In light of the covid-19 pandemic many companies are forced to adapt to new paid sick leave rules
The good news is, there are some new protections in place if you need access to healthcare or need to care for a family member. This short guide will break down what you need to know about the changes in paid leave laws in the United States.
Takes effect on April 2 and will continue to December 31, 2020. The act compels employers with fewer than 500 employees to provide paid family leave to employees with 30 days or more of tenure, who are unable to work or telework due to childcare needs triggered by COVID-19. It also calls for paid sick leave to all employees, regardless of tenure, who are unable to work because of government shelter in place orders, COVID-19-related illness and several other circumstances triggered by the pandemic.
This covers both full and part-time workers who are unable to work or telework because of the need to take emergency sick leave.
If you work full time, then you may take up to 80 hrs of paid sick leave, paid at your regular rate if you meet these conditions:
Emergency paid sick leave wages are however capped and once you reach the cap, the rest of your leave is unpaid. Not all employers are covered under this, so ask your HR team if this applies to you.
Private health plans are required to provide coverage for COVID-19 diagnostic testing and related services without cost sharing (e.g. deductibles, copayments and coinsurance).
New York has some additional paid sick leave changes with larger employers ( 100+ staff) required to provide at least 14 days, and smaller employers required to provide unpaid leave and in some cases up to 5 days paid leave until the quarantine order is lifted.
How will companies pay for this? There are also additional tax credits that apply to employers, easing the financial burden of providing leaves and other accommodations to comply with the new laws around paid sick time. It's expected that companies will nonetheless experience significant costs around implementing new sick leave policies, especially because in many cases these emergency laws through the labor department require time off on top of any accrued leave balance.
If you think you need to take advantage of these new protections, the first step is to reach out to your HR team and request accommodation under these new federal government laws. This article is not meant to substitute legal advice.
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