The Department of Labor published today the required poster for employers under the Families First Coronavirus Response Act.  We, like many of you, noticed that the DOL’s poster appears to have an error in it as it leaves off the pay requirement with respect to paid sick leave for reason 5 (school closings) and then claims the additional 10 weeks of pay under the expanded FMLA is capped at $12,000 instead of $10,000.*  We believe this is just an oversight and likely will be fixed.  In the meantime, the poster can be found here.

In addition, the DOL issued FAQs concerning the poster, which can be found here.

As referenced in our post yesterday the Families First Coronavirus Response Act  will begin to apply to leaves on April 1, 2020.  We are sure there is more to come, as regulations are still expected and Congress continues to debate whether other changes will be forthcoming.  Stay tuned…

For more information regarding COVID-19 issues employers face and about the Families First Coronavirus Response Act (March 26), tune in to our Daily Briefing webinars using this link to register.

*After this article was published, the DOL revised the poster correcting the error and clarifying that an employee can take “Up to 12 weeks of paid sick leave and expanded family and medical leave paid at 2/3 for qualifying reason #5… for up to $200 daily and $12,000 total.”

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Photo of Patricia Anderson Pryor Patricia Anderson Pryor

Patricia Anderson Pryor is the office managing principal of the Cincinnati and Dayton, Ohio offices, as well as the Louisville, Kentucky, office of Jackson Lewis P.C. Patty remains purposefully poised on the precipice of the changing legal landscape, advising clients on everything from…

Patricia Anderson Pryor is the office managing principal of the Cincinnati and Dayton, Ohio offices, as well as the Louisville, Kentucky, office of Jackson Lewis P.C. Patty remains purposefully poised on the precipice of the changing legal landscape, advising clients on everything from vaccine mandates to the Dobbs response, to ESG and the attacks on DEI, to the impact of Loper Bright. The combination of Patty’s ability and tenacity to understand and apply workplace law to nuanced legal questions and specific situations results in clients perpetually asking this initial question, “What does Patty think?”

Patty is the National Head of the firm’s Emerging and Cross-Disciplinary Issues. She has over 25 years of experience representing and defending employers in nearly every form of employment litigation, including class actions. She represents and advises employers in federal and state administrative proceedings, in all forms of dispute resolution, including mediation and arbitration, and in managing all aspects of the employment relationship. She has represented employers before the EEOC, the DOL, the DOJ, OSHA, the OFCCP, and the NLRB, in addition to various state agencies.

Focusing on the best possible outcome for the client Patty takes a 360-degree view, working with employers to avoid litigation by developing effective policies and practices, including harassment policies, FMLA practices, attendance programs, affirmative action programs and wellness plans. She conducts proactive wage and hour audits, harassment investigations and compensation/pay equity reviews.

Patty is a core team member of the firm’s Disability, Leave & Health Management practice group and a leader of the Religious Accommodation Team. She provides practical advice to help companies respond to remote work challenges, paid and unpaid leave situations and the most challenging accommodation requests, all of which have been exacerbated by the pandemic, hybrid work and changes in the law.