Accuchex Blog

The Families First Coronavirus Response Act was signed into law on March 18, 2020.

In the coming days and weeks, federal regulatory agencies, including the Department of Labor (DOL) and Health and Human Services (HHS), will provide guidance on how to execute or implement the new requirements. In the meantime, employers and advisors must rely on a good faith interpretation of the act’s text.

We are sharing everything we know below and will not be able to answer follow up questions about the act until agency guidance has been released, which will take some time. We will update the HR Support Center when we have more information, and we encourage you to check there.

Summary
For certain circumstances related to COVID-19, employees will be eligible for:

Due to COVID-19, a remote workforce has become an unexpected reality for many workers and employers. And managing that workforce presents new challenges. 

[In light of the current pandemic, the subsequent health crisis, and the impact on businesses, this August 2018 post has been revised and updated.]

In California, businesses of all sizes are being impacted by the COVID-19 outbreak and subsequent orders from the state government.

While every business and organization is feeling the effects of the virus pandemic, smaller businesses are often hardest hit by the consequences. But there is help.

Navigating the impact of the coronavirus COVID-19 on your business functions can be challenging. And the road-map continues to change.

Businesses and HR professionals are struggling with compliance challenges and best practices in the face of a novel virus pandemic known as COVID-19.

As part of the state’s response to address the global COVID-19 outbreak, Governor Gavin Newsom declared a State of Emergency on March 4, 2020.

The declaration makes additional resources available and formalizes emergency actions already underway to prepare for a possible broader spread of COVID-19.