FFCRA Updates: What Employers Need to Know Now
The Families First Coronavirus Response Act (FFCRA) that requires certain employers to provide paid sick leave or expanded family and medical leave to employees for issues related to COVID-19 has undergone revisions from the Department of Labor (DOL). These revisions come on the heels of a federal court decision in New York, which invalidated some portions of the original regs.
What does this mean for employers? DOL’s response to the court decision will require many employers to revisit and revise their current policies and procedures for proving leave to employees. In this 60-minute program you’ll learn:
- New revisions to the rule regulating FMLA leave under the FFCRA
- When and how employees qualify to take FFCRA leave
- Clarification on key terminology in the FFCRA employers need to know
- Documentation requirements for employees requesting leave
Understanding the FFCRA and How it Impacts Employee Leave
- Review of the nuts and bolts of the FCCRA
- How intermittent leave under traditional FMLA factors into the FFCRA
- When paid sick leave and expanded family and medical leave may be taken
- What to do when employees say they need more leave time
- Where intermittent FFCRA leave is permitted under the DOL’s regulations
- When an employee must obtain employer’s approval to take leave time
DOL’s Revisions to the FFCRA Impacting Employer Policies
- Overview of the federal court case that triggered revisions from the DOL
- The updated definition of “health care provider” and why it matters to employers
- Clarification of when employees must provide documentation to support the need for leave
- What the states are doing now in the area of family and medical leave
We’ll cover key questions employers are asking including:
- Do my employees have to provide supporting documentation before they go on FFCRA leave?
- If I have no work for employees, can I just lay them off, or must I allow them to take paid leave?
- If my employee’s child’s school suddenly closes due to quarantine, when can the employee go on FFCRA leave?
About the Speaker
Jim Castagnera holds an M.A. in Journalism from Kent State University, and a J.D. and Ph.D. (American Studies) from Case Western Reserve University. He practiced law for 36 years: 10 years as a labor, employment and intellectual-property attorney with Saul Ewing Arnstein & Lehr; 3 years as general counsel for Wharton Econometric Forecasting Associates; and 23 years as the associate provost & legal counsel for academic affairs at Rider University. His academic career also includes stints as a faculty member at UT-Austin and Widener Law School, and communication director at Case Western Reserve.Currently, he devotes his full-time to writing, teaching, training, and consulting. He is the chief consultant for Holland Media Services, LLC, a freelance writing, training, and communications company with offices in Los Angeles and Philadelphia. He also is an adjunct professor of law at Drexel University.
Participants will learn the latest revisions and updates to the Families First Coronavirus Response Act (FFCRA) that impacts when employees can take leave, and when it must be granted. You’ll have all the information you need, to ensure your policies and procedures are up to date plus compliant.
If you'd like this program customized for your organization, call us at 1-800-964-6033. We're certain we can fulfill your training needs, while making it fit in your budget!
Premier Learning Solutions is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. This program is valid for 1 PDCs for the SHRM-CP® or SHRM-SCP®. For more information about certification or recertification, please visit www.shrmcertification.org.
This program has been approved for 1 (HR (General)) recertification credit hour toward aPHRTM, aPHRiTM, PHR®, PHRca®, SPHR®, GPHR®, PHRiTM and SPHRiTM recertification through the HR Certification Institute. Learn more at hrci.org