U.S. Department of Labor offers clarification on FFCRA, now effective April 1

by | Mar 24, 2020 | Articles, COVID-19, Labor and Employment

The below information is current as of the publication date listed. Because COVID-19 response measures on all fronts are continually evolving, clients should stay alert to new developments and consult with counsel on any critical questions.

The U.S. Department of Labor has published guidance for employers and employees on the recently-passed Families First Coronavirus Response Act. The FFCRA applies to businesses with fewer than 500 employees and requires those employers to provide paid time off (subject to caps) when an employee is unable to work or telework for reasons relating to COVID-19, generally: 

  • Up to two weeks/80 hours at full pay for workers who are sick or under quarantine or isolation
  • Up to two weeks/80 hours at two-thirds pay for workers who need to care for a family member related to COVID
  • Up to 10 weeks at two-thirds pay for workers employed for at least 30 days who need to care for a child whose school has closed or childcare is unavailable

The guidance includes fact sheets for employers and employees, along with a questions and answers document, and is available on the DOL’s website here. This guidance clarifies that the FFCRA takes effect on April 1, 2020 and applies to leave taken from April 1, 2020 through December 31, 2020.

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