Employees must also wear face coverings in vehicles
Employers must provide face coverings to employees
Businesses must repair and maintain heating and cooling systems to maximize air flow. This likely involves replacing filters as recommended by the manufacturer.
Exposure Risk Assessment
Employers must conduct an Exposure Risk Assessment by Dec. 7. This document is to be kept by the employer in a separate file. OSHA can and will require the assessment if they visit the employer for any reason.
Employers must give employees an opportunity to provide feedback
Infection Control Plan
Employers must establish an Infection Control Plan by Dec. 7. This document is to be kept by the employer in a separate file. OSHA can and will require the assessment if they visit the employer for any reason.
Employers must adopt policies about how to notify employees if they have been exposed to someone who is known to have been infected with COVID-19
Employers must remove individuals from the workplace if public health officials direct the employees to isolate or quarantine. Employees are entitled to return to their previous position after the isolation or quarantine time period.
Information dated November 10, 2020
EMPLOYER RESPONSIBILITIES FFCRA RESOURCES
Q1 2021 Optional COVID-related Paid Leave:
The Consolidated Appropriations Act (CAA) allows for employers to optionally elect to allow employees to take paid time under the exact same terms as FFCRA in 2020 from January 1 through March 31, 2021. Employers should decide to either fully continue to offer paid leave as defined under FFCRA or fully decline to offer it:
If an employer continues to provide both paid sick leave and paid family leave as previously defined under FFCRA, then the employer may take the tax credit for 1st Quarter 2021 for any paid leave offered during that quarter (January 1 – March 31).
Important note: the CAA did not provide for additional paid time off. There is not a new allowance of hours. Instead, unused leave allowances from 2020 may be carried over into Q1 of 2021.
If someone used all their allowed FFCRA time in 2020, there is no provision granting more time in 2021. If you choose to provide them leave, you will not be able to claim a tax credit for the hours beyond the leave eligibility defined in FFCRA.
2020 Mandatory Employer Requirements under FFCRA (mandatory requirement expired 12/31/2020)
Under Families First Coronavirus Response Act (FFCRA), employers with fewer than 500 employees must provide to all employees:
2 weeks (80 hours) of paid sick leave at the employee’s regular rate of pay where an employee is unable to work because employees is quarantined and/or experiencing COVID-19 symptoms and seeking a medical diagnosis
2 weeks (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 bonafide need to care for an individual subject to quarantine
To employees that have been 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.
Click here for information regarding optional extension in Q1 2021