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April 1, 2020
The Department of Labor (DOL) released initial guidance clarifying several provisions set forth in the Families First Coronavirus Response Act (FFCRA) earlier this week. Since then, the DOL has provided a model notice, along with some guidance for handling the notice requirements, and recently updated its Questions and Answers (Q&A) document to address many more items as described below.
Public employers (of all sizes) and private employers with <500 employees who are required to comply with the new Emergency Paid Sick Leave Act and Expanded FMLA requirements going into effect April 1, 2020 are required to provide employees with information about the paid leave. As with other DOL posters (e.g. FMLA and USERRA), the general requirement is that employers must post the notice in a conspicuous location on their premises. However, the DOL recognized that under the current circumstances, many employees may not be working onsite. Therefore, employers can also satisfy the notice requirement if the notice is made available on the employer’s website, or if the notice is mailed or emailed to employees.
The model notice, as well as a Q&A providing instructions for the notice can be found here – https://www.dol.gov/agencies/whd/pandemic.
The Q&A document provided earlier this week set forth 14 questions and answers providing clarity on some of the paid leave requirements such as the effective date (4/1/2020) and how to count employees for purposes of the 500 employees threshold. The DOL has since added substantially to the Q&A document, which now includes 37 questions and answers. The additions provide helpful clarification on the following items, among other things:
There are certainly still questions to be answered, and we expect guidance will continue to be provided over the next couple of weeks, but the Q&A document is helpful in providing some direction for employers who are preparing to comply with these new paid leave requirements next week. NOTE: The DOL has promised some flexibility around enforcement through April 17, 2020, during which time the DOL indicates it would prefer to work with employers to help them understand and comply with the requirements. Employers will not be penalized for failure to comply during this period if the employer is making reasonable, good faith efforts to comply.
The updated DOL FAQ can be found here:
The views and opinions expressed within are those of the author(s) and do not necessarily reflect the official policy or position of Parker, Smith & Feek. While every effort has been taken in compiling this information to ensure that its contents are totally accurate, neither the publisher nor the author can accept liability for any inaccuracies or changed circumstances of any information herein or for the consequences of any reliance placed upon it.