The information provided are just suggestions not regulations and only valid at the time of writing. Please stay in tune with your local and state authorities.
There are several regulatory requirements to consider when dealing with employees who are or whose family members are sick or in quarantine. In addition to any paid time off benefits (i.e., vacation, sick, and/or personal days) you may offer, you often have to manage multiple laws at the same time.
Large employers (50 or more employees):
Family and Medical Leave Act (FMLA): FMLA provides qualified employees up-to-12-week (in most cases) of unpaid job- and benefit-protection that usually runs concurrently with any paid time off or leaves. There are very strict requirements for employers to follow regarding notification, tracking, and documentation to stay in compliance so timely response and accurate tracking are crucial. FLMA can also be taken in small increments and the overall length of protected leave is determined by a certification from the health care provider. Administering FLMA correctly can be confusing so contact Affinity HR Group at contact@affinityHRGroup.com if you need assistance in complying with FMLA.
Mid-size employers (15 or more employees):
Americans with Disabilities Act and the Amendments Act of 2008 (ADA and ADAAA): ADA and ADAAA requires employers offer reasonable accommodation such as a leave of absence to employees who are disabled, even if temporarily. Depending on the severity of symptoms, an employee’s need for leave may be covered under the ADA or ADAAA and therefore providing a reasonable accommodation of leave may be required.
Affinity HR Group Inc. and its consultants are not attorneys and cannot provide legal advice. Use of this document may or may not conform to legal standards. Please contact your legal counsel with any concerns related to this document or any advice/support provided by Affinity HR Group Inc.