Page 5 - NCISS COVID Virus Resources Packet
P. 5

Non-Enforcement Period

                   Labor will be issuing a temporary non-enforcement policy that provides a period of time
                   for employers to come into compliance with the Act.  Under this policy, Labor will not
                   bring an enforcement action against any employer for violations of the Act so long as the
                   employer has acted reasonably and in good faith to comply with the Act.  Labor will
                   instead focus on compliance assistance during the 30-day period.

                   PHASE II - Families First Coronavirus Response Act  (as of 3-24-2020).

                   On March 18 , the U.S. Senate passed H.R. 6201, the Families First Coronavirus
                   Response Act (“FFCRA”), and President Trump signed it into law shortly after receiving
                   the legislation from Congress. As you may already know, the bill is slightly different than
                   first reported earlier in the week due to last-minute changes authored by the U.S. House of
                   Representatives. In total, this “Round 2” response to coronavirus provides about $100
                   billion in relief to families and small businesses. The following is a brief update on the
                   final provisions of the law.

                   Paid Sick Leave and Family Leave

                   The bill includes a 100 percent refundable tax credit to employers with regards to the
                   following two categories of paid sick and family leave that employers must grant to
                   employees under the bill to address employment interruptions related to COVID-19.

                   1.     Certain employers would be required to provide 80 hours (or 2 weeks) of fully paid
                   leave to full-time employees (pro-rata rules would apply to part-time employees) on top of
                   any other existing paid leave program of the employer to cover employees not working for
                   the following uses:

                              ▪  (1) the employee is subject to a Federal, State, or local quarantine or
                                 isolation order related to coronavirus;

                              ▪  (2) the employee has been advised by health care provider to self-
                                 quarantine due to coronavirus;

                              ▪  (3) the employee is experiencing symptoms of coronavirus;

                              ▪  (4) the employee is caring for an individual who is subject to an order
                                 described in (1) or has been advised as described in (2);

                              ▪  (5) the employee is caring for their child because the school is closed
                                 or their childcare provider is unavailable due to coronavirus; or

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