Human Resources Assistance
Returning to the Workplace after the Great Coronavirus Shutdown
As we embark on this journey of re-opening business and calling our employees back to work, we realize that we're going to have to do some things differently, certainly for the short haul, perhaps for the long run.
It has been six weeks since business owners nationwide faced major employment decisions due to COVID-19. Now, it appears that we are on the downfield side of the virus and most states, but not all, are beginning to open up for business, on some kind of a graduated basis.
Click here for some thoughts provided by Seay Management Consultants about bringing employees back to work after the Great Coronavirus Shutdown.
Families First Coronavirus Response Act
On Wednesday, March 25, 2020, the Department of Labor (DOL) issued the first round of regulations and guidance implementing the Families First Coronavirus Response Act (FFCRA).Click here for further information provided by Seay Management Consultants on these regulations.
See the attached summary of the benefits and employer responsibilities provided by Scott Kamins of Offit Kurman.
The act requires employers with fewer than 500 employees to provide two weeks' worth of paid sick leave if employees are unable to work because they're subject to quarantine or isolation, are experiencing symptoms of COVID–19, are caring for someone who is in quarantine or isolation and/or have children in schools that have closed.
Employers themselves will receive tax credits to offset the costs of providing this paid leave.
Under the legislation, an employer cannot require employees to find a replacement worker for themselves or require them to use other paid time off.
The legislation also gives up to three months of paid family and medical leave, equivalent to no less than two-thirds of the person's pay.
FFCRA Exemption for Small Employers
Employers have spent the past few weeks seeking clarification in many areas specific to the Families First Coronavirus Response Act (FFCRA) and the paid sick leave and expanded FMLA it provides.
If you have a small business (under under 50 employees), you may have questions, specifically surrounding whether or not you too are covered under FFCRA.
Click here for further information provided by Seay Management Consultants on these regulations.