School’s in session; it’s not too late to review FFCRA benefits policies and procedures

Mother working at home with child in background

As challenging as the last several months have been for employers, the next several months may prove to be even more of a dilemma for both employers and employees. This school year will be different than anything we’ve ever seen. Many schools have opted for virtual-only options, with school doors shuttered. Those schools that remain open face the prospect of periodic partial or total closures in the event of confirmed COVID cases. It seems inevitable that employees will face evolving plans and modified schedules for schools and child care providers.

The Families First Coronavirus Response Act provides up to two weeks of emergency paid sick leave and up to ten weeks of emergency family and medical leave for employees who are unable to work or telework because of a bona fide need to care for a child whose school or place of care or child care provider is closed or unavailable for COVID-related reasons. These benefits are available to employees through December 31.

Employers must be prepared to administer FFCRA benefits to employees impacted by evolving COVID-related school modifications and closures. If you have not yet communicated with your employees regarding these benefits, do it now. If you have not yet begun to administer FFCRA benefits, now is the time to start. It’s not too late.