October 5, 2020 - Douglas Myser

Families first coronavirus response act two. As our economy opens up, businesses reopening and interactions with others increase, there is relief for employees who may be impacted by the coronavirus. The following benefits are mandated by the FFCRA and fully refundable to the employer through the U.S. Treasury. The IRS has outlined procedures to help the employers provide for this mandate which includes postponement of payment of the payroll taxes held in escrow of submission of Form 7200, Advance Payment of Employer Credits Due to COVID-19. There are two major provisions of the legislation signed into law , the emergency paid sick leave act and emergency family and medical leave expansion act. Employers with fewer than 500 employees are subject to the Act which is totally funded by the U.S. government. The provisions of the new law will be effective as of April 1, 2020. No unused portion of this provision will carryover in 2021 and no benefits are due on separation of service. Families first coronavirus response act two.

Under the Act there may be a total of 12 weeks of paid leave available. The first two weeks would be provided by the Emergency Paid Sick Leave Act based on certain criteria and the subsequent 10 weeks would be covered by the Emergency Family and Medical Leave Expansion Act. They are not reliant upon each other and you may qualify for the EFMLEA without a COVID-19 diagnosis, it is just that the first ten days would be unpaid under these provisions. Your employer may still provide benefits, or you may be able to draw down on available vacation or personal time off. As a condition of the Act, the employer may not require the employee to find a replacement to cover your scheduled hours. You may first use your own accumulated sick pay, however, the employer cannot require you to do so. This provision is generally available to those with at least 30 days of employment.

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