Monday, December 28, 2020
On Sunday, December 27, 2020, President Trump signed the legislation providing government funding and a long-anticipated coronavirus relief package (the “Bill”). The wide-sweeping Bill contains a number of key provisions that will impact both public and private sector employment in 2021. Of particular significance to employers is that:
The Bill does not extend the mandates of the Emergency Family and Medical Leave Expansion Act (“EFMLEA”) or the Emergency Paid Sick Leave Act (“EPSLA”) enacted under the Families First Coronavirus Response Act (“FFCRA”).
The Bill allows tax credits to employers for “FFCRA like” paid leave benefits paid to employees through March 31, 202
The Bill provides no economic incentive for public employers to continue FFCRA s paid leave benefits.
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On December 21, 2020, Congress passed a second pandemic relief bill. The relief bill did not renew the employee paid leave provisions of the Families First Coronavirus Response Act (“FFCRA”) – the Emergency Family and Medical Leave Expansion Act and Emergency Paid Sick Leave Act – which are set to expire December 31, 2020. However, the bill does permit employers to claim tax credits through March 31, 2021 for providing paid sick leave or paid family and medical leave for the same reasons set forth in the FFCRA. Employers who provide this covered paid leave are eligible to receive the same tax credits for eligible wages paid to eligible employees as specified under the FFCRA.
Paid Sick Leave for Self-Storage Staff: Understanding COVID-19 Laws insideselfstorage.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from insideselfstorage.com Daily Mail and Mail on Sunday newspapers.
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Employees continue to file COVID-19-related lawsuits against their employers at a rapid clip. In July, we identified five categories of cases that seemed to be driving COVID-19 employment litigation: (1) alleged failure to provide a safe working environment; (2) discrimination claims, especially relating to disability and age; (3) leave claims under the FMLA and the patchwork of federal, state and local laws enacted to deal with the pandemic; (4) retaliation and whistleblower claims, usually attached to either a workplace safety or leave issue; and (5) wage and hour lawsuits arising out of the pandemics’ impact on business operations.