The document summarizes new federal and New York state leave laws relating to coronavirus. It discusses the Families First Coronavirus Response Act which provides 80 hours of paid sick leave for COVID-19 related reasons and expands the FMLA. It also covers New York's COVID-19 emergency sick leave law which provides additional paid leave for those under mandatory quarantine. The document provides details on eligibility, reasons for leave, wage rates and employer reimbursement under the new laws.
Covid19 guidance for multiemployer plans and labor unions webinarWithum
COVID-19 Guidance: Multiemployer Plans and Labor Unions
In this webinar we talk about how COVID-19 is impacting Multiemployer Plans and Labor Unions, including relief programs and FAQs
The Impact of Communicable Diseases, Including Coronavirus, on the Workplace ...Financial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/the-impact-of-communicable-diseases-on-the-workplace-2020/
COVID-19 Health & Welfare: Compliance for Employersbenefitexpress
As part of our continuing ERISA Compliance series, we covered such compliance topics and more in our April 9th webinar discussing COVID-19 and updates from the IRS and DOL concerning the Families First Coronavirus Response Act.
Understanding the families first coronavirus response act (ffcra)Merchant Advisors
The Families First Coronavirus Response Act (FFCRA) is designed to help businesses and employers survive the COIVID-19 outbreak and stay intact. https://www.onlinecheck.com/blog/small-business-resources/understanding-the-families-first-coronavirus-response-act-ffcra/
Plan Sponsor Webinar: Navigating COVID-19 for Employersbenefitexpress
In this webinar, we take a deeper look into how the novel coronavirus is not only affecting the way we live, but changing the way we work. From remote work environments, FMLA, contract agreements and more, we discuss how to navigate the changing workforce during this time of uncertainty, and answer questions to help you make the best decisions for the health and safety of your employees.
Covid19 guidance for multiemployer plans and labor unions webinarWithum
COVID-19 Guidance: Multiemployer Plans and Labor Unions
In this webinar we talk about how COVID-19 is impacting Multiemployer Plans and Labor Unions, including relief programs and FAQs
The Impact of Communicable Diseases, Including Coronavirus, on the Workplace ...Financial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/the-impact-of-communicable-diseases-on-the-workplace-2020/
COVID-19 Health & Welfare: Compliance for Employersbenefitexpress
As part of our continuing ERISA Compliance series, we covered such compliance topics and more in our April 9th webinar discussing COVID-19 and updates from the IRS and DOL concerning the Families First Coronavirus Response Act.
Understanding the families first coronavirus response act (ffcra)Merchant Advisors
The Families First Coronavirus Response Act (FFCRA) is designed to help businesses and employers survive the COIVID-19 outbreak and stay intact. https://www.onlinecheck.com/blog/small-business-resources/understanding-the-families-first-coronavirus-response-act-ffcra/
Plan Sponsor Webinar: Navigating COVID-19 for Employersbenefitexpress
In this webinar, we take a deeper look into how the novel coronavirus is not only affecting the way we live, but changing the way we work. From remote work environments, FMLA, contract agreements and more, we discuss how to navigate the changing workforce during this time of uncertainty, and answer questions to help you make the best decisions for the health and safety of your employees.
"Families First Coronavirus Response Act"NonprofitHR
Inside this Publication:
-The Big Picture
-Emergency Paid Family Leave
-Emergency Paid Sick Leave
-Changes to Group Health Plan Coverage Related to COVID-19 Testing
See more resources in Nonprofit HR's Coronavirus Digital Information Portal. www.nonprofithr.com/covid19
Note: The two emergency leave programs under this Act are essentially an extension of FMLA. Nonprofits are not exempt from the Families First Coronavirus Act.
Part of our ERISA Compliance Series, this webinar is hosted by ERISA Attorney Larry Grudzien and moderated by chief marketing officer Julia Goebel. This webinar will discuss the top wage and hour issues that may be unknowingly lurking within your company.
Webinar: Mid-Year Election Changes for Cafeteria Plansbenefitexpress
Let's talk about cafeteria plans. When can participants make election changes?
While cafeteria plans can be a great option for employees wishing to pick and choose benefits based on cost, when and how to facilitate election changes outside of open enrollment can be tricky to navigate for employers. As the use of cafeteria plans continue to grow, we take a deeper look at the rules and regulations of these plans, particularly as they pertain to mid-year election changes.
Check this out! My friends at Greener Accounting and Tax Services put this presentation together to show some of the changes that will be made with two health care legislations passed this term. Very informative and somewhat disturbing.
Payroll Webinar: A to Z of Garnishments Part 1Ascentis
In this three part series on the proper handling and processing of garnishments we will discussed the rules, regulations and requirements as they apply to withholding and paying child support, tax levies, creditor garnishments and others.
In Part 1 we focus on Child Support. Payroll departments must know both the federal laws and the state laws and must determine which one applies to the child support withholding order. In addition to these laws and regulations, the federal rules now require that a standard Income Withholding Order (IWO) be used for all child support withholding garnishments. This webinar will review this form and its requirements. And although the IWO can include all the information necessary to comply with the order, employers must familiarize themselves with both federal and state regulations to avoid penalties and liabilities. Withholding monies for child support is not the only requirement that applies to providing for a child, medical support orders are required to be process by payroll as well. And these orders have their own rules and regulations on both the federal and state level.
Employment Law and COVID 19 Chamber Chatlerchearly
Employers are likely to see an increase in COVID-19-related lawsuits as more and more people head back to work amid the lifting of coronavirus-related restrictions.
Pregnancy discrimination in the workplace is illegal, but it still happens. That's why the Equal Employment Opportunity Commission continues to initiate litigation on behalf of victims of pregnancy discrimination. In one of the latest examples, the Commission has filed a lawsuit in the interest of a pregnant woman who was forced to take a leave of absence. Employers and employees alike should take note of this action.
While most press reports, public policy debates and lawsuits have centered on business interruption insurance, state workers compensation systems and the insurance products underlying them have been adjusting to the COVID-19 crisis.
COVID-19 Business Interruption Rulings as of Oct 30 2020JasonSchupp1
What COVID-19 Business Interruption Litigation Can Tell Us About How the Pandemic Risk Insurance Act (PRIA) Would Work (Or Not Work) for Small Businesses
PRIA would make sure small businesses could buy business income coverage without a virus exclusion – but that does not mean they would be covered for the next pandemic.
HR Webinar: Immigration Changes and the Impact to Employers: 2018-2019Ascentis
It's not a government secret: The current administration is interested to change many elements of immigration policy and has a demonstrated preference that every job in the US that can possibly be filled by an American citizen, is. Yet despite one of the most full-throated verbal battles on Capitol Hill in recent memory (complete with a record government shutdown of 35 days), the Reconciliation Bills that finally got signed had virtually no changes to employment law or employer immigrant-status policy. E-Verify mandates continue to be controlled at the state level, with no nationwide mandate. So far, the primary changes in work visa and immigration policy have been via Executive Action, and in this session, we'll review the substantial movement on that front.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
"Families First Coronavirus Response Act"NonprofitHR
Inside this Publication:
-The Big Picture
-Emergency Paid Family Leave
-Emergency Paid Sick Leave
-Changes to Group Health Plan Coverage Related to COVID-19 Testing
See more resources in Nonprofit HR's Coronavirus Digital Information Portal. www.nonprofithr.com/covid19
Note: The two emergency leave programs under this Act are essentially an extension of FMLA. Nonprofits are not exempt from the Families First Coronavirus Act.
Part of our ERISA Compliance Series, this webinar is hosted by ERISA Attorney Larry Grudzien and moderated by chief marketing officer Julia Goebel. This webinar will discuss the top wage and hour issues that may be unknowingly lurking within your company.
Webinar: Mid-Year Election Changes for Cafeteria Plansbenefitexpress
Let's talk about cafeteria plans. When can participants make election changes?
While cafeteria plans can be a great option for employees wishing to pick and choose benefits based on cost, when and how to facilitate election changes outside of open enrollment can be tricky to navigate for employers. As the use of cafeteria plans continue to grow, we take a deeper look at the rules and regulations of these plans, particularly as they pertain to mid-year election changes.
Check this out! My friends at Greener Accounting and Tax Services put this presentation together to show some of the changes that will be made with two health care legislations passed this term. Very informative and somewhat disturbing.
Payroll Webinar: A to Z of Garnishments Part 1Ascentis
In this three part series on the proper handling and processing of garnishments we will discussed the rules, regulations and requirements as they apply to withholding and paying child support, tax levies, creditor garnishments and others.
In Part 1 we focus on Child Support. Payroll departments must know both the federal laws and the state laws and must determine which one applies to the child support withholding order. In addition to these laws and regulations, the federal rules now require that a standard Income Withholding Order (IWO) be used for all child support withholding garnishments. This webinar will review this form and its requirements. And although the IWO can include all the information necessary to comply with the order, employers must familiarize themselves with both federal and state regulations to avoid penalties and liabilities. Withholding monies for child support is not the only requirement that applies to providing for a child, medical support orders are required to be process by payroll as well. And these orders have their own rules and regulations on both the federal and state level.
Employment Law and COVID 19 Chamber Chatlerchearly
Employers are likely to see an increase in COVID-19-related lawsuits as more and more people head back to work amid the lifting of coronavirus-related restrictions.
Pregnancy discrimination in the workplace is illegal, but it still happens. That's why the Equal Employment Opportunity Commission continues to initiate litigation on behalf of victims of pregnancy discrimination. In one of the latest examples, the Commission has filed a lawsuit in the interest of a pregnant woman who was forced to take a leave of absence. Employers and employees alike should take note of this action.
While most press reports, public policy debates and lawsuits have centered on business interruption insurance, state workers compensation systems and the insurance products underlying them have been adjusting to the COVID-19 crisis.
COVID-19 Business Interruption Rulings as of Oct 30 2020JasonSchupp1
What COVID-19 Business Interruption Litigation Can Tell Us About How the Pandemic Risk Insurance Act (PRIA) Would Work (Or Not Work) for Small Businesses
PRIA would make sure small businesses could buy business income coverage without a virus exclusion – but that does not mean they would be covered for the next pandemic.
HR Webinar: Immigration Changes and the Impact to Employers: 2018-2019Ascentis
It's not a government secret: The current administration is interested to change many elements of immigration policy and has a demonstrated preference that every job in the US that can possibly be filled by an American citizen, is. Yet despite one of the most full-throated verbal battles on Capitol Hill in recent memory (complete with a record government shutdown of 35 days), the Reconciliation Bills that finally got signed had virtually no changes to employment law or employer immigrant-status policy. E-Verify mandates continue to be controlled at the state level, with no nationwide mandate. So far, the primary changes in work visa and immigration policy have been via Executive Action, and in this session, we'll review the substantial movement on that front.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
Based on Treasury Guidance as of 4/6/2020, Donaldson Legal Counseling PLLC presents Q & A of the Paycheck Protection Program from the CARES Act
https://attorneylawny.com/paycheck-protection-program/
Leveraging Federal Financial Assistance Programs During COVID-19Kareo
Bill Finerfrock, HBMA Director of Government Affairs, will break down the CARES Act and its associated programs to provide you with key takeaways to help ease financial burdens and maintain current staff levels.
In this webinar, Bill will discuss:
-New Paycheck Protection Program
-Other SBA (Small Business Association) programs
-Medicare Advanced Payment Options
-Provider Lost Revenue Program
The government wants to ensure that businesses are supported to deal with the economic impacts of an outbreak of coronavirus. As per gov.co.uk, there shall be a range of extra support and measures put in place to help the employees, offer benefits to claimants and businesses that are affected by a coronavirus.
What Changes to Expect from the new Healthcare Law, presented by The National Federation of Independent Business, the leading small business association.
Webinar: “Got a Payroll? Don’t Leave Money on the Table”PYA, P.C.
Under the CARES Act, every employer with a payroll has an opportunity to retain cash–whether they have a PPP loan or not. What employers need to know right now.
The Coronavirus Aid, Relief, and Economic Security Act (CARES Act) along with the Payroll Protection Program (PPP) offer all business owners relief, but the details can be confusing or overlooked.
Perhaps you don’t fully understand how the deferral of the employer’s share of Social Security taxes works. Maybe you wonder if the deferral even applies to you—good news, it does if you have a payroll!
Failure to fully understand your options could cost you money, at a time when “cash is king.”
As part of PYA’s ongoing commitment to sharing helpful guidance, Tax Principals Debbie Ernsberger and Mark Brumbelow outlined issues and opportunities within the CARES Act, and answered questions during a one-hour webinar that originally aired on Wednesday, May 20, 2020.
As businesses reel from the impact of COVID 19, both employers and employees face a crunch. The federal government, therefore, has provided some additional employer tax credits to ensure that employers are encouraged to keep employees on payroll via these credits.
03.18.2020 COVIN 19 HR Compliance Update from Meadows Resources. All things up to date on compliance with OSHA, FMLA, H.R. 6201 for traditional and remote workers.
Coronavirus emergency loans via cares act -small business guide & che...Mark Weber
Banks are still waiting for guidance from the regulatory agencies as to how these loans are to be administered and which banks will be able to provide the loan. It may take up to two weeks before they can begin accepting applications. The recommendation is to make contact with your banking relationships ASAP since there will be a lot of asks coming in short order. You should tell the bank that you plan to apply and ask for updates as they learn more.
Fill Out Your Paycheck Protection Program Loan Application. Provided by Business Developer App. We also have provided the instructions and overview of the loan on our account. Please take a look at our list of banks accepting PPP loans. https:
Similar to Families First Coronavirus Relief Act (20)
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(i.e., industry structure in the language of economics).
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Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
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An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
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Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
2. www.AttorneyLawNY.com
Your Presenter:
Tiffany A. Donaldson, Esq.
Donaldson Legal Counseling PLLC
University of Miami School of Law Alumni
Practiced Business Law for over 10 Years
Assists Business Owners With:
- Employment Law Education
- Employment Hiring and Firing
- Employee Handbooks and Disclosures
- Business Formation
- Contract Review and Drafting
- Trademark Research and Filing
5. Families First CoronaVirus Response Act
(H.R. 6201)
Signed into Law: March 18, 2020
Effective: April 1, 2020
■ Two Parts
1) EMERGENCY PAID SICK LEAVE ACT
2) EMERGENCY FAMILY AND MEDICAL LEAVE EXPANSION ACT
www.AttorneyLawNY.com
6. Who Does It ApplyTo?
■All Employers with 500 Employees
or Less
www.AttorneyLawNY.com
7. ■ Your employer cannot fire you or take action against you
because you took leave and you are entitled to be
restored to the position you held prior to taking leave.
■ Any COVID-19 quarantine leave should not be counted
as an absence that may lead to or result in discipline,
discharge, demotion, suspension, or any other adverse
action.
Job Guarantee
www.AttorneyLawNY.com
9. EMERGENCY PAID SICK
LEAVE ACT
Applies to all business owners with 500
employees or less with little exception.
All employees of covered employers are
eligible for 80 hours of paid sick time for
specified reasons related to COVID-19.
No requirement to have been employed
a certain number of days.
Available for immediate use by
employees.
It goes into effect April 1, 2020 and is
NOT retroactive.
www.AttorneyLawNY.com
10. EMERGENCY PAID SICK
LEAVE ACT
What AboutThe Employer?
Employer is Credited Dollar for Dollar of Expenses
HereunderThroughTax Payroll Credit at End of the
Quarter.
If credit, IRS will send a refund.
Employers receive 100% reimbursement for paid leave
pursuant to the Act.
Health insurance costs are also included in the credit.
Employers face no payroll tax liability.
Payroll taxes available for retention are the employee
share of Social Security and Medicare taxes, and the
employer share of Social Security and Medicare taxes
“with respect to all employees.”
www.AttorneyLawNY.com
11. EMERGENCY PAID SICK
LEAVE ACT
What About Small Employers?
This law applies to ALL Employers.
www.AttorneyLawNY.com
12. EMERGENCY PAID SICK
LEAVE ACT
Reasons for Leave Use
Leave Can be used if Employee:
- Is unable to work or telework
- Due to a need for leave because of the
following:
(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 health
care provider to self-quarantine due to
concerns related to COVID–19.
(3)The employee is experiencing symptoms of
COVID–19 and seeking a medical diagnosis.
(con’t on next slide)
www.AttorneyLawNY.com
13. EMERGENCY PAID SICK
LEAVE ACT
(4)The employee is caring for an individual
who is subject to an order as described in
subparagraph (1) or has been advised as
described in paragraph (2).
(5)The employee is caring for a son or
daughter of such employee if the school or
place of care of the son or daughter has been
closed, or the child care provider of such son or
daughter is unavailable, due to COVID–19
precautions.
(6)The employee is experiencing any other
substantially similar condition specified by the
Secretary of Health and Human Services in
consultation with the Secretary of the
Treasury and the Secretary of Labor.
www.AttorneyLawNY.com
14. EMERGENCY PAID SICK
LEAVE ACT
Hours of LeaveAvailable
(A) For full-time employees, 80 hours.
(B) For part-time employees, a number of
hours equal to the number of hours that such
employee works, on average, over a 2-week
period
www.AttorneyLawNY.com
15. EMERGENCY PAID SICK
LEAVE ACT
Wage Paid During Leave
Wage depends on which REASON
employee is taking leave.
Reason 1 – 3: 100% of daily wage
capped at $511.00/day ($5,110 2 week
max)
Reason 4 – 6: 66% of daily wage
capped at $200.00/day ($2,000.00 2
week max)
www.AttorneyLawNY.com
16. EMERGENCY PAID SICK
LEAVE ACT
Leave is paid by the Employer.
This is IN ADDITION to all other
current leave offered to the
Employee, by the Employer,
including State or City required
leave.
You may NOT require employees to
use other leave first.
Leave does NOT carry over to
following year if unused and is not
paid out on separation.
www.AttorneyLawNY.com
17. EMERGENCY PAID SICK
LEAVE ACT
Posting Requirement
Each employer shall post and keep
posted,
in conspicuous places on the
premises of the employer where
notices
to employees are customarily
posted, a notice, prepared by the
Secretary of Labor.
https://www.dol.gov/agencies/whd/f
fcra
www.AttorneyLawNY.com
19. EMERGENCY FAMILY
AND
MEDICAL LEAVE
EXPANSION ACT
EXPANSION AND CHANGETO FMLA
CHANGEDTHE DEFINITIONOF
EMPLOYER FROM 500 employees+
TO 5OO employees AND BELOW
FOR EMERGENCY LEAVE
Changed from Unpaid Leave to
Paid Leave
GRANTS 10 moreWeeks of leave in
addition to 2 weeks of leave under
Emergency leave
www.AttorneyLawNY.com
20. EMERGENCY FAMILY
AND
MEDICAL LEAVE
EXPANSION ACT
Can ONLY be used if:
• Employee is unable to work (or telework)
because
• Employee is caring for his/her son or
daughter under 18 years of age where the
school or place of care has been closed,
or the child care provider of such is
unavailable, due to a public health
emergency
www.AttorneyLawNY.com
21. EMERGENCY FAMILY
AND
MEDICAL LEAVE
EXPANSION ACT
Wage Paid
66% of Employees Normal Daily
Pay Capped at $200.00/day;
($10,000.00 in aggregate over 10
weeks)
www.AttorneyLawNY.com
22. EMERGENCY FAMILY
AND
MEDICAL LEAVE
EXPANSION ACT
What AboutThe Employer?
Employer is Credited Dollar for Dollar of Expenses
HereunderThroughTax Payroll Credit at End of the
Quarter.
If credit, IRS will send a refund.
Employers receive 100% reimbursement for paid leave
pursuant to the Act.
Health insurance costs are also included in the credit.
Employers face no payroll tax liability.
Per the IRS release, the payroll taxes available for
retention are withheld federal income taxes, the
employee share of Social Security and Medicare taxes,
and the employer share of Social Security and Medicare
taxes “with respect to all employees.”www.AttorneyLawNY.com
23. EMERGENCY FAMILY
AND
MEDICAL LEAVE
EXPANSION ACT
What About Small Businesses?
Small Business Protection
Employers with fewer than 50 employees are eligible for
an exemption from the requirements to provide leave to
care for a child whose school is closed, or child care is
unavailable in cases where the viability of the
business is threatened.
IRS Guidance on Method of Exemption request is not
out yet.
https://www.irs.gov/newsroom/treasury-irs-and-labor-
announce-plan-to-implement-coronavirus-related-paid-
leave-for-workers-and-tax-credits-for-small-and-
midsize-businesses-to-swiftly-recover-the-cost-of-
providing-coronavirus
www.AttorneyLawNY.com
24. EMERGENCY FAMILY
AND
MEDICAL LEAVE
EXPANSION ACT
Employee Qualifications:
Employee must be employed at least 30
days to qualify.
First 10 days of leave is unpaid (Use
emergency Covid Leave)
Can be combined with other leave.
12 total weeks of leave, 10 weeks paid
under FMLA, first two weeks paid under
emergency Covid Leave
www.AttorneyLawNY.com
25. EMERGENCY FAMILY
AND
MEDICAL LEAVE
EXPANSION ACT
Interaction with Emergency Paid
Sick Leave Act
Can Use 80 hours of Emergency
Paid Sick Leave Act for first 2
weeks, or your own leave.
EFMLA first 10 days are unpaid
leave.
After that, paid leave up to max
hours/amounts.
www.AttorneyLawNY.com
26. Do You Need
Legal Guidance?
www.attorneylawny.com
Contact Donaldson Legal Counseling PLLC to
ensure you are following all of the new laws!
Email: Counsel@dlcesq.com to set your
appointment today!
28. NY Covid-19 Emergency Leave
Signed into Law: March 18, 2020
Effective: March 18, 2020
29. After April 1, 2020, when Families First
Coronavirus Response Act (FFCVRA) becomes
law, this leave is NOT in addition thereto,
unless it provides something more than
FFCVRA
NY law is effective March 18, 2020.
FFCVRA becomes effective April 1, 2020.
This Leave is in addition to employee’s
other sick or annual leave.
NY COVID-19
EMERGENCY
SICK LEAVE LAW
www.AttorneyLawNY.com
30. Eligibility Is Limited to:
Employee subject to mandatory or
precautionary ORDER of quarantine by
NY State, Dept. of Health, or a
Government Authority due to COVID-19.
Note: General Stay At Home Order from
Governor does NOT count as reason to
use this leave. Must have order to
quarantine due to having COVID 19.
NY COVID-19
EMERGENCY
SICK LEAVE LAW
www.AttorneyLawNY.com
31. Employer Size Additional Sick
Days for Full
Time Workers
Paid? Amount
1 – 10,
Less than $1 M
in net income
5 Unpaid Regular rate of
pay
1 – 10,
$1 M or more in
net income
5 Paid Regular rate of
pay
11 - 99 5 Paid Regular rate of
pay
100+ 14 Paid Regular rate of
pay
Public Company 14 Paid Regular rate of
pay
32. Interaction with Paid Family Leave and
Disability
All emergency sick leave must be taken before
applying for Paid Family Leave or Disability in NY
State.
After Families First CoronaVirus Response Act
(FFCVRA) becomes law on April 1, 2020, this
leave is NOT in addition thereto, unless it
provides something more than FFCVRA
NY law is effective March 18, 2020.
FFCVRA becomes effective April 1, 2020.
This Leave is in addition to employee’s
other sick or annual leave.
NY COVID-19
EMERGENCY
SICK LEAVE LAW
www.AttorneyLawNY.com
33. Job Guarantee
Upon return to work:
• restored to the prior position held
• with the same pay and
• Same other terms and conditions of
employment.
No employer shall discharge, threaten, penalize,
or in any other manner discriminate or retaliate
against any employee because such employee
has taken leave pursuant to this act
NY COVID-19
EMERGENCY
SICK LEAVE LAW
www.AttorneyLawNY.com
34. NY COVID-19
EMERGENCY
SICK LEAVE
LAW
■ Limitations
■ No Sick Leave or other paid benefits If
TraveledVoluntarily to Affected Country
■ Employee subject to a mandatory or
precautionary order of quarantine because
the employee
■ returned to the United States after traveling
to a country with Level 2 or 3 CDC travel
health notice
■ travel was not taken as part of the
employment or at the direction of
employer, and
■ if the employee was provided notice of the
travel health notice and the limitations of
this subdivision prior to such travel.
www.AttorneyLawNY.com
35. Do You Need
Legal Guidance?
www.attorneylawny.com
Contact Donaldson Legal Counseling PLLC to
ensure you are following all of the new laws!
Email: Counsel@dlcesq.com to set your
appointment today!
37. New Provisions for COVID-19
What is Paid Family Leave?
NY State benefit we pay for through payroll
deductions.
Who Can Use It?
• Employee under legal order of quarantine/
isolation or
• Employee when taking care of a minor
dependent child under legal order of
quarantine/isolation
• Employee is not eligible if can work from
home and feels well enough & has ability to.
Paid Family Leave
and Disability -
COVID -19
www.AttorneyLawNY.com
38. Legal Order of Quarantine Defined
Mandatory or precautionary order of
quarantine or isolation issued by the state of
NewYork, the department of health, a local
board of health, or any government entity duly
authorized to issue such order due to COVID-19
What Does NOT Count?
- Order for Non-Essential Workers to Stay
Home so far does not count
- Home because Employer temporarily closed
does not count
- Home to take care of child due to school
closing does not count
Paid Family Leave
and Disability -
COVID -19
www.AttorneyLawNY.com
39. PFL:
Pays 60% Regular Rate of Pay,
Capped at $840.70/week,
10 week max
Disability:
Pays your Regular Rate of Pay, Capped at
$2,043.92/week ]
18 - 26 weeks max
Combined weekly Cap is $2,883.70.
PFL May Be Paid Concurrently with
Disability but cannot go past Cap.
No waiting period.
Paid Family Leave
and Disability -
COVID -19
www.AttorneyLawNY.com
40. Job Guarantee –
Your employer cannot fire you or take action
against you because you took leave and you are
entitled to be restored to the position you held
prior to taking leave.
Any COVID-19 quarantine leave should not be
counted as an absence that may lead to or result
in discipline, discharge, demotion, suspension, or
any other adverse action.
Paid Family Leave
and Disability -
COVID -19
www.AttorneyLawNY.com
41. How to Apply: COVID-19 Paid Family Leave &
Disability
https://paidfamilyleave.ny.gov/if-you-are-
quarantined-yourself
The employee must submit their completed
forms together with a copy of their order of
mandatory or precautionary quarantine (issued
by the relevant government entity) to their
employer’s disability and Paid Family Leave
insurance carrier no later than 30 days from the
employee’s first day of leave to avoid losing any
benefits.
Paid Family Leave
and Disability -
COVID -19
www.AttorneyLawNY.com
42. Do You Need
Legal Guidance?
www.attorneylawny.com
Contact Donaldson Legal Counseling PLLC to
ensure you are following all of the new laws!
Email: Counsel@dlcesq.com to set your
appointment today!
43. Resources
Families First Coronavirus Response Act Leave
https://www.dol.gov/agencies/whd/ffcra
NY Covid-19 Leave, Paid Family Leave and Disability
https://paidfamilyleave.ny.gov/COVID19
www.AttorneyLawNY.com
Editor's Notes
https://www.irs.gov/newsroom/treasury-irs-and-labor-announce-plan-to-implement-coronavirus-related-paid-leave-for-workers-and-tax-credits-for-small-and-midsize-businesses-to-swiftly-recover-the-cost-of-providing-coronavirus
When employers pay their employees, they are required to withhold from their employees' paychecks federal income taxes and the employees' share of Social Security and Medicare taxes. The employers then are required to deposit these federal taxes, along with their share of Social Security and Medicare taxes, with the IRS and file quarterly payroll tax returns (Form 941 series) with the IRS.
Under guidance that will be released next week, eligible employers who pay qualifying sick or child care leave will be able to retain an amount of the payroll taxes equal to the amount of qualifying sick and child care leave that they paid, rather than deposit them with the IRS.
The payroll taxes that are available for retention include withheld federal income taxes, the employee share of Social Security and Medicare taxes, and the employer share of Social Security and Medicare taxes with respect to all employees.
If there are not sufficient payroll taxes to cover the cost of qualified sick and child care leave paid, employers will be able file a request for an accelerated payment from the IRS. The IRS expects to process these requests in two weeks or less. The details of this new, expedited procedure will be announced next week.
https://www.irs.gov/newsroom/treasury-irs-and-labor-announce-plan-to-implement-coronavirus-related-paid-leave-for-workers-and-tax-credits-for-small-and-midsize-businesses-to-swiftly-recover-the-cost-of-providing-coronavirus
When employers pay their employees, they are required to withhold from their employees' paychecks federal income taxes and the employees' share of Social Security and Medicare taxes. The employers then are required to deposit these federal taxes, along with their share of Social Security and Medicare taxes, with the IRS and file quarterly payroll tax returns (Form 941 series) with the IRS.
Under guidance that will be released next week, eligible employers who pay qualifying sick or child care leave will be able to retain an amount of the payroll taxes equal to the amount of qualifying sick and child care leave that they paid, rather than deposit them with the IRS.
The payroll taxes that are available for retention include withheld federal income taxes, the employee share of Social Security and Medicare taxes, and the employer share of Social Security and Medicare taxes with respect to all employees.
If there are not sufficient payroll taxes to cover the cost of qualified sick and child care leave paid, employers will be able file a request for an accelerated payment from the IRS. The IRS expects to process these requests in two weeks or less. The details of this new, expedited procedure will be announced next week.
The law covers all employees, including part-time employees and temporary employees
To date, the guidance provides that the Governor’s order for all workers in non-essential services to stay at home is not a quarantine order as defined so does not qualify for benefits under the NY PFL program, but workers may be eligible for unemployment or other federal or state benefits. The order does not include coverage for employees who are home because their employer has temporarily closed, or due to a minor child’s school closing
The law does not apply to an employee who is asymptomatic or has not yet been diagnosed with any medical condition and is physically able to work while under a mandatory or precautionary order of quarantine or isolation, whether through remote access or other similar means.