Back to All NewsCognos HR Provides Guidance Regarding Families First Coronavirus Response Act
Posted By American Med Spa Association, Friday, March 27, 2020
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Cognos HR has provided the following information regarding the Families First Coronavirus Response Act:
Congress recently passed legislation in response to COVID-19 that may impact your company and your employees. While more legislation is in the works, we wanted to give you a quick summary of the key provisions and changes you need to be aware of. These provisions take effect on April 1, 2020. We will continue to share updates as they become available regarding the Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”) as well.
Emergency Family and Medical Leave: Employees can now take up to 12 weeks of job protected leave (2 weeks unpaid followed by 10 weeks of paid leave up to monetary caps) if they are unable to work (including by telecommuting) due to a need to care for a child whose school or childcare provider is closed or unavailable due to the Coronavirus outbreak.
Emergency Paid Sick Leave: Employers must offer employees 80 hours of paid sick leave (up to monetary caps) to quarantine, to seek a diagnosis or preventive care for coronavirus, or to care for a child.
Paid Leave Tax Credits: To help bear the cost of the new paid-leave requirements, employers can offset the amounts paid from employment taxes and otherwise seek refunds additional payments. CognosHR is currently reviewing IRS guidance as it is released and will provide details on how tax credits can be applied for and what documentation may be required when final guidance has been issued by the IRS.
Employer Notice: Employers will be required to post notice of the new provisions in a conspicuous place on their premises (upon returning from remote work). Employers may also satisfy the notice requirement by emailing notice to employees, or posting the notice on an employee information internal or external website.
This Employee Rights poster should be distributed to your employees by April 1, 2020.
Exemptions: Employers that are health providers or emergency responders may exempt themselves from these requirements. Furthermore, employers with fewer than 50 employees may seek an exemption with the Department of Labor if compliance will threaten the business as an ongoing concern.
Prohibitions and Penalties: Employers are prohibited from retaliating against employees who seek to take this expanded leave. Employers found to be in violation of the requirements may be subject to penalties and enforcement under the Fair Labor Standards Act or the Family First Coronavirus Response Act. For your convenience, here are links to important information and resources from the Department of Labor:
This information has been provided by Cognos HR. If you would like to reach out to Cognos HR, please log on to www.cognoshr.com.
Congress recently passed legislation in response to COVID-19 that may impact your company and your employees. While more legislation is in the works, we wanted to give you a quick summary of the key provisions and changes you need to be aware of. These provisions take effect on April 1, 2020. We will continue to share updates as they become available regarding the Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”) as well.
Emergency Family and Medical Leave: Employees can now take up to 12 weeks of job protected leave (2 weeks unpaid followed by 10 weeks of paid leave up to monetary caps) if they are unable to work (including by telecommuting) due to a need to care for a child whose school or childcare provider is closed or unavailable due to the Coronavirus outbreak.
Emergency Paid Sick Leave: Employers must offer employees 80 hours of paid sick leave (up to monetary caps) to quarantine, to seek a diagnosis or preventive care for coronavirus, or to care for a child.
Paid Leave Tax Credits: To help bear the cost of the new paid-leave requirements, employers can offset the amounts paid from employment taxes and otherwise seek refunds additional payments. CognosHR is currently reviewing IRS guidance as it is released and will provide details on how tax credits can be applied for and what documentation may be required when final guidance has been issued by the IRS.
Employer Notice: Employers will be required to post notice of the new provisions in a conspicuous place on their premises (upon returning from remote work). Employers may also satisfy the notice requirement by emailing notice to employees, or posting the notice on an employee information internal or external website.
This Employee Rights poster should be distributed to your employees by April 1, 2020.
Exemptions: Employers that are health providers or emergency responders may exempt themselves from these requirements. Furthermore, employers with fewer than 50 employees may seek an exemption with the Department of Labor if compliance will threaten the business as an ongoing concern.
Prohibitions and Penalties: Employers are prohibited from retaliating against employees who seek to take this expanded leave. Employers found to be in violation of the requirements may be subject to penalties and enforcement under the Fair Labor Standards Act or the Family First Coronavirus Response Act. For your convenience, here are links to important information and resources from the Department of Labor:
This information has been provided by Cognos HR. If you would like to reach out to Cognos HR, please log on to www.cognoshr.com.
