Blog Post

Families First Coronavirus Response Act:

Apr 01, 2020

What does it mean for small businesses?

The COVID-19 pandemic has rocked the world over the last three months, and has hit the U.S. especially hard over the last three weeks.  Small business owners are struggling to keep their doors open due to widespread shelter-in-place orders and general uncertainty in the economy.   In addition, a number of new laws are being passed that have a great impact on small businesses
owners.
 
One of these new laws is the “Families First Coronavirus Response Act (FFCRA)” which primarily impacts small business owners (for purposes of the FFCRA, this means 500 or fewer employees) in two ways.  First, it includes the Emergency Family and Medical Leave Expansion Act, which requires employers to provide additional paid time-off to any employee who cannot work because they must stay home to care for a child whose school is closed due to COVID-19. Second, it includes the Emergency Paid Sick Leave Act, which requires employers to provide paid sick time to employees who are unable to work due to COVID-19.  Now let’s take a deeper look at who these Acts apply to and what kind of impact a small business owner might expect.
 
To begin, let’s take a deeper dive into the requirements put in place by the Emergency Family and Medical Leave Expansion Act.  One of the primary purposes behind this Act is to provide relief, via additional paid time-off, to employees who are unable to work due to their child’s school or child-care being closed due to COVID-19.  However, this will simultaneously put a strain on many small business owners that are unable to operate but may still be required to provide employees paid time-off.   
 
Specifically, any small business with 500 or fewer employees must provide up to 12 weeks of paid time-off for any employee who cannot work because they must care for a child whose school or child-care provider is closed as a result of COVID-19.  Employers are not required to pay employees for the first 10 days of such time-off. However, an employee may use accrued paid time-off during such time. After the first 10 days, employers must pay not less than two-thirds of an employee's regular pay for the number of hours per week the employee normally works.  However, this compensation is capped at a maximum of $200 per day and $10,000 total for each employee.  Additionally, employers will have to restore an employee’s former position following such paid time-off unless:

  1. The employer has fewer than 25 employees; and
  2. The employer has made reasonable efforts to retain the employee’s position but such position no longer exists due to economic conditions caused by COVID-19.
 
Employers of health care providers or emergency responders may exclude employees from the requirements of the Act. 
 
Next, let’s take a deeper look at the requirements rolled out in the Emergency Paid Sick Leave Act.  One of the primary purposes behind this Act is to encourage employees to stay home to slow the spread of COVID-19.  However, this again puts a major strain on those small business employers who have not been deemed an “essential business” and must now pay employees during a period when they are making zero revenue.  
 
Specifically, full-time employees are guaranteed eighty hours of paid time-off (part-time employees are entitled to the average amount of hours worked in a two-week period), available immediately if the employee: 

  • is subject to a governmental quarantine or isolation order;
  • has been advised by a health-care provider to self-quarantine;
  • is caring for an individual who is subject to governmental or self-quarantine;
  • is caring for the employee's child because the child's school or child-care provider is closed; or
  • is experiencing a substantially similar circumstance related to COVID-19 as specified by the Department of Health and Human Services, in consultation with the Department of Labor.
With Colorado being one of the many states that has issued a state-wide stay home order, that means every employer with less than 500 employees in the state must be prepared to provide this paid time-off to their employees.  Further, employers will be required to provide conspicuous notice in the workplace of these new paid time-off requirements.  Employers must pay the
regular rate of pay up to:
  • $511 per day, $5,110 total, for paid sick time used by an employee who experiences symptoms of COVID-19 or is required or advised to self-quarantine; or
  • $200 per day, $2,000 total, for paid sick time used by an employee to care for the employee's child or other impacted person
Both the Emergency Family and Medical Leave Expansion Act and the Emergency Paid Sick Leave Act go into effect on April 1, 2020 and expire December 31, 2020.  For both Acts, there may be an exemption for employers with less than 50 employees, as both Acts state that the Department of Labor has the authority to enact regulations to exempt small businesses with
fewer than 50 employees “when the imposition of such requirements would jeopardize the viability of the business as a going concern.”  
 
Until more guidance is given, it is wise for all employers with 500 of fewer employees to prepare for the possibility of providing this additional paid time-off.  For those small business owners with less than 50 employees who are unable to do so and believe they should be exempt, it would be wise to speak with a business attorney.  If this isn’t possible, you should at least put together
detailed financial records for the last year so you have clear evidence of the impact of COVID-19 on your business and why it became impossible to comply with the additional paid time-off requirements.
 
It is already hard enough to be a small business owner, and the COVID-19 pandemic has only added to that.  This has been a brief overview of the major obligations the FFCRA puts on small business owners, but there are many specifics that change how this may impact your business. 

With a proper analysis of your unique situation, you will have a clearer path to get through these stormy waters.  Even if you are just looking to Zoom chat for a beer and a laugh, we are here for you now as we have always been.  

Separated…In Solidarity,
04 Apr, 2024
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