September 30, 2020

Volume X, Number 274

September 29, 2020

Subscribe to Latest Legal News and Analysis

September 28, 2020

Subscribe to Latest Legal News and Analysis

Emergency Federal and State Legislation Has Immediate Impact on Workplace

Emergency legislation has been enacted at both the federal and state levels to address the impact of the COVID-19 pandemic on the workplace.  While more legislation is likely to follow, at least at the federal level, here’s what you need to know right now.

Families First Coronavirus Response Act (FFCRA)

Yesterday, the U.S. Senate passed the FFCRA approved by the House two days earlier. The FFCRA does several things, but here we focus on the two that directly impact employers:

1. Expansion of protections under the FMLA – for employers with fewer than 500 employees

  • The Family and Medical Leave Act is amended to provide up to 12 weeks of job protected leave to be used to care for a child under 18 if the child’s school or place of care has been closed, or the childcare provider is unavailable, due to the coronavirus.

  • Emergency family and medical leave is unpaid for the first 10 days, but employees can take accrued PTO or, if eligible, emergency paid sick leave (described below).

  • The leave is then paid at up to 2/3 of employee’s regular pay and capped at $200/day or $10,000 in the aggregate.

  • Employers may opt out of the paid leave for employees who are health care providers or emergency responders.

  • Employees are eligible if they have been employed for 30 calendar days.

  • The expanded protections expire December 31, 2020.

2. Emergency Paid Sick Leave Act – for employers with fewer than 500 employees

  • Emergency Paid Sick Leave for two weeks for an employee who is unable to work or telework and:

    • Is complying with a recommendation from a health care provider to self-isolate

    • Is complying with a federal, state, or local quarantine or isolation order

    • Is seeking a diagnosis or care for coronavirus symptoms

    • Is caring for an individual who is subject to a health care provider recommendation to isolate or a government quarantine or isolation order

    • Is caring for a child whose school or place of care has been closed or child care provider is unavailable, due to coronavirus

  • Emergency two-week paid sick leave is at 100% of the employee’s regular pay, but capped at:

    • $511 per day and $5,110 in the aggregate, when for self-care

    • $200 per day and $2,000 in the aggregate when for care of others

    • The leave is paid by the employer but is reimbursed by the government through a tax credit.

    • An employer may not require an employee to use other paid leave provided by the employer before the employee uses the paid sick time. 

    • The leave is available to all employees regardless of length of service (except for health care providers and emergency responders).

    • This leave also expires December 31, 2020.

Maine Unemployment Available for Temporary Leave Caused by COVID-19

  • Individuals are eligible for unemployment, if they remain available to work for, and maintain contact with the relevant employer, and they are:

    • Under a temporary quarantine or isolation restriction and not affected by the virus; or

    • Temporarily laid off due to a partial or full closure of their place of employment as a result of the state of emergency and expected to return.

  • Employees who are needed to a dependent family member as a result of COVID-19 are not disqualified from receiving unemployment benefits as long as the individual continues to remain able and available to work for, and maintains contact with, the relevant employer.

  • Unemployment benefits related to the outbreak of COVID-19 are not charged against an employer’s experience rating. 

  • The employee’s one-week waiting period for benefits is waived.

  • Under the Maine Loan Guarantee Program, employees experiencing a reduction in income are eligible for guaranteed loans if the reduction is likely due to circumstances related to COVID-19.

  • Loans are capped at the lesser of $5,000 or the employee’s most recent monthly after-tax pay.

  • No payments on the loan are due for a 90 day grace period after disbursement.

  • No interest will be charged if the loan is repaid within 180 days after the grace period expires.

©2020 Pierce Atwood LLP. All rights reserved.National Law Review, Volume X, Number 79

TRENDING LEGAL ANALYSIS


About this Author

James Erwin Employment Lawyer Pierce Atwood Law Firm
Partner

Jim Erwin leads Pierce Atwood's Employment Group. He has extensive state and federal litigation experience in a wide range of substantive areas at the trial, appellate, administrative and arbitration levels. His practice involves the defense at agencies and in court of all types of employment claims, including sex, race, religious and national origin discrimination; sexual and racial harassment; disability discrimination under the ADA; FMLA; retaliation and whistleblower claims; restrictive covenant and trade secrets enforcement; wage-hour claims and class actions; defamation; and labor...

(207) 791-1237
Suzanne King, Employment Lawyer, Pierce Atwood
Partner

An experienced management-side employment lawyer, Suzanne King counsels employers on a wide range of employment practices, including: hiring, managing employee performance and discipline, terminations, reductions in force, complaints about sexual and other harassment, reasonable accommodations under the ADA, leave under the FMLA and various state laws, wage and hour practices, including employee classification issues and pay equity, and data privacy and security.  Suzanne also has extensive experience drafting a variety of employment agreements (including executive employment, non-disclosure, non-competition, and severance agreements) as well as employee handbooks, individual policies, and offer letters.   

Suzanne regularly trains HR professionals and managers on a full range of employment law issues, including sexual harassment and FMLA and ADA procedures.  Twice a year, Suzanne offers Managing Employees 101, a half-day program for supervisors and managers that includes the ten things every manager and supervisor should know about employment law as well as practical tools for managing employee performance.

(617) 488-8159
Margaret Coughlin LePage, Employment lawyer, Pierce Atwood
Partner

Clients look to Meg LePage for help on a wide range of workplace disputes and seek her counsel when looking to minimize legal risks in connection with hiring, discipline and discharge, discrimination and harassment complaints, family medical leave requests, wage payment disputes, non-competition agreements, and a wide variety of other employment issues.

Meg's clients include healthcare and educational institutions, financial services companies, insurance companies, manufacturers, social service agencies, summer youth camps, and hospitality and recreation...

(207) 791-1382
Katherine Rand, Pierce Atwood, Employment lawyer
Partner

Having worked in human resources and management in the private sector, Katy Rand brings hands-on experience to her practice.  Her client work primarily involves employment law, with a focus on discrimination, harassment, retaliation, and wage / hour issues.   Katy helps employers avoid litigation, counseling them on compliance and employee relations issues and, where appropriate, negotiating early resolution of disputes.  She also has an active litigation practice, routinely advocating on behalf of employers in state and federal court, as well as before administrative agencies such as the ...

(207) 791-1267