Paid Leave

Exit interviews are one of employer's best tools to obtain valuable, candid information regarding its business practices from employees. Outgoing employees are in a unique position to report elements of working relationships, productivity, managerial styles, and in some cases, wasteful or illegal practices in the company of which HR professionals may not be aware.

A and C are not reasons for an employee to take FFCRA.

The Families First Coronavirus Response Act (FFCRA) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons. Which reasons below are not reasons for an employee to take FFCRA:

Unemployment Notice Upon Separation

E-Verify requires enrolled employers take action on Tentative Nonconfirmations (TNCs) for their employees within 10 federal government working days. Starting on November 5, 2020, E-Verify will begin notifying employers not in compliance with this legal requirement to take action to meet the requirement. Click here for details.

Voting

Election Day is November 3^rd. Employers should be compliant with applicable laws and be prepared to address employee requests for time off. This chart summarizes each state’s requirements on employee eligibility; employee and employer notice or documentation; compensation of leave time; duration of leave; and time off for election officials. Marijuana is on the ballot in states such as Arizona, Mississippi, and New Jersey and voters in Florida will decide whether to raise the minimum wage to $15.00 by 2026. Stay tuned to upcoming editions of FranklyHR for employment law updates.

Q: My child’s school is operating on an alternate day basis. May I take paid leave under the Families First Coronavirus Response Act (FFCRA) in these circumstances?

Exempt Salary Threshold