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Friday, 27 March 2020 20:27

Webinar Helps Business Owners Prepare for COVID-19 Legislation Employment Law Changes

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National labor and employment law firm FordHarrison recently hosted “Coronavirus (COVID-19) Update---Is Your Business Ready for the Employment and Employee Benefit Changes?”

The March 20 webinar offered useful information regarding main issues employers are facing amid the COVID-19 pandemic, as well as best practices to help those businesses mitigate the associated employment law risks, said Aaron Schulenburg, SCRS executive director.


During the webinar, three partners from FordHarrison informed attendees how to prepare their businesses to deal with the worldwide pandemic, and they discussed the employment laws impacted by the virus, as well as the impact of the Family First Coronavirus Response Act on employers.


The webinar presenters included Sami Assad from the Hartford, CT, office, Tiffany D. Downs from the Atlanta office and Rachel Ullrich from the Dallas office, all members of the company’s Coronavirus Task Force.


The webinar began with an overview of COVID-19 and an update on its current status, based on information from the CDC’s website.


Ullrich took over, discussing the Family First Coronavirus Response Act (FFCRA), which President Donald Trump signed into law March 18. The FFCRA will have a significant impact on employers, specifically those who have fewer than 500 employees, a category that most collision repair facilities fall under, as the act requires those employers to provide paid sick leave and partially paid emergency FMLA leave.


Effective April 2, the Emergency Paid Sick Leave Act will require private employers with less than 500 employees to provide paid sick time to all employees, regardless of how long they’ve been employed, to the extent that the employee is unable to work (or telework) due to certain COVID-19-related reasons.


“In the broadest terms, paid sick leave applies to employees who are caring for themselves because of COVID-related symptoms or illness, an employee who is taking care of an individual who’s in quarantine or isolation, or has been advised by the healthcare provider to self-quarantine or is taking care of their son or daughter because a child’s school or place of care has been closed…due to COVID-19," Ullrich said.

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