Find all COVID-19 Resources for the Independent School Business office here.
(from NBOA) Late on Wednesday, March 18, 2020, the federal government passed the Families First Coronavirus Response Act (FFCRA), ensuring free testing and paid leave for certain workers. The following provision applies to all employers, regardless of size:
The following provisions apply to organizations with fewer than 500 employees, including independent schools. Employers with fewer than 50 employees can apply for an exemption if they believe payment of sick leave will cause their business to fail:
The Act has some notable gaps, including the following:
Further InformationFamilies First Coronavirus Response Act DOL FAQs, Poster and Poster FAQsDOL Employer Paid Leave RequirementsDOL Employee Paid Leave RightsIRS Tax Credits for Small, Midsize BusinessesGuidance from NAIS, Venable and Liebert Cassidy Whitmore.
NBOA members with questions or concerns are welcome to contact Jennifer Osland Hillen, vice president of professional development and business affairs at firstname.lastname@example.org.#RegulatoryUpdates#Pandemic
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Does the info in the Q&A need to be updated? I received this from an accounting firm...Important Update to The Families First Coronavirus Response Act (FFCRA)
Providing FFCRA Paid Sick Leave if Under a State-Ordered Stay-at-Home Order
Released: April 2, 2020
The Department of Labor (DOL) late yesterday published a 124-page clarification document relating to The Families First Coronavirus Response Act (FFCRA) that went into effect April 1st.
Clarification for one of the most confusing reasons (#1 – Is subject to a Federal/State or local quarantine or isolation order related to COVID-19) was addressed in this update. The DOL notes that this qualifying reason relating to quarantine or isolation orders includes a broad range of governmental orders, including orders that advise some or all citizens to shelter in place, stay at home, quarantine, or otherwise restrict their own mobility.
The DOL also clarifies that employees may take paid sick leave under Reason #1 ONLY if being subject to one of these orders prevents them from working or teleworking based on the examples below. The question to ask in applying the rule is whether the employee would be able to work or telework “but for” being required to comply with a quarantine or isolation order.
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