As employers continue to weather the effects of the COVID-19 outbreak, the U.S. Department of Labor ("DOL") has issued some guidance to help businesses and employees understand the Families First Coronavirus Response Act ("FFCRA").
On March 25, 2020, the DOL issued the required poster employers will need to provide to employees under the FFCRA. Employers may satisfy this requirement by posting the notice in a conspicuous place on their premises, emailing or mailing the notice to employees directly, or posting it on an employee intranet or external website. For your convenience, a copy of the FFCRA workplace notice is linked below.
- Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave under The Families First Coronavirus Response Act (FFCRA)
The agency also published a series of frequently asked questions about the required FFCRA notice, which can be accessed here.
Effective Date of the FFCRA
The effective date of the new Families First Coronavirus Response Act, according to the agency's Labor's Wage and Hour Division, is April 1, NOT April 2, as we've previously reported in our published articles. The FFCRA states it becomes effective "not later than 15 days" after the date of enactment. It was signed into law on March 18, 2020, but the DOL guidance is effective as of 14 days.
Ward and Smith's labor and employment attorneys have written extensively about the FFCRA. Below are a few articles to help you get up-to-speed on the act. We are also publishing fresh content daily. Visit our Business Interruption Resources page to stay in the know, subscribe to our COVID-19 Newsletter, or follow us on Facebook, Twitter, and LinkedIn.
- Are Health Care Providers Exempt from the FFCRA Paid Leave Requirements?
- "Hold On, Help Is on the Way:" U.S. Senate Passes Second COVID-19 Relief Bill
- Contagion II: MORE Practical Advice for NC Employers Wrestling with COVID-19
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This article is not intended to give, and should not be relied upon for, legal advice in any particular circumstance or fact situation. No action should be taken in reliance upon the information contained in this article without obtaining the advice of an attorney.