How Will COVID-19 Affect Your HR Policies?
How is the COVID-19 pandemic affecting your HR policies? This HR consulting company is here to set the record straight and we feel the best way to do that is to share information with you that's straight from the Department of Labor. Keep reading this week's blog to learn how the COVID-19 pandemic could be changing what you've set in place for your HR policies. Need assistance writing your HR policies? Call Kmet Consulting today at 877-783-5638.
INFORMATION FROM THE DOL
The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. The Department of Labor’s (Department) Wage and Hour Division (WHD) administers and enforces the new law’s paid leave requirements. These provisions will apply from the effective date through December 31, 2020.
Generally, the Act provides that employees of covered employers 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 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 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 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.
Kmet Consulting is here for you. You can find more information about the Families First Act on the DOL website that was linked above, but if you are having trouble understanding any of it, please give us a call. Kmet Consulting can be reached at 877-783-5638. You can also follow us on our social media channels listed below to stay up to date on our latest announcements. Communication is more important than ever and that's exactly what good HR policies do - communicate. If you feel your staff can't understand the policies you have in place, then you likely need to rewrite them. We can help.
How Will COVID-19 Affect Your HR Policies?
INFORMATION FROM THE DOL
The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. The Department of Labor’s (Department) Wage and Hour Division (WHD) administers and enforces the new law’s paid leave requirements. These provisions will apply from the effective date through December 31, 2020.
Generally, the Act provides that employees of covered employers 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 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 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 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.
Need Help Writing Your HR Policies?
Kmet Consulting is here for you. You can find more information about the Families First Act on the DOL website that was linked above, but if you are having trouble understanding any of it, please give us a call. Kmet Consulting can be reached at 877-783-5638. You can also follow us on our social media channels listed below to stay up to date on our latest announcements. Communication is more important than ever and that's exactly what good HR policies do - communicate. If you feel your staff can't understand the policies you have in place, then you likely need to rewrite them. We can help.
sue@kmetconsulting.com
877-783-5638
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