Employers and Employer Groups

Employers and Employer Groups

How can USDOL help you understand and meet your obligations to provide expanded family and medical leave under the FFCRA? What compliance assistance guidance, resources, or tools would help you most? How can we reach as many employers as possible? Share ideas that may assist employers in understanding and meeting their responsibilities under the FFCRA.
(@brenda.rogers)

Employers and Employer Groups

Employer Forced Quarantine after travel to "Hot Spot"

What is the definition of "hot spot". Is it just a City, state or region that has more cases than your community?

Can an employer force the employee to self-quarantine for 14 days upon returning?

Is that considered qualified for pay under #1 of the DOL's reasons for COVID-19 emergency sick pay?

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(@klynchsparks)

Employers and Employer Groups

National Automobile Dealers Association (NADA) Comments

The National Automobile Dealers Association (NADA) represents over 16,000 franchised automobile and commercial truck dealers nationwide who sell new and used motor vehicles and engage in service, repair, and parts sales. Together they employ more than 1.1 million people, yet the majority are small businesses as defined by the Small Business Administration.

NADA offers the following comments and suggestions in response... more »

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(@jfisher21)

Employers and Employer Groups

Clarification on caring for child

What would constitutes "special circumstances" when it come to caring for a child who is over the age of 14? The specific scenario is that a staff members daughter, who is 17, is going through depression due to the school closures because of COVID-19. There is a possibility that she may not be able to finish the credits needed in order to earn her diploma in June. The staff member needs to spend some hours with her through... more »

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(@nschneid)

Employers and Employer Groups

FFCRA Wages for California Exempt Employees - Clarity Needed

Question: CA requires employers to pay exempt employees their full wages (especially in emergency situations) whether they work 1 hour or 40 hours. The FFCRA states a maximum wage and max total for reasons 1-3, and 2/3 of salary for reasons 4 and 6, also with a daily and total amount max. And 2/3 salary for EFMLEA. These two laws seem to conflict. For example, if an exempt employee requests intermittent leave for child... more »

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(@kategilliard)

Employers and Employer Groups

American Physical Therapy Association Comments

On behalf of our more than 100,000 member physical therapists, physical therapist assistants, and students of physical therapy, the American Physical Therapy Association appreciates the work of the U.S. Department of Labor to date to combat the spread of COVID-19. We recognize the complexities involved in implementing the provisions of the Families First Coronavirus Response Act and appreciate the opportunity to provide... more »

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(@galva20)

Employers and Employer Groups

Extended Eligibility for Employers

Our company is part of a manufacturing corporation with plants in Europe and the US. In its totality, it doesn't exceed 500 employees, and our plant, the only representation in the US, has only 25 employees. We would like to qualify for the tax credits offered to companies with more than 50 employees, so we can offer paid sick leave to the employees. We have a Paid Time Off policy, but it is an accrual policy. Employees... more »

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(@aprilybkoz)

Employers and Employer Groups

Clarity on taking leave for child care/home schooling

We have been struggling to determine when to allow the leave for people whose jobs are capable of teleworking but the employee cannot for a portion of the day due to need to care for a child or be a part time teacher as well. We feel it is unreasonable to expect the employee to home school their younger child and then still put in 8 hours of work in the midst of an already stressful time. As long as we are monitoring... more »

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(@amm)

Employers and Employer Groups

Conflicting Employee Notice Provisions - Can Advanced Notice for EFMLEA Leave Ever Be Required or Only After First Day's Use?

The recent FFCRA Rules regarding employee notice at a minimum are confusing, and at most, appear to conflict with actual FFCRA Emergency Family Medical Leave Expansion Act (EFMLEA) language over whether an employee can be required to provide advance notice of foreseeable EFMLEA leave.
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The actual text of the FFCRA regarding EFMLEA leave (i.e., leave that is limited to need to care for a child whose school/care... more »

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(@lcarson)

Employers and Employer Groups

Qualifying Reason #2 and Documentation Requirements

I am concerned with the Department's recently-issued temporary regulations interpreting Qualifying Reason #2 under the EPSLA. Qualifying Reason #2 of the ESPLA applies to employees who have been "advised by a health care provider to self-quarantine related to COVID-19." The Department's most recently-issued temporary regulations provide that this qualifying reason includes those employees who (1) have COVID-19; (2) may... more »

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(@mscblondel)

Employers and Employer Groups

Waiver pay

Hello,

In my state of Vermont a group of parents got together to request waiver pay from Medicaid funds for parents who are now home caring for their family member. I heard from our officials today that they are looking into a relief package that will include a one time stipend based on what is left in the waiver. I am quite pleased with this, however there are other parents who wish to have pay for parents continue.... more »

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(@jdianahr)

Employers and Employer Groups

Regular Rate of Pay

The Q&A is very clear on the 6-month look back on the **regular rate of pay**; however, what if the current hourly wage is greater than the regular rate of pay (due to a merit increase). Can we use the current rate of pay since it is better for the employee? Will the current rate of pay qualify for the payroll tax credit in this case?

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(@jdianahr)

Employers and Employer Groups

Intermittent Leave

Is the daily maximum for school/child care of $200/day prorated for part-time intermittent leave or can we use up to $200/day for higher wage earners? Example, employee works 4 hrs a day vs 8 hrs daily to care for children?


Does intermittent leave extend to 80 hours (regardless of weeks) or it still a 2-week window for Paid Sick Leave? What about the 10-weeks of EFMLE? is it 10-weeks or the equivalent hours for intermittent... more »

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