Emergency Paid Sick Leave Act
The proposed new Emergency Paid Sick Leave Act is part of the Families First Coronavirus Response Act (HR 6201). The Act, which will take effect on April 1, 2020, was created to provide guidance and aid employers with 50 or more employees, and less than 500. This Act will also prohibit discrimination and retaliation against employees invoking their benefits. It is important for everyone to be aware of the specific definitions and guidelines set forth if employees are forced to miss work due to multiple scenarios associated with the COVID-19 pandemic.
The expanded family and medical leave provisions of the FFCRA apply to certain public employers, and private employers with fewer than 500 employees. Effective March 26, 2020, employers must provide notice of the new law to all employees by posting the notice, copy attached, with its other labor law posters (in a conspicuous place on the employers’ premises). Employers must also email, direct mail and/or post the required notice on the company’s website so that employees who are currently unable to access their physical place of work have access to it.
Click here to read our interpretation of the Act, as it is currently written. Please note that prior to implementing any of the components of this Act, we urge you to check the Department of Labor website for ongoing updates and regulations.
DISCLAIMER: The WM Daily Update COVID-19, COVID-19 Business Resources and COVID-19 Client News Alerts and other related communications are intended to provide general information on legislative COVID-19 relief measures as of the date of this communication and may reference information from reputable sources. Although our firm has made every reasonable effort to ensure that the information provided is accurate, we make no warranties, expressed or implied, on the information provided. As legislative efforts are still ongoing, we expect that there may be additional guidance and clarification from regulators that may modify some of the provisions in this communication. Some of those modifications may be significant. As such, be aware that this is not a comprehensive analysis of the subject matter covered and is not intended to provide specific recommendations to you or your business with respect to the matters addressed.
