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On December 21, 2020, Congress passed a second pandemic relief bill. The relief bill did not renew the employee paid leave provisions of the Families First Coronavirus Response Act (“FFCRA”) – the Emergency Family and Medical Leave Expansion Act and Emergency Paid Sick Leave Act – which are set to expire December 31, 2020. However, the bill does permit employers to claim tax credits through March 31, 2021 for providing paid sick leave or paid family and medical leave for the same reasons set forth in the FFCRA. Employers who provide this covered paid leave are eligible to receive the same tax credits for eligible wages paid to eligible employees as specified under the FFCRA.
Updated December 28, 2020
UPDATE: On December 21, 2020, Congress passed the Consolidated Appropriations Act, 2021 [Including Coronavirus Stimulus & Relief]. On December 27, 2020, President Trump signed this legislation into law.
This bill extends the tax credits associated with the Families First Coronavirus Response Act (FFCRA), including the Public Health Emergency Leave and Emergency Paid Sick Leave through March 31, 2021. While the tax credits aspect of the FFCRA has been amended, the actual employer mandates do not appear to have been extended beyond the December 31, 2020, expiration date. Thus, employers may continue to extend the benefits to their employees and may qualify for tax credits, though doing so would be permissive and not mandatory.
Making Sense Of Colorado s New Wage And Hour And Paid Sick Leave Rulemaking - Employment and HR mondaq.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from mondaq.com Daily Mail and Mail on Sunday newspapers.
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Back in January, management-side labor and employment lawyers in Colorado thought the biggest wage and hour compliance issue for 2020 would be limited to ensuring clients were up to date on the expanded meal and rest break requirements of the Colorado Overtime and Minimum Pay Standards Order #36 (COMPS #36). What has transpired in the months since then has been truly dizzying: a barrage of legal and regulatory developments ranging from drastically overhauled COMPS exemptions to an entirely new paid sick leave requirement. Considering the pace at which these changes have progressed, it is possible that by the time this article is published, new rulemaking or guidance will have taken us in a different direction, but the following are some of the most important wage compliance issues to consider for Colorado employers as the new year looms.
Tuesday, December 15, 2020
Back in January, management-side labor and employment lawyers in Colorado thought the biggest wage and hour compliance issue for 2020 would be limited to ensuring clients were up to date on the expanded meal and rest break requirements of the Colorado Overtime and Minimum Pay Standards Order #36 (COMPS #36). What has transpired in the months since then has been truly dizzying: a barrage of legal and regulatory developments ranging from drastically overhauled COMPS exemptions to an entirely new paid sick leave requirement. Considering the pace at which these changes have progressed, it is possible that by the time this article is published, new rulemaking or guidance will have taken us in a different direction, but the following are some of the most important wage compliance issues to consider for Colorado employers as the new year looms.