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New HR Considerations

Updated: Apr 15



Posted by: Anthony Faraco, Esq.

Date: April 13, 2020


Over the last month, the Human Resources world has been tasked with learning numerous new laws that directly affect their company's employees. Ensuring compliance with the new regulations can be confusing, tedious, and overwhelming for businesses that don't have the resources available. Below is a brief summary of the new changes. For more details and help in ensuring compliance please contact us immediately.


The Emergency Family and Medical Leave Expansion Act was passed in late March and put into effect April 1, 2020. All employers that have less than 500 employees; thus, any company that has over 500 employees would not need to follow these federal rules.


Most importantly, any employee that must take leave due to any of the reasons discussed in this article has job protection for 12 weeks.


Any employee who has been employed for at least 30 days and that must take leave to care for a child who's school is closed would be eligible for an additional 10 weeks of paid leave at two-thirds the employee's regular rate of pay; which would be capped at $200/day and $10,000 over the benefit period. This benefit is extended to all employees (regardless of days worked at the company) but is only available for 2 weeks rather than 10 weeks.


Additionally, if an employee is unable to work because she is quarantined pursuant to Federal/State/Local government order or advice of a health care provider, and/or experiencing COVID-19 symptoms and seeking a medical diagnosis she is eligible for two weeks of paid leave at their regular rate of pay.


It is important to note that each individual state has different paid leave laws that may affect your company. These issues can become complex. For assistance in navigating all new laws relating to Human Relations please contact our professionals at ACC.



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