Overview:
On March 11, 2021, President Biden signed H.R. 1319, the American Rescue Plan Act of 2021, which extends tax credits for private employers with 499 or fewer U.S. employees that voluntarily decide to provide emergency paid sick and/or family leave according to the otherwise-expired standards in the Families First Coronavirus Response Act’s (FFCRA) Emergency Paid Sick Leave Act (EPSLA) and Emergency Family Medical Leave Expansion Act (EFMLEA).
Employers need to prepare for how this version will impact their company and employees when it comes to providing sick leave and emergency paid leave. Learn how this new FFCRA should be implemented to avoid discriminatory Practiced when providing paid leave, testing for COVID-19 and having vaccination programs.
Why you should Attend :
The new H.R. 1319 regulation has different components that are pertinent to the workplace. Learn how proper implementation will avoid violations. It is critical to know what components have continued, eliminated and new requirement to be able to communicate with employees effectively to provide a safe workplace.
Areas Covered in the Session
What are the specific requirements under the new FFCRA?
What is the effective and expiration date of this new FFCRA?
What are the requirements that impact the paid sick leave
What are the Reasons Employees Can Use Paid Sick or Family Leave
Eliminating Initial Unpaid Period of Emergency Family Leave
Employers who provide the paid leave will get tax credits
Can employees who are eligible get paid sick leave when they get vaccinated?
How can Employers mitigate the new FFCRA and communicate guidelines effectively to employees?
Can employers provide EPSL but not EFML?
How will the new FFCRA integrate or conflict with the DOL Family Medical Leave Act (FMLA)
On March 11, 2021, President Biden signed H.R. 1319, the American Rescue Plan Act of 2021, which extends tax credits for private employers with 499 or fewer U.S. employees that voluntarily decide to provide emergency paid sick and/or family leave according to the otherwise-expired standards in the Families First Coronavirus Response Act’s (FFCRA) Emergency Paid Sick Leave Act (EPSLA) and Emergency Family Medical Leave Expansion Act (EFMLEA).
Employers need to prepare for how this version will impact their company and employees when it comes to providing sick leave and emergency paid leave. Learn how this new FFCRA should be implemented to avoid discriminatory Practiced when providing paid leave, testing for COVID-19 and having vaccination programs.
Why you should Attend :
The new H.R. 1319 regulation has different components that are pertinent to the workplace. Learn how proper implementation will avoid violations. It is critical to know what components have continued, eliminated and new requirement to be able to communicate with employees effectively to provide a safe workplace.
Areas Covered in the Session
What are the specific requirements under the new FFCRA?
What is the effective and expiration date of this new FFCRA?
What are the requirements that impact the paid sick leave
What are the Reasons Employees Can Use Paid Sick or Family Leave
Eliminating Initial Unpaid Period of Emergency Family Leave
Employers who provide the paid leave will get tax credits
Can employees who are eligible get paid sick leave when they get vaccinated?
How can Employers mitigate the new FFCRA and communicate guidelines effectively to employees?
Can employers provide EPSL but not EFML?
How will the new FFCRA integrate or conflict with the DOL Family Medical Leave Act (FMLA)
Speaker
Margie Faulk, a senior level human resources and compliance professional with over 14 years of HR management and compliance experience. A current Compliance Officer/Advisor for HR Compliance Solutions, LLC. Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Who Should Attend
- All Employers with less than 500 employees
- Business Owners with less than 500 employees
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
- Leave Administrators
- Managers/Supervisors
- Employers in all industries
- Small Business Owners
- Company Leadership
