fmla-and-ffcra-how-these-laws-protect-employees-with-corona-virus-covid-19

FMLA and FFCRA: How These Laws Protect Employees with Corona Virus COVID-19

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On Demand | CEU Approved

  • 60 minutes
  • 0 Day Left
     Aug 04, 2020 - Aug 31, 2020
  •   08:00 AM - 09:00 AM ET
    05:00 AM - 06:00 AM PT

On April 1, 2020, the U.S. Department of Labor announced new action regarding how American workers and employers will benefit from the protections and relief offered by the Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act, both part of the Families First Coronavirus Response Act (FFCRA)

The Department is promulgating regulations to implement public health emergency leave under Title I of the Family and Medical Leave Act (FMLA) and emergency paid sick leave to assist working families facing public health emergencies arising out of the COVID-19 global pandemic. The leave provisions are created by a time-limited statutory authority established under the FFCRA and are set to expire on December 31, 2020. The temporary rule is effective from April 1, 2020 through December 31, 2020. This presentation will focus on the expansion of the family medical leave act for COVID-19 concerns. We will review at a high-level all the changes, upcoming changes, submission, impact to your organization and communication to your workforce. These changes are very complex and there are necessary communications specific to the expanded leave.

Coronavirus relief bill would lower FMLA eligibility bar, expand paid leave

  • A novel coronavirus relief bill introduced by House democrats May 12 would require that employers provide paid sick and emergency Family and Medical Leave Act (FMLA) leave to workers regardless of company size. 

  •  It also would temporarily suspend minimum hour eligibility requirements and reduce tenure requirements for non emergency FMLA "to ensure high unemployment and furloughs do not leave workers unable to qualify for non-emergency FMLA benefits in the near future," according to a House Committee on Education and Labor.

  • 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: (1) two weeks of job-protected, emergency paid sick leave at full pay (up to $511 per day); and (2) 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.

The Department of Labor has recently issued FAQ's on the FMLA and whether it would protect employees seeking to take leave due to having the Coronavirus COVID-19

Join this session by our expert speaker Matthew Burr, where he will discuss Family Medical Leave Act for COVID-19 concerns

Session Highlights:

  • Understanding policies and procedures   

  • Know federal, state and local laws  

  • Employee communication  

  • Tips and tricks to understand 

  • FMLA best practices  

  • State Laws and Regulations · 

  • Postings  Communication  

  • Legal Information  

  • Plans and Plan Execution  

  • State Legislation  

  • DBL, PFL, PTO  

  • Evolving Legislation  

  • Correcting Mistakes  

  • Why it is important for your business  Impact and cost for an organization  Upcoming or potential changes.

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:

  • Human Resources Professionals  

  •  Small Business Owners

  •   Non-Profit Administrators 

  • General Managers

  •   Office Managers  

  • Payroll Professionals

  •   Lawmakers

  •   Attorneys 

  •  Accounting Professionals Consultants

  •   Labor Unions Professors, Instructors and Trainers   




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

Matthew Burr

Matthew Burr

Matthew Burr is a SHRM Certified Exam Instructor and co-teaches the SHRM Exam Prep Course at Elmira College. He is an Adjunct Professor at Corning Community College and Elmira College; teaching Organizational Behavior and Effective Negotiations, along with developing curriculum for a Workplace Readiness course. 

Matthew holds a master's degree from the University of Illinois, School of Labor and Employment Relations in Human Resources & Industrial Relations, a Lean Six Sigma Green Belt certification, both the SPHR and SHRM-SCP, a bachelor's of science degree from Elmira College and an associate's degree in Business Administration from Tompkins Cortland Community College.  He has also made publications at the Cornell HR Review and Business Insider.

Matthew has several years of experience working in the human resources field and has founded a human resources consulting company; Burr Consulting, LLC. He started his career as an Industrial Relations Intern at Kennedy Valve Manufacturing.  Matthew is currently working towards a master’s degree in business administration through Syracuse University.

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Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1 PDC for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.        



This webinar has been approved for 1 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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