Newsletter

News: Worthy-Families First Coronavirus Response Act: Quick Reference

By Kelly Trainer and Katie Suttorp, Burke, Williams & Sorensen, LLP

With the adoption of the Families First Coronavirus Response Act, employers have even more obligations to balance the various leave and disability laws, including the new Emergency Family Medical Leave Act (EFMLA) and the Emergency Paid Sick Leave (EPSL). In addition, employers must continue to be mindful of obligations under existing laws, including the Healthy Workplaces, Healthy Families Act (HWHF), Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and employer-provided accrued paid leave and unpaid leave.

With the adoption of the Families First Coronavirus Response Act, employers have even more obligations to balance the various leave and disability laws, including the new Emergency Family Medical Leave Act (EFMLA) and the Emergency Paid Sick Leave (EPSL). In addition, employers must continue to be mindful of obligations under existing laws, including the Healthy Workplaces, Healthy Families Act (HWHF), Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and employer-provided accrued paid leave and unpaid leave. Finally, employers may have related disability obligations under the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA).

This chart summarizes potential considerations that arise from various COVID-19-related situations. Employees are not necessarily entitled to each of these leaves/benefits, but employers should consider them according to the terms of their policies on a case-by-case basis.

 

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