As we discussed in our March 19, 2020 post and our April 1, 2020 post, the FFCRA requires private employers with less than 500 employees and public employers to provide employees with 80 hours of paid sick leave for specified reasons related to COVID-19, and up to 12 weeks of job protected leave for employees who have worked for their employer for at least 30 days and who are unable to work due to the need to care for a son or daughter whose school is closed or the unavailability of a child-care provider due to COVID-19.
As of April 1, 2020, covered employers must comply with the FFCRA’s mandates. The Department of Labor (DOL) continues to issue questions and answers to explain the complex details of the paid leave mandates. Based on the DOL’s information, we’ve created a FFCRA flowchart to help you determine whether your employees are entitled to paid leave benefits under the FFCRA.
Contact us
If you have questions about the implications of FFCRA’s mandates on your business or have questions related to FFCRA provisions, contact Tom Godar or your Husch Blackwell attorney.
Tracey Oakes O’Brien is a contributing author of this content.
COVID-19 resource
Husch Blackwell has launched a COVID-19 response team providing insight to businesses as they address challenges related to the coronavirus outbreak. The page contains programming and content to assist clients and other interested parties across multiple areas of operations, including labor and employment, retailing, and supply chain management, among others.