Employees and Employee Groups
As this is new territory for all, it would be nice to have specific examples for employers on how to handle each situation that needs to be covered. While every situation is circumstantial, it would be nice to have a guide for all 6 items and how it should be handled and what that employee should be paid.
Please provide clarification on whether governor mandated "stay at home" orders are included in #1..subject to federal, state, or local quarantine or isolation order related to COVID-19.
Please provide a model policy as well as a form or application for employers to use.
Hospitals and other institutions "primarily engaged in the care of the sick, the aged, or the mentally ill" are covered employers under Section 3(s)(1)(B) of the FLSA. Thus, hospitals, residential care establishments, skilled nursing facilities, nursing facilities, assisted living facilities,... more »
Please provide an 800 number with adequate staffing (assume there are lots of USDOL folks who can handle phone lines remotely) to provide workers with information about how to handle application for EFMLA benefits. This is critical.
Can there be more clarification regarding employees who have already taken the maximum 12 weeks of regular FMLA (for birth of a child) within the last 12 months and if they are still able to qualify for the expanded family and medical leave so that they can take care of said child who cannot go to daycare because it is closed due to COVID-19.
I like the Families First paid leave with one exception. I do not think large employers should be excluded. I work for a large employer and we have many employees that do not have any paid time off available. While we are being lenient this will not make up wages that these employees need to keep food on the table and a roof over their heads.
How can a small (less than 50 employees), nonprofit business be exempt from the FFCRA? When will we know who is exempt?
Please have employee-facing materials available in Spanish as well. Thank you.