As we have recently posted on numerous occasions, 3/17/20, 3/19/20, 3/27/20, 4/6/20, and 8/10/20, the federal Families First Coronavirus Response Act (“FFCRA”) requires most employers with fewer than 500 workers to provide paid time off for specified reasons related to COVID-19, including that (1) the employee is suffering from COVID-19

On August 3, 2020, the Southern District of New York (Judge J. Paul Oetken) issued a decision vacating four (4) parts of the FFCRA but upholding the rest.  This decision came out of a lawsuit filed by the State of New York in which the State challenged certain aspects of the FFCRA and the regulations

On April 6, 2020, the United States Department of Labor (DOL) published a set of regulations in the Federal Register implementing the paid sick leave and emergency family medical leave expansion provisions of the Families First Coronavirus Response Act (FFCRA).  The regulations are effective through December 31, 2020.

As discussed in our previous blog posts,

The United States Department of Labor (DOL) has provided a notice of employee rights under the Families First Coronavirus Response Act (FFCRA) that all covered employers must make available to employees.  The employee rights notice may be accessed here.

As we wrote in a recent blog post, the FFCRA implements a number of significant

In follow-up to our recent blog post concerning the House of Representative’s passage of H.R. 6201, late yesterday the Senate passed a modified version of the legislation by a vote of 90 to 8, and President Trump then quickly signed the Families First Coronavirus Response Act (FFCRA) into law.

The final version of the FFCRA