- The law is effective April 1, 2020 through December 31, 2020.
- The Emergency Paid Sick Leaves is specific to COVID-19 related circumstances and is limited to 80 hours for full-time employees, pro-rated hours for part-time employees. There is no minimum tenure requirement for employees to be eligible for this benefit.
- The Expanded FMLA is 12 weeks of benefit with the first 2 weeks as “unpaid” (the employee would utilize the 2 weeks of EPSL) and the remaining 10 weeks paid at 2/3 their regular rate. The caveat is that the employee is eligible only if they are caring for a child under the age of 18 whose school or child-care provider is close or unavailable due to COVID-19, and the employee must be employed for 30 days (not the usual 1 year as with other FMLA eligibility rules)
- There are several maximums and other specifics related to both of these leave types, please review the federal frequently asked questions and updates for the most current information.
As everyone has experienced, information during this time is very fluid and continually changing. We want you to access the most recent information being released from the federal government. That’s why we’ve pulled together a list of online resources that provide the most up to date information in regards to the EPSL (Emergency Paid Sick Leave) and the Expanded FMLA.
The following links will be your one stop shop for all information relating to paid leave considerations regarding COVID-19.
- Department of Labor’s COVID-19 Resource Hub
- Department of Labor’s FFCRA Paid Leave Resource Hub
- Department of Labor’s FFCRA FAQ
- Department of Labor’s COVID-19 FLSA Q&A
- Department of Labor’s COVID-19 FMLA Q&A
- Internal Revenue Service COVID-19 Resource Hub
- Internal Revenue Service Guidance on Tax Credits
- Department of Labor’s FFCRA Workplace Poster
- Department of Labor’s FFCRA Workplace Poster FAQ