Your role in implementing the new COVID-19 quarantine leave provided through Paid Family Leave and disability benefits, whether you're self-insured or providing these benefits through an insurance carrier, is largely the same as it has been for NY Paid Family Leave overall; however, there are new COVID-19-specific forms and attestations. In response to the COVID-19 pandemic, our upcoming episodes will be offering updates on the fast-changing legislation around leave management. Naturally, employers want to know: as employees return to work (whether…. The information provided below summarizes some of the key provisions impacting employers. This section provides you with a series of posters for your workplace. However, you are not protected from actions that would have affected you if you were not on FMLA leave. The Emergency Family and Medical Leave Expansion Act (EFMLEA) expands the current Family and Medical Leave Act (FMLA) temporarily for employees who have been with an eligible business for at least 30 days. The poster must be displayed in a conspicuous place where employees and applicants for employment can see it. The Families First Coronavirus Response Act requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. Request for Paid Family Leave (Form PFL-1). Health & Safety Posters. Quick Benefits Tips from DOL. In light of the COVID-19 pandemic, we understand there may be employees who have concerns about returning to work in person due to their own medical issues that may put them at higher risk, being age 65 or older, health issues of family members in the household, and/or caregiving challenges. * As with any FMLA covered event, employers should abide by their FMLA policies. NOTE: COVID-19 Temporary Workplace Standards poster: download in English or Spanish. This Act is in response to the COVID-19 outbreak. NOTE: COVID-19 Temporary Workplace Standards poster: download in English or Spanish. Like the FFCRA, however, Connecticut’s Paid Family and Medical Leave Act (PFMLA) provides paid leave benefits to employees who cannot work due to their own serious health condition or the serious health condition of a family member. The FMLA does not required paid leave. Safety & Health Protection on the Job: Required of all employers. This should be requested if an employee is requesting Emergency Paid Leave or Emergency FMLA Leave to care for their minor child/children if their school or place of care has been closed, unavailable, or virtual/hybrid for a COVID-19 related issue and the employee does wish to make up the remaining 1/3rd of their salary from normal accrued PTO. On the other hand, businesses can use our coronavirus posters for the workplace in various ways. Employees must have worked at least 30 days to be eligible. The information is also available on the web site listed below which provides a link to the individual forms. Those in the public service can use it to post FAQs or give updates on basic services. If you need assistance, please call (844) 337-6303 PaidFamilyLeave.ny.gov. Must be posted annually from February 1st until April 30th. The FFCRA amended the FMLA to require an employer to provide qualified family leave wages when an employee is unable to work (or telework) due to a need to care for a child of the employee if the child’s school or place of care has been closed or because the child’s care provider is unavailable for reasons related to COVID-19. All programs of the Connecticut SBDC are open to the public on a non-discriminatory basis. of Labor FFCRA Poster (for agency posting) Attachment 10 - Families First: Employee Paid Leave Rights (U.S. DOL) Attachment 11 - U.S. DOL - Employee’s Guide to FMLA; Attachment 12 - COVID Sick Leave - Quick Reference for FMLA Coordinators The information provided below summarizes some of the key provisions impacting employers. State Posters Unemployment Insurance: Required of all businesses. Find more information on paid leave and issues related to other wage and hour laws during the coronavirus pandemic: https://www.dol.gov/FFCRA Professional business advisors are ready to help you investigate capital opportunities, prepare loan documents, export your products, determine growth strategies, complete market research, develop marketing plans, prepare for business disruption, and more. Private businesses can make use of these templates to announce closures or reduced operating hours. If leave reason is to care for a COVID-19 quarantined individual: Applicable Law: Eligibility: Duration: Pay: EPSL: Employed at least 1 day : 2 weeks (or 80 hours) Paid sick time at 2/3 regular rate of pay for normally scheduled hours. The FMLA does not prohibit the employer’s testing requirement. All covered employers are required to display and keep displayed a poster prepared by the Department of Labor summarizing the major provisions of the FMLA and telling employees how to file a complaint. FMLA & Labor. Under the federal FMLA, an eligible employee's leave entitlement is up to 12 weeks during any 12-month period. 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