On March 11, 2021, President Biden signed H.R. 1319, the American Rescue Plan Act of 2021, which extends tax credits for private employers with 499 or fewer U.S. employees that voluntarily decide to provide emergency paid sick and/or family leave according to the otherwise-expired standards in the Families First Coronavirus Response Act’s (FFCRA) Emergency Paid Sick Leave Act (EPSLA) and Emergency Family Medical Leave Expansion Act (EFMLEA).
Employers need to prepare for how this version will impact their company and employees when it comes to providing sick leave and emergency paid leave. Learn how this new FFCRA should be implemented to avoid discriminatory Practiced when providing paid leave, testing for COVID-19 and having vaccination programs.
- What are the specific requirements under the new FFCRA?
- What is the effective and expiration date of this new FFCRA?
- What are the requirements that impact the paid sick leave
- What are the Reasons Employees Can Use Paid Sick or Family Leave
- Eliminating Initial Unpaid Period of Emergency Family Leave
- Employers who provide the paid leave will get tax credits
- Can employees who are eligible get paid sick leave when they get vaccinated?
- How can Employers mitigate the new FFCRA and communicate guidelines effectively to employees?
- Can employers provide EPSL but not EFML?
- How will the new FFCRA integrate or conflict with the DOL Family Medical Leave Act (FMLA)
Who Will Benefit:
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
- Leave Administrators
- Employers in all industries
- Small Business Owners