Earlier this month, the federal court ordered four specific changes to the Department of Labor (DOL) regulations for employees to qualify for Families First Coronavirus Response Act (FFCRA) paid leave. What did the court change?
- Remove the requirement that work be available for an employee for the employee to be eligible for FFCRA paid leave
- Modify the definition of "health care provider" to confirm to a narrower definition used in the FMLA
- Remove the requirement that employees obtain employer consent to take intermittent leave to care for a child
- Remove the requirement that employees provide documentation of eligibility prior to taking FFCRA leave
The FFCRA applies to private employers with fewer than 500 employees and to all public (governmental) employers. Please discuss with your employment law counsel about how to proceed.
If you have questions or need additional guidance, please don't hesitate to reach out to both Tim & Mel.
SHRM of Greater St. Louis
VP of Membership