PER Human Resources – May 2020

 
 

Want to know the latest buzz in the HR arena?  Professional Employer Resources has a world of information in our newsletter. Not only is it fun, it's resourceful! Including, important changes to federal and state employment practices.

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FFCRA Leave for School Closures and Child Care - What Do You Mean THAT Employee Gets It?!

Which of these employees are entitled to take Families First Coronavirus Response Act (FFCRA) leave to care for their child?
  1. A 3rd shift employee who is home during school hours.
  2. An employee who requests leave to care for his grilfriend's child.
  3. An employee working from home with a 17-year old.
  4. An employee whose child is a disabled adult.
Answer: All of them! Read on to understand the nuances of FFCRA leave for school closures and child care so you don't end up getting investigated by the US Department of Labor.* (*These incidents are based on real cases. Names and other details have been changed.)
FFCRA Leave for School Closures Even During Summer Break? YES! Are employees entitled to FFCRA leave to care for a child whose school is closed even during summer break when school would not be in session?  
FEDERAL UPDATES Returning Employees to Work CDC Adds 6 More COVID-19 Symptoms to Watch For EEOC: Employers Can Administer COVID-19 Test to Employees Employer Obligations Surrounding Face Masks/Coverings in the Workplace FFCRA Handbook Policies and Leave Request Forms Updated: FFCRA Documentation to Support Leave and Obtain Tax Creditsce STATE UPDATES California California Mandates COVID-19 Paid Sick Leave for Food Sector Workers Connecticut: Employer Extension for Connecticut Sexual Harassment Training New Jersey: Amendments to New Jersey's Mini-WARN Act Provides Much Needed Relief to Employer's Due to COVID-19 Pandemic Pennsylvania: Termination in Pennsylvania New Employee Notice Requirements and EMPLOYER Relief
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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