Tagged: Intermittent Leave

The DOL Amends FFCRA Paid Leave Rule

The United States Department of Labor’s Wage and Hour Division (“DOL”) recently announced amendments to regulations regarding the paid leave provisions of the Families First Coronavirus Response Act (FFCRA). By way of background, and as discussed in detail in our prior blog post, the FFCRA provides two types of leave to employees of covered employers (private employers with fewer than 500 employees and public employers of any size, with certain exceptions) – emergency paid sick leave (EPSL) and expanded family and medical leave (EFML). An employee may be eligible for 80 hours of EPSL if he or she is unable to work or telework (without regard to the employee’s length of employment) if the employee: Is subject to a federal, state, or local quarantine or isolation order related to COVID-19; Has been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19; Is experiencing COVID-19 symptoms and seeking a medical diagnosis; Is caring for an individual who is subject to a quarantine or isolation order, or has “been advised” to self-quarantine; Is caring for a child, because the child’s school or place of care has been closed (or the child’s care provider is unavailable) due to COVID-19 related reasons; or Is experiencing any other substantially-similar condition specified by the Secretary of Health...

New York State Enacts a New Paid Family Leave Law

New York State recently passed the Paid Family Leave Benefits Law, which is among the strongest and most comprehensive leave statutes in the country. The new law amends the State’s current disability law, and imposes obligations on employers beginning in 2018. Unlike the federal Family and Medical Leave Act (“FMLA”), the NY law will provide both protected leave and paid benefits during the leave. The new law covers employers in the for-profit sector, with at least one employee, along with certain other employers in the public and not-for-profit sectors.