Integrity HR Management

COVID-19 LEGISLATION UPDATES We are starting to get some clarity about the details of H.R. 6201.  This legislation gives 2 different types of relief to employees:  expanded FMLA leave and paid sick leave. The expanded FMLA leave is available to eligible employees who cannot work (or telework) because their child's school or childcare service is closed due to COVID-19 emergency declared by a federal, state, or local authority.  It is important to note that if an employee is able to telework and opts not to, they are NOT eligible for this expanded FMLA leave.  The leave would be up to 12 weeks.  The first two weeks would be unpaid.  During this time, employers can allow employees to use accrued but unused leave time.  However, they cannot require an employee to used their accrued but unused leave time.  The following weeks, weeks 3 through 12, would be paid.  The employer will be required to pay the employee 2/3 of his/her regular rat...

COVID-19 RELIEF BILL UPDATE Less than 24 hours after the bill was passed and signed, we are starting to look at the details and what it means for businesses.  Here is what we know so far: The bill addresses two different types of relief for employees:  Enhanced FMLA benefits and paid sick leave.  ENHANCED FMLA The enhanced FMLA benefits apply to private employers with fewer than 500 employees and some public employers.  The waiting period for eligibility is 30 days for any FMLA leave request related to COVID-19.  There is no requirement for number of hours worked when using this enhanced FMLA.  Qualifying reasons to use this FMLA expansion would be that an employee who is unable to work (or telework) to take leave due to the need to care for a child under the age of 18 whose school or day care facility has been closed due to public health emergency. If an employee is able to telework (the job requirements are such that they could be performed re...