New FMLA Forms with FFCRA Guidelines as per DOL for COVID19

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CEU Approved | Pre Recorded

  • 90 minutes

DOL issues additional FFCRA regulations or guidance. The enacted federal legislation provides covered employees with two forms of paid leave—Emergency Paid Sick leave(EPSL) and FMLA-Public Health Emergency Leave (FMLA-PHE).

On July 16, 2020, the U.S. Department of Labor (“DOL”) released a series of new forms that can be used by employers and leave administrators related to the Family and Medical Leave Act (“FMLA”). The DOL claims the new forms are simpler and easier to understand for employers, healthcare providers, and employees.

Employer FMLA Notice Forms:

  • Eligibility Notice (form WH-381)

  • Rights and Responsibilities Notice (form WH-381) 

  • Designation Notice (form WH-382)

FMLA Certification Forms:

  • Employee’s serious health condition (form WH-380-E)

  • Family member’s serious health condition (form WH-380-F)

  • Qualifying Exigency (form WH-384)

The leave would be available to those who need time off because of school and daycare closures or because they or a family member has COVID-19, among other circumstances. Eligible workers would be entitled to two benefits:

  • Two weeks of job-protected, emergency paid sick leave at full pay (up to $511 per day) 

  • 12 weeks of job-protected, emergency paid FMLA leave at two-thirds of their regular pay (up to $200 a day).Employers would be responsible for funding that leave, with some tax credits available.

This training will teach all attendees how to manage all the leave, paid leave, PTO and other leave and how they overlap with the FFCRA.

Session Highlights:

After attending this webinar, you'll be able to:

  • What are the New FMLA forms and what are the changes?

  • What was there an initiation of new FMLA Forms and what were the reasons for changes?

  • When can you use the new FMLA forms?

  • How has the COVID-19 Pandemic Impacted the FMLA?

  • How does FMLA and FFCRA interact?

  • What deadlines need to be addressed

  • How does FMLA and the FFCRA impact employees?

  • What are the requirements for the FFCRA and the impact in the workplace?

  • What are each of the factors that make an employee eligible for leave under the FFCRA?

  • How does paid Family Expanded leave provide assistance to employees with symptoms?

  • What is the actual rate of pay that is calculated for eligibility?

  • How much leave is granted for those employees caring for a family member who is quarantined?

  • What if employees di not want to return to work?

  • What confirmation is needed for certification of eligibility of FFCRA?

  • How can you apply for lave under the FFCRA?

  • What happens when your employer reduces your hours?

  • What is the difference between Furloughs and Layoffs?

  • Are employees eligible for relief if there is no work available?

  • What relief is provided to employees by the CARES Act?

  • How is unemployment benefits impacted?

  • How is the healthcare industry impacted by their share of the relief packet?

  • Learn how small businesses will be able to survive under the CARES Act.

  • What are the next steps for the CARES Act?

  • Will the self-employed, freelancers, independent contractors receive what they need to survive? 

  • How can the CARES Act assist businesses to provide the much-needed services to stay afloat and manage the employees’ rights?

Why You Should Attend:

Speaker will discuss these key points in the Live session –

  • Which employees are eligible to take FMLA leave?

  • Must an employer grant leave to an employee who is sick or who is caring for a family member that is sick?

  • Can an employee stay home under FMLA leave to avoid getting pandemic coronavirus?

  • What legal responsibility do employers have to allow parents or care givers time off from work to care for the sick or children who have been dismissed from school?

  • May employers change their paid sick leave policy if a number of employees are out and they cannot afford to pay them all?

  • What types of policy options do employers have for preventing abuse of leave?

Who Should Attend:

  • All Employers
  • Business Owners
  • Company Leadership
  • Compliance professionals
  • Payroll Administrators
  • HR Professionals
  • Managers/Supervisors
  • Employers in all industries
  • Small Business Owners
  • All Employers
  • Large Business Owners
  • Company Leadership

You may ask your Question directly to our expert during the Q&A session.

** You can buy On-Demand and view it at your convenience.

Margie Faulk

Margie Faulk

Margie Faulk, a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations. 

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).

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This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.

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