FFCRA Exemptions for Small Businesses

FFCRA Exemptions Small Businesses

By:  Shannon D. Norris

FFCRA Requirements

The Families First Coronavirus Response Act (FFCRA) generally provides that covered employers must provide to all employees:

• Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or
• Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor.

A covered employer must provide to employees that it has employed for at least 30 days:

• Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay where an employee is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.

Small Employer Exemption

Employers with fewer than 50 employees may also claim an exemption from providing childcare-related paid sick leave and expanded family and medical leave if providing the leave would jeopardize the viability of my business as a going concern. It is not necessary to submit any materials to the U.S. Department of Labor when seeking the small business exemption.

The DOL has issued the following guidance on this exemption:

When does the small business exemption apply to exclude a small business from the provisions of the Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act?

An employer, including a religious or nonprofit organization, with fewer than 50 employees (small business) is exempt from providing paid sick leave and expanded family and medical leave due to school or place of care closures or child care provider unavailability for COVID-19 related reasons when doing so would jeopardize the viability of the small business as a going concern. A small business may claim this exemption if an authorized officer of the business has determined that:

1. 1. The provision of paid sick leave or expanded family and medical leave would result in the small business’s expenses and financial obligations exceeding available business revenues and cause the small business to cease operating at a minimal capacity;
   2. The absence of the employee or employees requesting paid sick leave or expanded family and medical leave would entail a substantial risk to the financial health or operational capabilities of the small business because of their specialized skills, knowledge of the business, or responsibilities; or
   3. There are not sufficient workers who are able, willing, and qualified, and who will be available at the time and place needed, to perform the labor or services provided by the employee or employees requesting paid sick leave or expanded family and medical leave, and these labor or services are needed for the small business to operate at a minimal capacity.

If I am a small business with fewer than 50 employees, am I exempt from the requirements to provide paid sick leave or expanded family and medical leave?

A small business is exempt from certain paid sick leave and expanded family and medical leave requirements if providing an employee such leave would jeopardize the viability of the business as a going concern. This means a small business is exempt from mandated paid sick leave or expanded family and medical leave requirements only if the:

1. • employer employs fewer than 50 employees;
   • leave is requested because the child’s school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons; and
   • an authorized officer of the business has determined that at least one of the three conditions described in the previous question is satisfied.

Further Information

The U.S. Department of Labor has published guidance that answers many common questions about the FFCRA. You may obtain that information here:

Fact Sheets

• Families First Coronavirus Response Act: Employee Paid Leave Rights(PDF)
  • Spanish (PDF)
• Families First Coronavirus Response Act: Employer Paid Leave Requirements(PDF)
  • Spanish (PDF)

Questions and Answers

• Families First Coronavirus Response Act: Questions and Answers
• COVID-19 and the Fair Labor Standards Act: Questions and Answers
• COVID-19 and the Family and Medical Leave Act: Questions and Answers

Posters

• Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave under The Families First Coronavirus Response Act (FFCRA) (should be published on April 1)
• Families First Coronavirus Response Act Notice – Frequently Asked Questions

Employers should watch for additional updates. The U.S. Department of Labor will be issuing additional compliance assistance and intends to issue implementing regulations in April.

This post was prepared for informational purses only.  To obtain more information please contact:  Shannon D. Norris 

Norris Law Firm, PLLC
735 Plaza Boulevard, Suite 200
Coppell, Texas 75019
Direct: (214) 396-3345
sdnorris@norrisfmrm.com