The experts at HRinDemand spoke with a lobor attorney about the Act. She suggests waiting to implement any policies on paid leave. The Department of Labor is currently working on creating regulations to follow for compliance with the Act. Without that regulatory guidance, any policy updates now could be subject to change because we don’t know the full extent of the obligations under the Act. Businesses have until the beginning of April to comply with the Act. I don’t recommend a hasty approach and caution against having to send out multiple versions of a policy so as to avoid eroding trust between management and the team. There is so much to worry about right now and employees are looking to management to be sure of what to do – this is a heavy responsibility, I know. Please know I’m here if you or your management team need any HR support. For now, here is an example of communication to your employees that can be shared today as recommended by the labor attorney:
We are aware that the federal government has implemented a law regarding paid leave time in certain circumstances where time off is needed related to COVID-19. The Family First Coronavirus Response Act was signed by President Trump and enacted into law on 3/19/20. In order to ascertain what benefits might be available to our team, we are waiting for further guidance from the Department of Labor (DOL). The DOL will be providing regulations for employers to follow for compliance with the Act. As soon as we know exactly what the benefits and obligations are under the Act, we will provide more information.