March 22, 2021
In preparation to write this blog, I was looking back at past posts, and I had to pause for a second to realize that it has really been a year since the Families First Coronavirus Response Act (FFCRA) was signed. What a year it has been! I thought by now we would be out of the Corona Carnival, slightly sick from too much cotton candy and forced isolation, but here we are. Hoping we are on our way to the metaphorical parking lot so we can drive off and leave a lot of this in the dust. Maybe this is the last ride? And, thankfully, it is more merry-go-round than roller coaster.
So, pick your favorite animal (zebra for me!) and hold on while we look at what the American Rescue Plan Act did to extend some of the provisions of the FFCRA.
First off, while it is no longer mandatory to provide leave, there are some benefits to doing so. The employer tax credit for providing sick and family leave has been extended through September 30. Keep in mind that you are only eligible for the credit if you provide leave across the board to all of your employees. Also, on March 31, the 80 hour per employee (and 10 weeks for paid family leave per employee) resets. The limit for credit for family leave has also increased to $12,000.
If you choose to provide leave, additional qualifying reasons for leave have been added to include vaccine appointments and complications from vaccines.
If you are self-employed, the number of days you can take has increased from 50 to 60.
So what does this all mean for you as an employer? You will need to decide if you are going to start providing, or continue providing, leave under the provisions of the act. Keep in mind the additional number of hours that are about to become available, and make sure you are keeping good records.
If you need help modifying or creating any forms or policies, I am here to help! Our ride is slowly coming to an end, but, before you hop off, watch for updates on this as well as guidance on vaccines in the workplace.
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Copyright © *2022* *Law Offices of Lindsey King*, All rights reserved.*
Copyright © *2022* *Law Offices of Lindsey King*, All rights reserved.*
