(@imiles) kudos icon +

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Forms for expanded family medical leave

Good Morning:

It would be good to have forms, similar to the forms for the regular FMLA, that we could use to manage the expanded FMLA. Of course, it would be helpful if the forms would also contain all the information necessary to claim the tax rebate for employers.

Same for the emergency paid sick leave. If there are specific recording requirements for claiming the tax rebate it would be nice to have a request and... more »

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22 votes
22 up votes
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(@ccharette) kudos icon +

NEW! FFCRA Compliance Assistance Tools

Quarantine certification requirements

Many doctors are advising employees verbally to stay at home due to conditions. This is an area of potential abuse if doctor notes are not required. With so many teledoc, video, and messaging systems out there, notes can be obtained via email or app without physically visiting a doctor's office or incurring a visit fee. Addressing this specifically would be helpful.

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15 votes
15 up votes
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(@ccharette) kudos icon +

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Isolation & quarantine definitions

It would be very helpful to better define isolation orders and quarantine orders. Also, if the company is an essential business, how does that affect an employee's right to the benefit? Are they denied sick leave for isolation orders if we are allowed to run? Is an isolation order the same as county or state "stay at home" or "shelter in place" orders? There are lots of questions surrounding this item in the sick leave... more »

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14 votes
14 up votes
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(@derickson) kudos icon +

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Clarification needed of documentation for employees advised to self-quarantine

The IRS temporary rule indicates that an employee desiring EPSL due to being advised bt a health care professional needs immediate clarification in 3 respects:

1. As initially written, it appears to say the employee can choose to self-quarantine, even if the employee is not a health care professional. Can an employee do so or does the employee need the advice of a health care professional? Can a health care professional... more »

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11 votes
11 up votes
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(@janinecox) kudos icon +

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Pay, Reason, Duration Chart

  1. Please create a one page easy to read chart to help Employers, and one for Employees, properly apply the Act and what reason is eligible for what percentage of pay and for how long.

  2. Relax DCAP midyear change reasons to specifically include: a) loss of job due to COVID-19; and b) child care and/or school closed due to COVID-19

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10 votes
10 up votes
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(@jfstewart) kudos icon +

NEW! FFCRA Compliance Assistance Tools

EFMLA Child Care

As most folks know working in human resources, it is the employee who "abuses" the system that takes up a lot of our time. For example, those who use FMLA for the right reasons are easy to track, etc but those who "abuse" FMLA require our constant attention. My concern with the Emergency FMLA for childcare is that this may turn into another time consuming legislation that can be (will be) abused by some employees, thus... more »

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10 votes
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(@dan) kudos icon +

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Mass Confusion over what if an employer has to send an employee home due to symptoms of COVID-19

Under reason number 3 we need better clarification on this. For example say if an employee shows up to work with a fever of 100.4 or greater and we send them home to seek medical diagnosis. Are we then initiating the quarantine under health guidelines they are required to stay home for 72 hrs fever free without use of medication and 72 hrs., symptom free , and at least 7 days from first symptom. The problem is the majority... more »

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10 votes
10 up votes
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(@twade) kudos icon +

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Clarification and Details

1\. In order to understand the FFCRA, I think it is important to provide examples and more in depth details about the 6 qualifying reasons to receive the benefits. For example, the last qualification, number 6, does not plainly state what the other substantial circumstances are nor does it provide an example to relate to.

2\. Another thing that would be helpful, would be to go into details about the actual documentation... more »

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10 votes
10 up votes
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(@evelinasue) kudos icon +

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Emergency Paid Sick Leave Medical Documentation - Specific Assistance Needed for Employers

With respect to medical documentation required for Reasons 2, 3 and 4 for the Emergency Paid Sick Leave (80 hours for full-time employees, etc.), It would be great if the DOL/IRS could provide a standard template form that the health care providers would complete that would include specific instructions, etc. I feel like as an employer, I am placed in a precarious position. Some employees are treating this as a 2-week... more »

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9 votes
9 up votes
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(@stacynorbeck) kudos icon +

NEW! FFCRA Compliance Assistance Tools

$200 cap applicability to 4)10's

How does the $200 daily cap apply to employees who work 4)10's?

It seems unfair to max out an employee at $200 when they work two extra hours per day, but the Acts do not address this. It makes more sense to pay 2/3 of their hourly rate up to $25/hour (which is $200 divided by 8 hours).

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8 votes
8 up votes
0 down votes