2020 Spring HR Insider Newsletter

Benefits THE FAMILIES FIRST CORONAVIRUS RESPONSE ACT (FFCRA)

The Families First Coronavirus Response Act (FF- CRA or Act) requires certain employers to provide their employees with paid sick leave and expanded fa- mily and medical leave for specified reasons related to COVID-19. The following is a brief overview about these benefits. EFFECTIVE DATES These provisions will apply from April 1, 2020 throu- gh December 31, 2020. QUALIFYING REASONS FOR LEAVE An employee is entitled to take leave related to CO- VID-19 if the employee is unable to work, including unable to telework, because: 1. The employee is subject to a federal, state, or lo- cal quarantine or isolation order related to COVID-19 2. The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19 3. The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis 4. The employee is caring for an individual who is sub- ject to quarantine or isolation or advised to self-qua- rantine by a health care provider due to concerns rela- ted to COVID-19

Emergency Paid Sick Leave Act The paid sick leave pays up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave based on the higher of your regular rate of pay, or the applicable state or Federal minimum wage paid at: • 100% for qualifying reasons #1-3, up to $511 daily and $5,110 total aggregate • 2/3 for qualifying reasons #4-6, up to $200 daily and $2,000 total aggregate Emergency & Family & Medical Leave Expansion Act You may be eligible for both types of leave, but only for a total of twelve weeks of paid leave. You may take both paid sick leave and expanded family and medical leave to care for your child whose school or place of care is closed, or child care provider is una- vailable, and you are unable to work or telework due to COVID-19 related reasons. The Emergency Paid Sick Leave Act provides for an initial two weeks of paid leave. This period thus covers the first ten wor - kdays of expanded family and medical leave, which are otherwise unpaid under the Emergency and Family Medical Leave Expansion Act. An employee is eligi - ble for leave for the number of hours that the emplo- yee is normally scheduled to work over that period. You will receive:

5. The employee is caring for a son or daughter whose school or place of care is closed, or childcare provider is unavai- lable, due to COVID-19 precautions; or 6. The employee is experiencing subs- tantially similar conditions as speci- fied by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury. PAID LEAVE ENTITLEMENTS These leaves are separate from the cu- rrent leave policies the EAA has in pla- ce.

If you are experiencing one of these qualifying reasons, please contact your immediate supervi- sor or Raquel Garza as soon as possible. Human Resources will need to ensure the EAA is compl- ying with these new pro- visions provided by the FFCRA.

• 2/3 of your regular rate of pay, up to $200 daily and $12,000 total aggregate. Please note that you can only receive the additional ten weeks of expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act for leave to care for your child whose school or place of care is closed, or child care provider is una- vailable, and you are unable to work or telework due to COVID-19 related re- asons.

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