October 27, 2020

Volume X, Number 301

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October 27, 2020

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October 26, 2020

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“Health Care Providers” Under the FFCRA: Department of Labor Revises the Regulation and Focuses the Field of Employees Eligible for Leave

On September 11, 2020, the Department of Labor (DOL) released its second interpretation of the Families First Coronavirus Response Act (FFCRA). The new DOL rule, which took effect on September 16, revised the original rule’s definition of “health care provider” to provide up to twelve weeks of paid leave to an expanded field of workers.

Previously, the definition of “health care provider” hinged on the business of the employer. For example, a hospital was considered to be a “health care provider” and, therefore, all of the hospital’s employees would be exempt from the FFCRA expanded leave benefit. Even some employers who provided services related to health care, e.g., by manufacturing or distributing health care supplies or equipment, fit under the initial interpretation of the definition.

Now, the definition of “health care provider” is based on a role-specific determination that must be made on an individual basis if or when an employee requests leave under FFCRA, with the focus being more toward actual patient diagnosis and treatment services. Under the new interpretation, a “health care provider” means “[a] doctor of medicine or osteopathy who is authorized to practice medicine or surgery (as appropriate) by the State in which the doctor practices” or “[a]ny other person determined by the Secretary to be capable of providing health care services,” including licensed professionals such podiatrists, dentists, clinical psychologists, optometrists, chiropractors, nurse practitioners, nurse-midwives, clinical social workers, physician assistants, and Christian Science Practitioners.

In addition, the new interpretation identifies additional employees who are health care providers based on their roles and duties. To qualify as health care providers, such employees must be “employed to provide diagnostic services, preventive services, treatment services, or other services that are integrated with and necessary to diagnostic, preventive, or treatment services and, if not provided, would adversely impact patient care.” These health care services encompass a broader range of services than those medical professionals who are licensed to diagnose serious health conditions.

The DOL advised that this second group of health care providers fall outside the specified regulations but are nonetheless included in the revised § 826.30(c)(1). Members of this second group include:

  • Nurses, nursing assistants, medical technicians, and any other persons who directly provide diagnostic, preventive, treatment services or other services that are integrated with and necessary to the provision of patient care;

  • Employees providing such services under the supervision, order, or direction of, or providing direct assistance to nurses, nurses assistants, and other persons who directly provide services; and

  • Employees who may not directly interact with patients and/or who might not report to another health care provider or directly assist another health care provider, but nonetheless provide services that are integrated with and necessary components of the provision of patient care.

Specifically, preventive services include screenings, check-ups, and counseling to prevent illnesses, disease, or other health problems. As with diagnostic services, preventive services are integrated and necessary because they are an essential component of health care.

Treatment services include performing surgery or other invasive or physical interventions, administering or providing prescribed medication, and providing or assisting in breathing treatments.

Finally, other integrated and necessary services that, if not provided, would adversely affect the patient’s care include bathing, dressing, hand feeding, taking vital signs, setting up medical equipment for procedures and transporting patients and samples.

This new interpretation of “health care provider” is a significant change, and employees who previously did not qualify for FFCRA leave may now so qualify. For many employers, their entire organization was likely excluded from FFCRA leave under the initial interpretation, but potentially not anymore. Thus, employers should evaluate the roles and duties of each of their employees to determine such employees are eligible for FFCRA leave.

© 2020 Davis|Kuelthau, s.c. All Rights ReservedNational Law Review, Volume X, Number 269
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About this Author

Anne V. O'Meara Litigation Attorney Davis Kuelthau Milwaukee, WI
Associate

Anne O’Meara is a member of the firm’s Litigation Practice in Davis|Kuelthau’s Milwaukee office.

Anne earned her Bachelor of Arts in International Affairs and Peace Studies from Marquette University and graduated from Marquette University Law School, cum laude. As a student, she was involved in many different areas including as an Academic Success Program Leader, an Associate Justice on the Moot Court Executive Board, and Vice President of Promotions for the Public Interest Law Society.

Anne gained experience as a summer associate at Davis|Kuelthau where she researched and...

414-225-1480
Laurie Meyer, Davis Kuelthau, labor and employment lawyer
Shareholder

As a member of Davis|Kuelthau’s Labor and Employment practice group, Laurie combines her experience in human resources management with over 20 years of employment law practice to provide creative, strategic counsel and defense to employers of every size on a full range of employment issues. This depth of experience allows her to provide legal assistance to employers in ways that minimize risk and avoid litigation and support long-term business goals. Laurie takes a practical approach to solving employment problems for her clients and achieving their goals in a cost-effective way.

Laurie has handled litigation matters involving Title VII, the Americans with Disabilities Act, the Fair Labor Standards Act, the Age Discrimination in Employment Act, the Family and Medical Leave Act, the Occupational Safety and Health Act, the Wisconsin Fair Employment Act, as well as other federal, state, and local laws and ordinances. She has also handled several unreasonable refusal to rehire worker’s compensation claims and unemployment compensation claims.

Laurie regularly advises her clients on how labor and employment-related legislation and regulation may affect their businesses and assists clients in developing compliant handbooks, policies and practices. She also guides her clients in difficult employment matters, from employee performance reviews, terminations, reductions-in-force, wage-and-hour issues, and responding to discrimination and harassment complaints.

Laurie frequently lectures and conducts in-house management and supervisor training for human resource organizations and companies of all sizes in the areas of medical leave management, social media and electronic communication management, and illegal harassment.

Laurie is a member of the Defense Research Institute’s (DRI) Employment and Labor Law Steering Committee, serves as its Publication Chair and chief editor of several of its publications. She is also a member of the State Bar of Wisconsin and the Society of Human Resources Management (SHRM).

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Anthony J. Steffek Shareholder David Kulthau Employment Litigation Labor and Employment Litigation Municipal Labor Counsel
Shareholder

As a member of Davis|Kuelthau’s labor and employment team, Tony proactively and reactively assists employers, both big and small, in wading through the various HR-related issues that arise in today’s employment world. Proactively, Tony helps with issues such as hiring/firing, noncompetition agreements and other restrictive covenants, disability and ADA issues, FMLA and other leave matters, employee handbook review and revision, sensitive personnel matters and investigations, OSHA compliance, wage and hour issues, and labor negotiations. He also provides public entities and schools, both...

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