If you are a private employer with fewer than 500 employees, you may be required to offer the new sick time and emergency family medical leave benefits available under the Families First Coronavirus Response Act (and to obtain the payroll tax credits available to recoup the costs of these benefits). This is true regardless of whether the FMLA is otherwise applicable to your business.
This means that as of tomorrow, April 1, your business may need to offer employees the paid leave entitlements outlined in this poster recently released by the Department of Labor (“DOL”) and to communicate these benefits by posting notice in your workplace or by the other methods of communication permitted by the DOL, as explained in its FAQs. For more information on these new requirements, see our original blog article and its update, and the newly-updated FAQs from the DOL. These FAQs provide helpful guidance, including information on how health care providers and small businesses with fewer than 50 employees may deem themselves exempt from offering these benefits.
We are happy to assist you as you determine whether you are required to offer these benefits and how to implement policies addressing them. Please contact Lora Zimmer at [email protected] / 920-257-2214 or Becky Kent at [email protected] / 920-257-2213 for more information.
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