Executive Summary: On June 15, 2021, the Southern District of Florida granted summary judgment in favor of employer Barrier Technologies, LLC (“Barrier Technologies” or the “employer”), a manufacturer of radiation protection products, on former employee Tracey Graham’s (“Graham” or the “employee”) claim of retaliation under the Emergency Paid Sick Leave Act (“EPSLA”), Division E of the Families First Coronavirus Response Act (“FFCRA”).
The American Rescue Plan Act of 2021 (ARPA) was signed into law on March 11, 2021 and contains important changes and expansions related to the two paid leave options provided under the Families First Coronavirus Response Act (FFCRA) – Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave
I know you want to hear FFCRA musings [though I’m not sure why…], but first take a look at this beauty of a ten-week old golden retriever pup, Annie, who we just brought home.
My heart is full.
Take as much time as you’d like admiring that beautiful doggy before
As part of the American Rescue Plan Act of 2021 (ARPA), the $1.9 trillion COVID-19 relief bill signed by President Biden on March 11, 2021, employers with fewer than 500 employees may continue receiving tax credits for voluntarily offering employees paid leave under the Families First Coronavirus Response Act (FFCRA).
Have you ever read a new law and despite something like your 68th reading of the darn thing (which might as well be in a foreign language), it’s still clear as mud?
Let me introduce you to the American Rescue Act.
More specifically, let’s chat about those provisions revising and
Late last week, President Biden signed the American Rescue Act Plan of 2021. Most of the news reports have focused on the $1,400 stimulus checks that many Americans will receive. On the employment side, the focus has been on the
The FFCRA expired on December 31, 2021. The 2021 “Consolidated Appropriations Act” then extended the available tax credits to covered employers (those with fewer than 500 employers) if they voluntarily continue FFCRA benefits through March 31, 2021.
The American Rescue Plan Act of 2021 has extended the tax credits available to employers with fewer than 500 employees under the Families First Coronavirus Response Act (FFCRA) through September 30, 2021. As has been the case since January 1, 2021, leave is no longer mandatory under the law, but employers may offer
On March 11, 2021, President Biden signed the American Rescue Plan Act of 2021 (the “Plan”). The Plan is the most recent stimulus bill enacted to address the COVID-19 pandemic and it comes almost one year to the date the first COVID relief bill containing the Families First Coronavirus Response
Within the past few days, employers now have greater clarity on whether they will be required to provide their employees emergency paid sick and paid FMLA leave.
The latest news boils down to this:
Employers with 500 or more employees: Breathe easy – it seems apparent you will have no
As we turn the page to a new year, employers covered by FFCRA face a host of questions now that FFCRA is purely voluntary.
For instance, employers are navigating questions such as: Should an employer voluntarily provide FFRCA leave to eligible employees now that leave is no longer mandatory? Is
As 2020 comes to an end and we seek to close the books on what can only be described as an unprecedented, exhausting year, many employers are wondering what happens to the COVID-19-related benefits provided through the Coronavirus Aid, Relief, and Economic Security (“CARES”) Act and Families First Coronavirus Relief Act (“FFCRA”), some of which have either already expired or are due to sunset on December 31st.
UPDATE: President Trump signed this bill into law without changes on December 27, 2020.
As the COVID-19 pandemic continues, employees who took leave earlier in the year may be requesting additional COVID-19-related leave. Employers covered by the Families First Coronavirus Response Act (FFCRA) are again seeking guidance in determining which employees qualify for the emergency sick leave and family leave portions of the FFCRA.
Almost six months after the US Department of Labor (DOL) issued regulations under the Families First Coronavirus Response Act (FFCRA), those regulations have been revised (effective September 16, 2020) in response to a federal district court decision invalidating a handful of provisions interpreting the FFCRA.