporary rule revising the DOL’s regulations on the Families First Coronavirus Response Act (FFCRA). This announcement follows the August 3, 2020 decision by a New York Federal District Court invalidating several provisions of the DOL’s original rule. The District Court held that four sections of the temporary rule were invalid.
The Department of Labor (DOL) has issued clarifications of some of the Family First Coronavirus Response Act (FFCRA) which has been in place since April 1, 2020, and set to expire by December 31, 2020. Effective in September, It is important to note that although the FFCRA is in place it is critical for Employers and Leaders to be knowledgeable about the impact and the compliance consequences. The DOL’s clarification goal is to help Employers manage the requests for leave under the FFCRA. Although there are many updates provided by many different resources, it is imperative that Employers and Leaders count on the experts to explain health resources and compliance experts to assist them with the regulations since they are happening and changing daily.
This training will provide an overview and impact to the DOL clarification
- the requirement that Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave (EFML) are available only if an employee has work from which to take leave;
- the requirement that an employee can take intermittent leave only with employer approval;
- the definition of “health care providers” who can be excluded from coverage; and
- the requirement that employees who take FFCRA leave must provide their employers with certain documentation before taking leave.
