With kids going back to school, new questions regarding eligibility for paid leave under the Families First Coronavirus Response Act (FFCRA) are cropping up. Many employees are confused about the way forward on how they can still be eligible for the Emergency Family and Medical Leave Expansion Act (EFMLEA) as they struggle with COVID-19 decisions.
The FFCRA, which remains in effect until December 31, 2020, requires employers to provide all employees with two weeks (up to 80 hours) of paid sick leave for one of the specified reasons related to COVID-19. Relevant here is that the employee is entitled to two weeks of paid sick leave at two-thirds the regular rate of pay when the employee is unable to work due to a bona fide need to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19. However, employees may take up to two weeks of paid sick leave for any combination of qualifying reasons, so tracking leave and the reason(s) for same is key.
Why should you attend?
In the spring, questions regarding the need to stay home with kids whose schools were closed were clearer because for the most part, schools were either closed or operating remotely. Things this fall are a bit more complicated with staggered school schedules, options for students to attend in person or to participate remotely, and continuing uncertainty about reopening or staying open for in-person attendance.
- How has the FFCRA assess their regulations with schools opening
- What are the consequences for Employers as they try to mitigate employee coverage?
- What is the impact in the workforce when employees are no longer eligible for FFCRA?
- What are the options for employees who partially are eligible for FFCRA?
- How does DOL help employees and employers mitigate the new change?
- What are the best resources to feel confident about returning to work safely?
- What are ways Employers can provide support for those employees impacted by the FFCRA?
- What is the most effective way to ensure confidence in returning to work based on the EEOC Pandemic Guidance, OSHA Guidance, and the CDC Guidelines?
Who will benefit:
- Business Owners
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
- Compliance Professionals
- Employers in all industries
- Small Business Owners
- All Employers
- Large Business Owners
- All Employers with less than 500 employees
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.
Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).