Families First Coronavirus Response Act (FFCRA) Changes You Should Know
A decision out of New York prompted the Department of Labor (DOL) to issue a revised rule on the FFCRA which is scheduled to take effect 9/16/2020.
The revisions cover five main areas:
- The Department reaffirms that paid sick leave and expanded family and medical leave may be taken only if the employee has work from which to take leave and explains further why this requirement is appropriate. This temporary rule clarifies that this requirement applies to all qualifying reasons to take paid sick leave and expanded family and medical leave.
- The Department reaffirms that, where intermittent FFCRA leave is permitted by the Department’s regulations, an employee must obtain his or her employer’s approval to take paid sick leave or expanded family and medical leave intermittently under § 825.50 and explains further the basis for this requirement.
- The Department revises the definition of “health care provider” under § 825.30(c)(1) to mean employees who are health care providers under 29 CFR 825.102 and 825.125,3 and other employees who are employed to provide diagnostic services, preventive services, treatment services, or other services that are integrated with and necessary to the provision of patient care.
- The Department revises § 826.100 to clarify that the information the employee must give the employer to support the need for his or her leave should be provided to the employer as soon as practicable.
- The Department revises § 826.90 to correct an inconsistency regarding when an employee may be required to give notice of expanded family and medical leave to his or her employer.
Covered employers should look closely at their existing FFCRA leave policies and practices to ensure they are in compliance.
If you have questions about modifying your FFCRA Leave Policy, contact the BrownWinick Employment attorney with whom you work.