Monday, December 28, 2020
Since April 1, employers with fewer than 500 employees have been required to grant paid leave to their employees for a variety of COVID-related reasons. The two paid-leave provisions in the Families First Coronavirus Response Act (FFCRA) (1) created a paid sick-leave benefit for the first time at the federal level, the Emergency Paid Sick Leave Act (EPSLA), and (2) amended the FMLA to allow for paid leave in the narrow instance of school and child care facility closures due to COVID, the Emergency Family and Medical Leave Expansion Act (EFMLEA). Pursuant to the EPSLA, full-time employees could receive up to 80 hours of paid leave, with certain pay caps depending upon the reason for the leave. Likewise, under the EFMLEA, an employee dealing with a school closing or unavailability of child care, could receive partial pay for up to 10 weeks. Once employers fronted these payments to employees, they could seek reimbursement from the federal gov
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In March 2020, the federal government passed the Families First Coronavirus Response Act (FFCRA), which required employers to provide paid leave to employees under certain circumstances related to the global coronavirus pandemic. The FFCRA contains two main provisions that address employee absences: the Emergency Family and Medical Leave Expansion Act (EFMLEA) and the Emergency Paid Sick Leave Act (EPSLA). The EFMLEA and the EPSLA were set to expire on December 31, 2020. From the employer’s perspective, an important aspect of the FFCRA included a provision that allowed employers to take payroll tax credits for paid leave provided to employees under the FFCRA. On the other hand, employees knew they would be compensated when they had to miss work for specific COVID-19 related reasons. Everyone benefited from the incentives this legislation provided for employees to stay home from work when necessary to help combat the viru
Monday, December 28, 2020
On Sunday, December 27, 2020, President Trump signed the legislation providing government funding and a long-anticipated coronavirus relief package (the “Bill”). The wide-sweeping Bill contains a number of key provisions that will impact both public and private sector employment in 2021. Of particular significance to employers is that:
The Bill does not extend the mandates of the Emergency Family and Medical Leave Expansion Act (“EFMLEA”) or the Emergency Paid Sick Leave Act (“EPSLA”) enacted under the Families First Coronavirus Response Act (“FFCRA”).
The Bill allows tax credits to employers for “FFCRA like” paid leave benefits paid to employees through March 31, 202
The Bill provides no economic incentive for public employers to continue FFCRA s paid leave benefits.
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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.
Paid Sick Leave for Self-Storage Staff: Understanding COVID-19 Laws insideselfstorage.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from insideselfstorage.com Daily Mail and Mail on Sunday newspapers.