[FLN - Virtual Learning Event]
Sold Out......
If you would like to attend the next one,
please email at
FLN@FloridaLawyersNetwork.com
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Families First Coronavirus Response Act
(FFCRA)
Thursday, April 2, 2020
4:00pm - EST
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Via Zoom Only
All [FLN - Members] are
Cordially Invited to attend
Format will be a 15 to 20 minute summary of the law
followed by live virtual Q&A.
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This will be live interview with [FLN - Member] - Alan Danz in the area of Employment Law to discuss -
"What each and every Employer needs to know about this new law that goes into effect - April 2020."
This is a must attend event for any employer that wants to know the latest and greatest details without reading through the code, and future regulations on how to apply.
This is a complimentary event for all [FLN - Members], and if you would like to attend, please register, and the Zoom access code will be sent by email 30 to 60 minutes before the event begins.
04/02/20 - 4pm - Zoom Only
Below is a summary of the Act.
The Families First Coronavirus Response Act, signed on March 18, 2020 and becomes effective on April 1, 2020, provides benefits for employees that need to take time off to care for themselves or family members due to COVID-19, without worry of a loss of income. The law requires employers with fewer than 500 employees to offer fully paid sick leave for up to 10 days, if:
1. The employee is subject to a federal, state or local quarantine or isolation order related to COVID-19.
2. The employee has been advised by a healthcare provider to self-quarantine dueto COVID-19.
3. The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis.
Employers must provide paid leave at 100% of the employee’s regular rate of pay, up to $511 per day and $5,110 in total.
In other situations, employers must provide paid sick leave at two-thirds of the employee’s regular rate of pay, up to $200 per day and $2,000 total, if:
4. The employee is caring for an individual who Is subject to a federal, state, or local quarantine or isolation order related to COVID-19, or
5. The employee is caring for a child whose school or childcare provider has been closed or is otherwise unavailable due to COVID-19 precautions.
6. The employee is experiencing any other symptoms similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor.
The law further expanded the Family Medical Leave Act to provide for up to 12 weeks of job protected leave, 10 weeks of which would be paid, for any employee unable to work or telework because they have to care for a child under the age of 18 whose school or care provider is made unavailable for reasons related to COVID-19.
This expansion requires the employee to be paid at two-thirds regular pay, up to $200 per day and $10,000 total, after the first 10 days. Those first 10 days are still unpaid, although they may be paid through accrued vacation, personal or sick leave or number 6 above.
The law provides refundable payroll tax credits to reimburse the employer for these costs.
The tax credit applies to wages the employer pays through December 31, 2020.
Keep in mind, unless your Plan Document specifically provides otherwise, paid sick leave is eligible for 401(k) contributions, pension credits, matching and other similar employer contributions.
Questions?
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