Another day, another round of guidance from the federal government on the Families First Coronavirus Response Act (FFCRA). This time, it is the Internal Revenue Service (IRS) that has issued long-awaited FAQs for those employers looking to take advantage of the new law’s tax credits. The FAQs also include insights for employers with under 50 employees seeking an exemption from the law.

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On March 27 and 28, the U.S. Department of Labor (DOL) released additional question-and-answer style guidance on the emergency paid sick and family leave provisions of the Families First Coronavirus Response Act (FFCRA), which we first reported here. We look below at seven key issues addressed in the DOL’s updated guidance.

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With consumers attempting to navigate quarantine and “shelter-in-place” orders, businesses that sell basic necessities are facing overwhelming demand.

This new level of demand is placing stress on both businesses that sell basic necessities and their employees. Many businesses are experiencing increased overall customer service inquiries, call volume, and website orders. They are needing to meet increased consumer demand while making unprecedented provisions for their own employees’ health and well-being (which we have written about here and here).


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On Wednesday, New York Governor Andrew Cuomo signed A10153, a bill designed to provide paid sick leave and wage replacement for workers who are affected by the coronavirus pandemic. While the bill provides public assistance for employees affected by the pandemic, it requires certain employers to provide additional paid sick leave to employees impacted by COVID-19. The new law’s provisions took effect immediately once Governor Cuomo signed it on Wednesday.

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As the coronavirus pandemic continues to threaten public health worldwide, government officials in the United States are taking new steps to help stop the spread of COVID-19. These steps include new recommendations and guidance for employers navigating the crisis.

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As an update to our post on Monday, yesterday the U.S. Senate overwhelmingly passed the Families First Coronavirus Response Act, H.R. 6201, which the U.S. House of Representatives had passed in a bipartisan vote on March 14 (with further changes made by the House by unanimous consent on March 16). President Trump signed the bill shortly after it cleared Congress.  Now that the legislation has been signed into law, its provisions become effective within 15 days.
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The spread of the coronavirus COVID-19—recently declared a pandemic by the World Health Organization—has created a myriad of practical and legal issues for employers seeking to prioritize employee health and wellness while continuing to meet business and customer needs.  The situation remains extremely fluid, with new developments and issues emerging by the minute.

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