The Families First Coronavirus Response Act is effective on April 1. Are you ready? Do you know the requirements? Learn what you need to know about complying with this latest consequence of the U.S. COVID-19 epidemic.
LEARN WHAT YOU NEED TO KNOW ABOUT:
- Covered entities
- Potential small employer exemption
- Breakdown of the new leave rules and benefit calculations
- Coordination with existing leave regulations
- Rules upon an employee’s return to work
- Employer financial relief
- Penalties for noncompliance
In addition to the changes to business strategies, operations, loan servicing guidelines, staffing models, and service delivery methods, you must also prepare for big changes in employee leave practices! On March 18, 2020, President Trump signed into law H.R. 6201, known as the Families First Coronavirus Response Act (the Act), in response to the COVID-19 crisis. It provides for employer-paid leave to employees from April 1, 2020, through the end of the year. The Act creates two distinct types of employee leave rights: emergency paid sick leave and public health emergency leave. You must understand the coverage details and eligibility requirements of both. The coverage afforded to employees could include up to 12 weeks of paid leave – in addition to any required paid sick, family, or medical leave under your state law.
The world is moving incredibly fast, and you need to stay ahead of the employment law compliance curve. Join us to learn the requirements for emergency paid sick leave and new family and medical leave provisions of the Act.
WHO SHOULD ATTEND?
This informative session is designed for senior executives, managers, supervisors, compliance staff, human resources personnel, and anyone involved with finance, payroll, or leave policies.
- Frequently asked questions
- Required employee rights notice
- Employee training log
- Interactive quiz
Michael E. Barnsback, O'Hagan Meyer
Michael Barnsback is a partner at O’Hagan Meyer. His practice encompasses all aspects of employment law. He has frequently lectured on and assisted employers with disability accommodation and leave issues under the ADA and FMLA. With over 25 years as a trial attorney, Mike has represented employers in cases involving the Department of Labor, FLSA individual and collective action overtime cases, EEOC, and state/local administrative agencies. He also counsels employers on data security, privacy, internal monitoring, and data breach response and procedures.
The editor of the Virginia Employment Law Letter, Mike is also an adjunct professor of law at the George Mason University School of Law and teaches labor law. He also frequently conducts seminars and webinars on employment law and data security and privacy issues.
David A. Reed, Reed & Jolly, PLLC
Attorney, author, consultant, and nationally-recognized speaker, David Reed is a partner in the law firm of Reed & Jolly, PLLC. He provides guidance to financial institutions on establishment and revision of policies and procedures, organizational compliance, collections, security, contractual agreements, regulatory matters, and corporate governance. His engaging speaking style has made him a nationwide lecturer on regulatory compliance, consumer lending, bankruptcy, and collections.
A former trial attorney and vice president and general counsel of a large regional financial institution, David is also a Certified Fraud Examiner. He is particularly known as an expert in the areas of operations, bankruptcy, and collections. He has trained state and federal examination staff on numerous issues, including BSA, ID theft red flags, SAFE Act, third-party contract management, and bankruptcy.