Following two rounds of guidance on the paid leave provisions of the Families First Coronavirus Response Act (“FFCRA” or the “Act”) last week, the Department of Labor (“DOL” or the “Department”) released additional guidance this weekend addressing issues of critical importance to many covered employers:  the scope of the Act’s health care provider and emergency

As the April 1 effective date for the Families First Coronavirus Response Act (“FFCRA” or the “Act”) paid leave requirements rapidly nears, the Department of Labor (“DOL”) continues to update its compliance guidance for covered employers.  As a reminder, the Act’s leave provisions—which mandate paid sick leave and paid expanded Family and Medical Leave Act

Yesterday, March 24, 2020, the Wage and Hour Division of the Department of Labor (“DOL”) published a news release and three guidance documents on the Families First Coronavirus Response Act (“FFCRA” or the “Act”).  As we explained in our recent post, the FFCRA will require covered employers to provide certain levels of paid emergency

President Trump signed the Families First Coronavirus Response Act (the Act) into law on March 18, 2020, the same day that it passed the Senate.  Among other emergency measures intended to address the coronavirus pandemic, the Act requires covered employers to provide employees with two distinct types of leave for coronavirus-related reasons—up to 2

The “Families First Coronavirus Response Act” (the “Bill”), a broad response to the COVID-19 coronavirus pandemic, has passed the House of Representatives by a vote of 363-40 and is expected to pass in the Senate and be signed into law by President Trump.  The Bill would impose significant obligations on covered employers, including

The U.S. Department of Labor’s Wage and Hour Division (WHD) issued new FMLA medical certification and notice forms on September 4, 2018.  The forms are available here.  The new forms are substantively identical to the agency’s previous (now expired) forms, but they include the new expiration date—August 31, 2021—in the upper right hand corner. 

Employers generally assume, correctly, that an employee who fails to report for duty at the end of an FMLA leave with a specified end date can be terminated.  But it is important not to send out that termination letter too quickly, because employees sometimes need more leave than originally anticipated.  Federal regulations require employees to