RECORDED TRAINING COURSE SHRM APPROVED | HRCI APPROVED
On September 11, 2020, the U.S. Department of Labor (DOL) announced a new temporary rule revising the DOL’s regulations on the Families First Coronavirus Response Act (FFCRA). This announcement follows the August 3, 2020 decision by a New York Federal District Court invalidating several provisions of the DOL’s original rule. The District Court held that four sections of the temporary rule were invalid.
The Department of Labor (DOL) has issued clarifications of some of the Family First Coronavirus Response Act (FFCRA) which has been in place since April 1, 2020, and set to expire by December 31, 2020. Effective in September, It is important to note that although the FFCRA is in place it is critical for Employers and Leaders to be knowledgeable about the impact and the compliance consequences. The DOL’s clarification goal is to help Employers manage the requests for leave under the FFCRA. Although there are many updates provided by many different resources, it is imperative that Employers and Leaders count on the experts to explain health resources and compliance experts to assist them with the regulations since they are happening and changing daily.
This training will provide an overview and impact to the DOL clarification
- the requirement that Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave (EFML) are available only if an employee has work from which to take leave;
- the requirement that an employee can take intermittent leave only with employer approval;
- the definition of “health care providers” who can be excluded from coverage; and
- the requirement that employees who take FFCRA leave must provide their employers with certain documentation before taking leave.
- How did the New York District Court describe certain requirements of the FFCRA?
- How does the DOL explain the New Rule and what resources have they implemented for Employers?
- How can Employers effectively communicate the DOL New Rule to employees?
- Why is the documentation of the request for FFCRA critical for Employers?
- What was the confusion that brought the definition of “Healthcare Provider”?
- How does “Intermittent Leave” play a role in FFCRA?
- How has the COVID-19 Pandemic Impacted the FMLA?
- How do FMLA and FFCRA interact?
- What deadlines need to be addressed
- What are the requirements for the FFCRA and the impact in the workplace?
- What is each of the factors that make an employee eligible for leave under the FFCRA?
- How do paid Family Expanded leaves provide assistance to employees with symptoms?
- What if employees di not want to return to work?
- What confirmation is needed for certification of eligibility of FFCRA?
- Are employees eligible for relief if there is no work available?
- How do FMLA and the FFCRA impact employees?
Why You Should Attend:
Employers have been managing the FFCRA requirement as best they could. The DOL’s clarification is another attempt to help Employers process requests for leave and also communicate the new rule for employers to help employees understand how the rule impacts them and feel confident that Employers do all they can to have a safe workplace.
Employers need to have guidance from their regulatory agencies on how to handle the pandemic in the workplace. There are several best practices on how to return to work safely and how to handle difficult situations and inquiries by employees to have the confidence to return to work.
Who Should Attend:
- All Employers with less than 500 employees
- Business Owners
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
- Compliance Professionals
- Employers in all industries
- Small Business Owners