By Mike O’Brien bio Employer law is rapidly changing amid the coronavirus pandemic. For one thing, Congress has passed another coronavirus related law. The United States Department of Labor (DOL) has provided some helpful guidance and answered a number of questions about the recent expansion of the Family and Medical Leave Act (FMLA) and about the new paid sick leave law, see: DOL FFCRA Q&A. Here are updates: PAID LEAVE UNDER THE EMERGENCY PAID SICK LEAVE ACT (EPSLA): Employees of covered employers (private employers below 500 employees and certain public employers) are eligible for up to two weeks (80 hours) of paid sick leave for certain COVID-19 related reasons. If leave is because he/she is quarantined (by government order or a health care provider), and/or experiencing COVID-19 symptoms and seeking medical diagnosis, the employee gets his/her regular rate of pay, capped at $511/day and $5,110/aggregate (2-week period). If the employee needs leave to care for someone subject to a quarantine/isolation directive, or to care for a minor child whose school or child care provider is closed/unavailable for COVID-19 reasons, the employee gets 2/3 the regular rate of pay, capped at $200/day and $2,000/aggregate (2-week period). Here is a link to the […]