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Families First Coronavirus Response Act

Employers , as well as employees with school-age children, may be confused as to how and when employees may take leave under the Families First Coronavirus Response Act (FFCRA) to care for children whose school year may not be starting in the classroom, or at least not full time. See How does leave to care for a child under the FFCRA apply based on schools’ various reopening plans?

See additional Q&As, fact sheets and required posters from the DOL:

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general questions

According to CDC guidance, essential employees who have had close contact with a person diagnosed with COVID-19 may continue to work as long as the employee is asymptomatic and protective measures are taken. This includes screening the employee each workday for fever and other symptoms, having the employee wear a mask and regularly disinfecting work areas.


employee leave



employer policies and practices




Return-to-Work
If the practice is applied consistently, an employer may ask an employee to be tested for the virus that causes a COVID-19 infection before allowing the employee to return to the workplace. However, not everyone will have immediate access to testing and employers may want to refer to the CDC guidance on allowing individuals to return to work without requiring a test. Antibody testing, however, is not currently permitted under the ADA, per EEOC guidance.

For more information, see Osmosis' video explaining COVID-19.


HR professionals have played a critical role in leading their organizations through some of the toughest workplace challenges they've ever faced. Public officials need to hear from HR professionals about how they are adapting to new challenges, adjusting business practices and providing innovative solutions for the world of work. We want to hear from you. Tell us how your organization has been resilient during the COVID-19 pandemic


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