PER Human Resources – Apr 2020


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COVID-19: A Message to Our Members

We have been closely monitoring the COVID-19 pandemic and changes to state and federal law affecting your obligations as an employer. The rapidly changing situation has caused much uncertainty for your business and many of you have had to furlough or layoff your workforce for a yet-to-be determined period. Our hearts go out to all affected as we continue to see the number of infections rise across the county and businesses having to make tough decisions about their operations. While these are uncertain times, you can be certain of our unwavering commitment to provide you the best risk management services you have come to rely on and trust.

We remain available to assist you with questions regarding:

  • New state and federal paid sick leave and family leave laws recently passed
  • What you can ask employees about COVID-19 symptoms or their potential exposure
  • Whether you can take employees’ temperatures or send sick employees’ home
  • Your obligations when furloughing/laying off employees
  • Any other HR-related questions

We are here to support you and your business

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The New Federal Paid Sick Leave and Expanded FMLA Leave in Practice

As you are aware from our Compliance Alert emails the last two weeks, under the Families First Coronavirus Response Act (FFCRA) all employers with fewer than 500 employees are required to provide employees with 10 days of paid sick leave and 12 weeks of expanded FMLA leave with 10 of those weeks paid.

Examples of FFCRA in Action

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Federal/All States
COVID-19 and OSHA: Exposure in the Workplace

DOL Issues Guidance Clarifying Questions About FFCRA

DOL Non-Enforcement Period For FFCRA

EEOC Guidance For Navigating the ADA During the COVID-19 Pandemic

FFCRA Documentation to Support Leave and Obtain Tax Credit

FFCRA Model Notice to Employees

FFCRA Small Business Exemption

UPDATED: Compliance Alert: Families First Coronavirus Response Act

UPDATED: COVID-19: Taking Employee Temperatures

Copyright © 2020 ePlace Solutions, Inc., All rights reserved.

This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.


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