June 5, 2020

June 04, 2020

Subscribe to Latest Legal News and Analysis

June 03, 2020

Subscribe to Latest Legal News and Analysis

June 02, 2020

Subscribe to Latest Legal News and Analysis

Families First Bill Contains Special Provisions Affecting Public Agencies

The Families First Coronavirus Relief Act (the Act) was passed on March 18, 2020 and imposes paid leave obligations on most employers throughout the country. The bill contains special and often overlooked provisions affecting public agencies. Those provisions could provide a “trap” for public agencies that do not carefully review the bill.

Definition of “public agency.” A “public agency” is defined broadly to include the government of the United States; the government of a state or political subdivision of a state; or an agency of the United States, a state, or a political subdivision of a state, or any interstate governmental agency.

Application of employee threshold. For purposes of the law’s paid leave obligations, a covered employer in the private sector includes any employer with fewer than 500 employees. This threshold does not apply to public agency employers. Public employers with only one employee are covered by the bill’s paid leave provisions, meaning large public employers with more than 500 employees are covered by the paid leave provisions.

The FMLA expansion, however, does not appear to apply to public employers with more than 500 employees, meaning that large public employers are covered by part of, but not all of, the bill’s new leave provisions.

Application of exemption for employers with fewer than 50 employees. Under the bill, employers with fewer than 50 employees do not have to provide leave to employees who take care of children because of a school closure or unavailability of child care provider, if providing leave would jeopardize the business as a going concern. These provisions do appear to apply to public agencies as the Act does not appear to distinguish between a public and a private employer in that regard.

Availability of tax credits. If a covered employer provides leave under the bill, the employer is eligible for a dollar-for-dollar refundable tax credit offset against payroll tax liability in the amount of the paid leave provided. Public agencies are not eligible for the tax credits, and therefore must provide the paid leave without any corresponding deduction against payroll tax. Note that some public agencies are exempt from paying the Social Security portion of payroll (FICA tax), while some public agencies are not exempt from such taxation. The bill does not differentiate between the two types of public employers, and imposes a “blanket” exclusion on all public agencies.

© 2020 Jones Walker LLP


About this Author

Joseph (Jojo) Lee Adams Labor & Employment Attorney Jones Walker Jackson, MS

JoJo Adams is a partner in the Labor & Employment Practice Group. He focuses his practice on discrimination, harassment, and other employment-related litigation.

JoJo has extensive experience in employee and supervisor training related to workplace conduct issues and litigating wage-and-hour collective actions. He also has experience in unfair labor practice litigation against unions and in collective bargaining negotiations. JoJo also provides daily employment advice to clients in public and private sectors and has drafted numerous employment agreements and...

ALEX H. Glaser Partner New Orleans Employee Benefits Executive Compensation Labor & Employment Tax

Alex’s experience includes the design, implementation, and administration of tax-qualified and non-qualified plans and arrangements. He also drafts and amends employment agreements, non-competition agreements, severance agreements, equity compensation plans, and deferred compensation arrangements.

Alex regularly advises clients on all aspects of compliance with the Affordable Care Act. He also represents companies during DOL and IRS investigations involving plan and benefits-related issues.