Wednesday March 18, 2020 the Senate passed the Families First Coronavirus Response Act, and President Trump signed the bill into law Wednesday evening.
The Act includes several provisions to protect American workers and assist employers in providing emergency paid sick leave, as well as paid family leave in the case of school closures, for working families impacted by COVID-19.
The FFCRA requires employers with up to 500 employees to provide paid sick leave and paid family leave while providing a refundable payroll tax credit to employers to cover 100% of the cost of wages. There is also a refundable income tax credit made available for self-employed individuals. Employers with less than 50 employees must apply for a hardship exemption in order to qualify.
Employers must offer two weeks (10 days) of paid sick leave for COVID-19-related reasons (existing leave offered can count toward the 10 days). If the sick leave is for an employee who is sick or seeking a diagnosis, the benefit must replace all of the employee's wages up to a maximum benefit of $511 per day. If an employee is caring for another individual who is sick, the benefit must replace at least two-thirds of the employee's wages up to a maximum benefit of $200 per day. The paid sick leave credit offsets 100% of employer costs for providing mandated paid sick leave. The credit also offsets, uncapped, the employer contribution for health insurance premiums for the employee for the period of leave.
Employers must offer 12 weeks of paid family leave for employees who have been employed for at least 30 days with a minor child in the event of the closure of the child's school or place of care. The first 10 days are unpaid, but the employee can overlap this with the 10 days of paid sick leave. This benefit must replace at least two-thirds of the employee's wages up to a maximum of $200 per day. The paid family leave credit offsets 100% of employer costs for providing mandated paid family leave. The credit also offsets, uncapped, the employer contribution for health insurance premiums for the employee for the period of leave.
Under FFCRA, self-employed individuals are provided similar credits as refundable income tax credits in an amount of what self-employed workers would have received if they had been an employee receiving paid leave benefits pursuant to the mandates. For a given day that a self-employed worker could not work, they can claim a "rough justice" tax credit in the amount of their average daily self-employment income for the year.
This action taken by Congress follows several pieces of emergency guidance released by the Trump Administration. We are expecting more action from Congress and the Administration to address other aspects of the coronavirus pandemic.
We will continue to keep you posted on future updates.
Read more here.
Thank you to King Insurance for compiling this information
Support from California's EDD
If you have had to shut down or reduce staff hours due to the COVID19 please note that unemployment insurance can be received for partial, temporary or full layoffs with no waiting period.
If you are able to partially employ people they can receive benefits for their lost hours and hopefully make ends meet and be able to stay with you. The other option is to make the layoff temporary and employees can receive benefits until you are able to re-employ them.
Although no one knows how this situation will play out, we do know that a new normal will develop and life and business will continue, so your trained and experienced employees are a key asset that you should try to retain.
Please direct your impacted workers to www.EDD.ca.gov for more information.
See the summary notice from EDD in the link below.
The hiring process is fraught with potential disaster since a bad hire can set you back months or, at a minimum, cost you tens of thousands is wages and lost opportunity, so do not enter this process without some thought and planning. If hiring is only one of your many urgent priorities, execute these top 3 must do's and you will significantly increase your probability of a successful hire.
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Executives depend on the quality of their people to achieve their corporate and personal career goals. It is an old adage – and a true one – that the best jockey cannot win races if he only rides slow horses. A better understanding of the skills and abilities of executive recruiters will enable any manager to greatly increase the quality of his hiring decisions, and thereby enhance her own career!
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Job postings are a 'cross your fingers' and hope that your high potential top player is thinking of doing something new AND he/she happens to have some spare time to search through job postings. It does sometimes happen, but in today’s very low unemployment job market that same ‘A’ player has already been engaged by one or more recruiters. If one of the openings is a good fit and the recruiter is good at what they do, then their client will get the top person before this person even notices any job ads. So what can you do to get the top players?
Good people have choices in this employee marketplace. Listed below are 10 common experiences that have caused candidates to judge a job, boss or company poorly and thus causing them to hesitate in taking the next step. For advice on how to plan for and avoid some of these common missteps, download our 'How to prepare for an interview in 20 minutes' at the end of this article.
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When he was a consultant Jim Whitehurst, CEO Red Hat, discovered something amazing,
“One of the most surprising aspects of that work was that people would open up to me, an outsider, about all the elephants in the room — but they were too polite or embarrassed to call out the obvious issues or blame their peers inside their own organizations. My fellow consultants and I would sometimes joke that just about every individual inside a company could immediately tell you what was going wrong and what needed fixing. But whenever everybody convened for a meeting to point out those very issues, you wouldn’t hear a peep about anything that could be perceived as negative. To our amazement, they were more open to hearing feedback from us, the outsiders, than from their own colleagues.”
Though this phenomena is good for consultants, shouldn’t companies be having candid conversations on their own?
An MD, a lawyer, an insurance specialist, and an EH&S expert walked into an NCHR-SD luncheon and … provided a great panel discussion on the why, what, and how of workers compensation fraud. Outlined below are my top takeaways from their expert advice on how to mitigate or avoid WC fraud.
First, the panel emphasized how important it is to understand the potential reasons why people commit WC fraud. Financial gain is the obvious one but just as common a reason is an employee using a claim to solve other challenges such as he/she: