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What Does the Families First Coronavirus Response Act Mean for Employers?

APPLIES TO

All Employers with fewer than 500 Employees

EFFECTIVE

April 2, 2020

QUESTIONS?

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(888) 378-2456

Beginning April 2, 2020, the Families First Coronavirus Response Act (FFCRA) will require employers to provide protected paid leave and paid sick leave to employees through December 31, 2020.

First, the FFCRA’s Emergency Family and Medical Leave Expansion Act extends employee leave protections under the federal Family and Medical Leave Act (FMLA) as follows:

  • Applicability: Private employers with fewer than 500 employees.
  • Eligibility: Employees employed for 30 calendar days or more may request FMLA benefits for leave where the employee is unable to work (or telework) due to a need for leave to care for the son or daughter under 18 years of age of such employee if the school or place of care has been closed, or the child care provider of such son or daughter is unavailable, due to a public health emergency.
  • Paid Leave: The first 10 days of leave are unpaid after which the employer pays the following:
    • at least 2/3 of an employee’s regular pay rate;
    • for the number of hours an employee is otherwise normally scheduled to work (for those with varying schedules, employers should use an average number of scheduled work hours over the six-month period just prior to the date of leave); and
    • up to a maximum of $200 per day and $10,000 in aggregate.

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Connecticut: New Bill Implements Expansive, Fully Paid Family Leave Benefits

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All Employers with CT Employees

EFFECTIVE

June 25, 2019

QUESTIONS?

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(888) 378-2456

On June 25, 2019, Governor Ned Lamont signed Public Act 19-25, “An Act Concerning Paid Family and Medical Leave” (the Act) into law, setting the wheels in motion for the most generous paid family and medical leave benefit in the United States.  The Act substantially amends the existing Connecticut Family and Medical Leave Act (CTFMLA), expanding coverage to all employees, reducing the waiting period for eligibility, and requiring compensation of employees on leave.

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Nevada: Large Employers Must Provide Paid Leave for Any Reason Starting in 2020

APPLIES TO

Employers with 50+ NV Employees

EFFECTIVE

January 1, 2020

QUESTIONS?

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(888) 378-2456

Beginning January 1, 2020, Senate Bill No. 312 will require private employers of 50 or more employees to provide up to 40 hours of paid leave that can be used for any purpose.  Key requirements are summarized below.

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Maine: Employers Must Provide Paid Leave For Any Reason Starting in 2021

APPLIES TO

Private Employers with 10 or more ME Employees

EFFECTIVE

January 1, 2021

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Governor Mills recently signed LD 369 requiring private employers with 10 or more employees to provide paid leave for any reason. Earned paid leave (EPL) accrues at one hour for every 40 hours worked, up to 40 hours in one year of employment. Accrual begins at the start of employment, but taking leave may be restricted until the individual has been employed for 120 days.

Employees must give reasonable notice of their intent to use EPL, unless it is due to emergency, illness, or other sudden necessity. Employers must also maintain employee benefits during the leave period. The Maine Department of Labor is expected to adopt rules to implement the new leave law. Notably, the law does not apply to employees covered by a collective bargaining agreement.

Action Items

  1. Review the bill here.
  2. Implement a paid leave policy by 2021.
  3. Have managers and payroll administrators trained on the new requirements.
  4. Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.

© 2019 ManagEase

Westchester County, NY: Paid Safe Time Ordinance Adds New Protected, Paid Leave

APPLIES TO

All Employers with Westchester County Employees

EFFECTIVE

October 30, 2019

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Employers with employees in Westchester County should already be familiar with the local Earned Sick Leave Law, which outlines provisions for paid or unpaid sick leave.  A new ordinance, the “Safe Time Leave Law,” will require private employers to provide additional paid, job-protected leave for victims of domestic violence and human trafficking.

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