- FFRCA Questions & Answers 3-27-20 DOL FFCRA Poster 3-25-2020 CORONAVIRUS-CARES-Flow-Chart
- DOL FFCRA Poster 3-25-2020
- FFRCA Questions & Answers 3-27-20
President Trump signed House Bill 6201, the Families First Coronavirus Response Act (“FFCRA” or “Act”) into law on March 18, 2020. The U.S. Department of Labor (“DOL”) has now released guidance that the new law is effective on April 1, 2020 and remains in effect through December 31, 2020. Leave taken under this Act is not retroactive.
In general, the Act provides that employees are eligible for:
- Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work (or telework) because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or
- Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay because the employee is unable to work (or telework) because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor; and
- Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay where an employee, who has been employed for at least 30 calendar days, is unable to work (or telework) due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.
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