Unpacking the Families First Coronavirus Response Act for Employers
SummaryComplying with the new Families First Coronavirus Response Act (FFCRA) is challenging because so much of the new law is long on legal mandates and what employers must do, but short on the details of how to do it. Employers are left confused and not sure where to start.
Our 75-minute workshop provides up-to-date guidance on how to interpret what the Paid Sick Leave and expanded Family Medical Leave provisions of the FFCRA actually mean; and what employers need to do now to comply with the new mandates.
- How (and when) paid sick leave and expanded FMLA benefits laws interact
- Calculating paid sick leave for your part-time workers
- What if an employee refuses to come to work out of fear COVID-19 exposure?
- How overtime hours factor into calculating wages for paid sick leave or FMLA
- What are the penalties for not complying with the FFCRA?
- How intermittent leave under traditional FMLA factors into the FFCRA
- Bonus Handout – 6 QUALIFYING REASONS FOR PAID SICK LEAVE
Demystifying the Families First Coronavirus Response Act
- Differences between the paid sick leave and expanded FMLA requirements
- Computing the number of employees an employer has covered by the FFCRA
- Providing benefits within the express timeframes mandated by the FFCRA
- How businesses with 25 or fewer employees may be able to exempt
- Recognizing an employer’s obligations after December 31, 2020
Employers Obligations Under the FFCRA
- Amount of leave an employer must provide an employee who may qualify for more than one kind of Emergency Paid Sick Leave
- Calculating an employee’s regular rate of pay
- Pinpointing the dollar amounts and aggregate caps on payments under the FFCRA
- Handling overtime wage calculations
- What “free medical testing” really means
Question and Answer Session - Hear expert answers to real-world questions!
About the Speaker
Max Muller has more than 40 years of business experience as an attorney, businessman and professional trainer.
- In 1990, drawing on his diverse background, he began a consulting practice focusing on providing practical solutions in the areas of workplace legalities, e.g., equal employment opportunity, sexual harassment, FMLA, ADA, COBRA, FLSA, ADEA, etc.; safety and health regulatory compliance (OSHA); facilities management; and, warehousing/inventory control.
- He authored several books like "The Manager's Guide to HR: Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know, Second Edition" AMACOM Books (now HarperCollins Leadership) and SHRM, New York City, August 2013.
Join our 75-minute program to discover what’s required now under the Families First Coronavirus Response Act. After this event you’ll be able to update your payroll procedures, plus revise FMLA policies and modify your benefits programs to comply with the FFCRA.
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