By Rick Reyes

On Wednesday, April 1, 2020, the Department of Labor (DOL) issued a temporary rule addressing and clarifying multiple issues with respect to the Families First Coronavirus Response Act (FFCRA), including the Emergency Paid Sick Leave Act (EPSLA) and the Emergency Family and Medical Leave Expansion Act (FMLA Expansion).  The 124-page temporary rule provides useful guidance to employers across the nation.  For the reader’s convenience and in an attempt to make the information more accessible, we approach the temporary rule in a topic-by-topic Q&A format.  If you have any specific questions relating to your business or company, please always consult with experienced legal counsel.

Employers Subject to the FFCRA

1. To which employers does the FFCRA apply to?

Employers with less than 500 employees, regardless of whether they are for-profit or non-profit are subject to the FFCRA.

2. Which employees are included in the 500-employee threshold?

Full and part time employees, employees who are on any leave of absence, temporary employees who are jointly employed by the employer and another employer, and day laborers supplied by a temporary placement agency.

3. Are there any type of employees who should not be included in calculating the 500-employee threshold?

Independent contractors, employees who have been laid off or furloughed and not subsequently reemployed, and employees outside of the U.S. or territory, are excluded from the calculation

4. I currently employ less than 500 employees. What if in the future, but prior to December 31, 2020, my workforce exceeds 500?

Whether an employer is required to comply with the leave requirements under the FFCRA depends on the number of employees at the time the employee would take the leave. For example, if the employer has 450 employees on May 5, 2020, the employer must comply.  However, if the employer then subsequently hires 60 employees on August 3, 2020, thereby raising the number of total employees to 510, the employer would no longer be covered under the FFCRA.

5. Are there any exempted employers from FFCRA?

The regulations provide for a “Small Business Exemption.”  A small business is an employer with less than 50 employees whose compliance with the FCCRA would jeopardize the viability of the business as a going concern.  The regulations further clarify three (3) situations in which such an exemption may apply.  First, if granting the leave would cause the employer’s expenses and financial obligations to exceed available business revenue.  Second, if the absence of the employee(s) requesting such leave would pose a substantial risk to the financial health or operational capacity of the employer because of the employee’s specialized skills, knowledge of the business or responsibilities.  Third, the employer cannot find enough workers who are able, willing, and available at the time and place needed to perform the labor or services and allow the employer operate at minimal capacity.  For further information regarding the Small Business Exception, see Questions 36 and 39, below.

 

Employee Eligibility for Leave Under the FFCRA

6. Which employees are eligible for leave under the FMLA expansion?

Only those employees how have worked for the employer for at least 30 calendar days immediately prior to the day that the employee’s leave would begin. For example, if an employee requests leave on April 1, 2020, the employee must have had been employed by the company as of March 2, 2020.  Health care providers and emergency responders may be excluded (See Questions 9 and 10, below).

7. Which employees are eligible for leave under the EPSLA?

All employees. Health care providers and emergency responders may be excluded (See Questions 9 and 10, below).

8. Are there any employees specifically excluded from the FFCRA leaves of absence?

The FFCRA permits employers from excluding from coverage “emergency responders” and “health care providers.”

9. Which employees are “emergency responders?”

Anyone necessary for transport, care, healthcare, comfort and nutrition of such patients, or others needed for the response to COVID-19. This includes, amongst others: emergency medical services personnel; physicians; Nurses; public health personnel; Emergency medical technicians; Persons with skills or training in operating specialized equipment or other skills needed to provide aid in a declared emergency

10. Which employees are “health care providers?”

Anyone employed at a: doctor’s office; hospital; health care center; clinic; post-secondary educational institution offering health care instruction; Medical school; local health department or agency; nursing facility; retirement facility; nursing home; home health provider; any facility that performs laboratory or medical testing; pharmacy; or any similar institution, employer or entity

11. If I lay off an employee on or after March 1, 2020, and subsequently rehire him or her, is the employee entitled to leave under the FFCRA?

It depends. An employer who rehires such an employee needs to provide leave of absence under the FFCRA only if the employee was on the employer’s payroll for 30 or more of the prior 60 calendar days prior to the date the employee was laid off.

 

Qualifying Reasons for Leave Under the FFCRA

12. The FMLA Expansion provides that an employee may request leave if he or she is unable to work due to a need to take care of his or her child under 18 years old because of a school closure or unavailability of the child’s care provider. Does this mean that the employer may not request such leave for children older than 18?

Generally, that is correct. However, in the temporary rule, the DOL explains that an employee may take leave under the FMLA expansion to take care of a child 18 years or older who is incapable of self-care due to a mental or physical disability.  This is also true for leave under the EPSLA for this particular qualifying reason.

13. There are six (6) different qualifying reasons for leave under EPSLA. If my company does not have any work for the employee (such as when there has been a local or state-mandated closure), do I have to provide and pay for leave under the EPSLA?

An employer is not required to provide or pay for leave if there is no work to be performed by the employee.

14. There are six (6) different qualifying reasons for leave under EPSLA. If the physical work location is closed due to COVID-19, but my company permits teleworking, can an employee still take a leave of absence?

No for at least 2 of the 6 qualified reasons. If the employer permits the employee to perform his or her work from the location where the employee is being quarantined or isolated (Qualifying Reason No. 1), or the location from which the employee is awaiting medical results (Qualifying Reason No. 3), then the employee is not entitled to EPSLA. This is true, absent any “extenuating circumstances that prevent the employee from performing such work” (such as severe symptoms due to COVID-19).

15. An employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis (Qualifying Reason No. 3). May such employee take leave under EPSLA while awaiting the results?

Yes, unless the employer permits the employee to perform his or her work from the location where the employee is waiting (i.e., telework).

16. An employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis (Qualifying Reason No. 3), but failed to meet the criteria and is not tested. Rather, he is advised to self-quarantine.  Can the employee take leave under EPSLA?

While such employee may not take leave under Qualifying Reason No. 3, he or she may be eligible under Qualifying Reason No. 2 (being advised by a health care provider to self-quarantine).

17. The employee is wants to take leave to take care of an individual who is unable to work due to a federal, state or local quarantine or isolation order, or who has been advised to self-quarantine by a health care provider (Qualifying Reason No. 4). Can such “individual” be anybody?

The temporary rule clarifies that the employee must have a personal relationship with such individual. Examples include: immediate family members, a roommate, or any similar person with whom the employee has a relationship that creates an “expectation” that the employee would care for the person.

18. The employee wants to take a leave of absence under EPSLA because his or her child’s school or place of care is closed, or the child’s provider care is unavailable, due to COVID-19 related reasons (Qualifying Reason No. 5). However, the employee’s spouse can and is taking care of the child already.  May the employee still take a leave of absence under this qualifying reason?

An employee is not entitled to take a leave of absence under this Qualifying Reason if another suitable individual (such as a co-parent, co-guardian, etc.) is available to care for the employee’s child’s needs.

19. Qualifying Reason No. 6 allows an employee to take a leave of absence under EPSLA if he or she is experiencing any other “substantially similar condition” as specified by the Department of Health and Human Services. What are examples of a “substantially similar condition” as of right now?

Currently, the Department has not specified any substantially similar condition vis-à-vis COVID-19. Therefore, an employee may not currently take a leave of absence under Qualifying Reason No. 6.

 

Wage and Hour Issues

20. How must employees be compensated for leave of absence under the FMLA Expansion?

Employees must be compensated at the regular rate of pay. This is computed over a 6-month period ending on the date on which the employee first takes FMLA Expansion leave.  For example, if an employee takes FMLA Leave on June 1, 2020, the regular rate of pay would be calculated during the period of January 1, 2020 through June 1, 2020.

21. How much compensation are employees entitled to for leave of absence under the FMLA Expansion?

For each day of FMLA Expansion leave, the employer must pay the employee 2/3 of the employee’s regular rate times the number of hours the employee would normally be scheduled to work on that day. For example, if an employee would have worked 8 hours on that given day, the employee would be entitled to 8 hours at 2/3 the employee’s regular rate of pay.  Note, however, that the employer is not required to pay for the first 2-weeks of FMLA Expansion leave, unless the employee is concurrently taking EPSLA leave.

22. Are there any caps on the amount employers are required to pay employees for leave of absence under FMLA Expansion?

Employees cannot receive more than $200 per day, $1,000 per week, or $10,000 in the aggregate.

23. How must employees be compensated for leave of absence under EPSLA?

Employees must be compensated at the highest applicable wage rate of (1) the employee’s regular rate of pay, (2) the Fair Labor Standards Act minimum wage, or (3) the highest applicable state or local minimum wage. Note, Option (2) will never be applicable to California employers.

24. How much compensation are employees entitled to for leave of absence under EPSLA?

It depends on the underlying Qualifying Reason. For Qualifying Reasons 1 through 3 (those that require leave due to care for the employee’s own health), the employer must pay the employee his or her full-rate of pay.  For Qualifying Reasons 4 through 6 (leave due to care for someone other then the employee), the employer must pay the employee 2/3 his or her rate of pay.

25. Are there any caps on the amount employers are required to pay employees for leave of absence under EPSLA Leave?

For Qualifying Reasons 1 through 3, employees cannot receive more than $511 per day, $2,555 per week, or $5,1100 in the aggregate.  For Qualifying Reasons 4 through 6, employees cannot receive more than $200 per day, $1,000 per week, or $2,000 in the aggregate.

 

Traditional FMLA, FMLA Expansion and EPSLA Interplay

26. Can an employee take EPSLA and FMLA Expansion concurrently to care for his or her child?

Under this situation, the employee would be entitled to 12 weeks of paid leave.  This is because the first 2 weeks would be paid under EPSLA and the remaining 10 weeks would be paid under FMLA Expansion.   Of course, this is only if the employee decides to take the leave of absence concurrently.

27. My employee has already exhausted leave under EPSLA for a Qualifying Reasons other than to take care of his or her child. Would the employee still be entitled to the 12 weeks of paid leave?

Generally, no. If the employee has already exhausted (i.e., taken the full 2 weeks under EPSLA), and then requests leave of absence under FMLA Expansion, the employee would be entitled to the full 12 weeks of leave, but only 10 of those weeks would be paid.  The situation would be different if the employee has only partially exhausted leave under EPSLA or if the employer’s PTO/Vacation policies provide for greater paid leave benefits.

28. Prior to the FFCRA going into effect, my employee had previously exhausted all of his or her leave under the traditional FMLA. Is this employee entitled to additional leave under the FMLA Expansion?

No, the FMLA Expansion does not create additional rights. As such, if the employee has already taken 12-weeks of leave under the traditional FMLA, the employer need not grant additional paid leave under the FMLA Expansion.

 

Intermittent Leave

29. May an employee take intermittent leave under the FFCRA, and are there any specific requirements?

Yes, an employee may take intermittent leave. Both the employer and the employee must agree to intermittent leave (specifically the increments of time in which leave may be taken), and even though not required, the DOL recommends that such agreement be reduced in writing.

30. My business does not have the capability to allow employees to telework. Can an employee take intermittent leave for on-site work?

Generally, no. The temporary rule stated that an employee may only take leave intermittently (in any increment) in circumstances where there is minimal risk that the employee will spread COVID-19 to other employees at the worksite.  Therefore, intermittent leave under this circumstances would only be possible for Qualifying Reason 5 (taking care of the employee’s child) and the FMLA Expansion.

 

Poster and Notice Requirements

31. I know that employers are required to place a poster in the workplace or to provide the notice/poster to employees via email or mail. Many of my employees speak a language other than English. Am I legally required to provide employees with the poster in their language?

While the Department of Labor has provided a Spanish version of the poster, employers are not required to provide a translated notice to their employees.

32. Under the traditional FMLA, employers are required to provide certain notices to employees requesting or taking leave of absences for a qualifying reason. Am I required to provide such notices to employees taking a leave of absence under the FMLA Expansion?

The DOL has determined that employers are not required to provide employees with notices of eligibility, right and responsibilities, or written designations that would be traditionally required for FMLA leave allowances.

33. Did the temporary rule provide any further clarification on what documentation must the employee provide to employers prior to taking a leave of absence under either the EPSLA or FMLA Expansion?

The DOL explained that the documentation will depend on the underlying Qualifying Reason.

For Qualifying Reason 1 (employee unable to work due to federal, state or local quarantine order), the employee must provide the name of the government entity that issued the quarantine or isolation order to which the employee is subject.

For Qualifying Reason 2 (employee was advised by a health care provider to self-quarantine), the employee must provide the name of the healthcare provider who advised him or her to self-quarantine.

For Qualifying Reason 4 (employee is taking care of an individual eligible under Qualifying Reason 1 or 2, above), the employee must provide either (1) the name of the government entity that issued the quarantine or isolation order to which the individual is subject or (2) the name of the health care provider who advised the individual of self-quarantine

For Qualifying Reason 5 (leave to take care of the employee’s child), the employee must provide the name of the child being cared for, the name of the school, place of care, or child-care provider that closed or became unavailable due to COVID-10 reasons and a statement representing that no other suitable person is available to care for the child during the period of requested leave (See Question 18, above). Note that this applies tom both the EPSLA and FMLA Expansion.

 

Recordkeeping

34. What am I supposed to do with the documentation that the employee submits in support of his or her request for leave of absence under FFCRA?

Employers are required to retain all documentation in relation to FFCRA leave requests for four (4) years, regardless of whether the leave was granted or denied.

35. What if the request and supporting statements were made orally by the employee?

If an employee provides oral statements to support his or her request for EPSLA or FMLA Expansion leave, the employer is required to document and retain such information for four (4) years, regardless of whether the leave was granted or denied.

36. I believe that my company qualifies for the “Small Business Exception” (See Question 5, above). Do I need to preserve any records?

The employer must document its authorized officer’s determination that the prerequisite criteria for that exemption is satisfied.  The employer must retain these documents for four (4) years.

 

Return to Work After Leave Under EPSLA/FMLA Expansion

37. Is an employee returning from leave under the EPSLA/FMLA Expansion entitled to reinstatement?

The employee is generally entitled to be restored to the same or an equivalent position upon return from EPSLA or FMLA Expansion, just as if the employee would be returning to work after traditional FMLA leave.

 38. Are there any exceptions or instances in which an employee would not be entitled to reinstatement?

Yes:

    1. First, certain employment actions that would have affected the employee regardless of whether the leave was taken may not require reinstatement. For example, if an employee is laid off he or she would not be entitled to reinstatement.  However, the employer must be able to show that the employee would have been laid off even if he or she had not taken any leave (such as if the business closed down).
    2. Second, for those employers with less than 25 employees, reinstatement is not required if (1) the employee took leave of absence under FMLA Expansion or Qualifying Reason No. 5 under EPSLA (taking care of the employee’s child); (2) the employee’s position no longer exists due to economic or operating conditions that affect the employee and are caused by a public health emergency during the period of the employee’s leave; (3) the employee made reasonable efforts to restore the employee to the same or equivalent position; and, (4) if the reasonable efforts fail, the employer makes a reasonable effort for a period of time (defined as 1 year after the reason for leave concludes or the date 12 weeks after the employee’s leave began, whichever is earlier) to contact the employee if an equivalent position becomes available.

 

Miscellaneous

39. If I believe my company qualifies under the Small Business Exception, do I need to submit an application or documentation to the Department of Labor?

Employers need not apply to qualify for this exemption nor are they required to submit any documents to the DOL.  Rather, they must retain these documents (See above).

40. If I am required to provide leave under the FFCRA, do I need to provide any further leave under any other law?

Subject to certain limitations (See Questions 27 and 28, above), yes. Leave under the FFCRA is in addition to, rather than a substitute for, other sources of leave which the employee had already accrued, was already entitled to, or had already used, before the FFCRA became effective.  This includes leaves of absence under state or local law, or any pre-existing leave of absences provided by the employer (e.g., PTO/Vacation).

41. Some of my employees took unpaid or partially paid leave before the FFCRA went into effect (i.e., April 1, 2020). Am I required to pay for such leave now that the law is in effect?

Employees do not have any right or entitlement to be paid for leave taken for Qualifying Reasons under the FFCRA prior to April 1, 2020.  The FFCRA is not retroactive.

42. If I terminate any employee after the FFCRA went into effect (April 1, 2020), am I legally required to “cash out” their unused FFCRA leave?

No employer has any obligation to provide financial compensation or other reimbursement for unused EPSLA or FMLA Expansion leave.

43. If I hire an employee who was provided with and took all of his or her available leave of absence under the FFCRA through his or her former employer, am I required to provide the new hire with further leave under the FFCRA?

Once an employee takes the maximum 80 hours of leave, he or she is not entitled to any paid sick leave from a subsequent employer.  Note, however, if the new hire has not previously exhausted all 80 hours, then the new employer must provide paid sick leave until the 80 hours have been exhausted.

44. If an employee is taking leave under the FFCRA, must they continue to receive company-provided health care coverage?

The employee must continue to receive such health benefits during the leave.

45. I believe employers will receive tax credits for leave paid to employees under the FFCRA. Is this correct?

Yes, that is correct. Employers may qualify for reimbursement through refundable tax credits for: (1) all qualifying EPSLA and FMLA Expansion wages paid to an employee, and (2) for all allowable costs related to the maintenance of health care coverage under any group health care plan while the employee is on the leave provided under FCRA.

By Anne McWilliams

In struggling to stay current on rapidly changing workplace rules and regulations in the midst of this pandemic, essential business operators need to address yet another new reality:  there is a good chance an employee will test positive for COVID-19, or has been exposed to someone suspected or confirmed with COVID-19. The CDC has issued guidance on these subjects. Below are checklists and recaps of good workplace safety practices, based on the CDC guidelines. Check your local government requirements that may supersede the CDC guidelines, like the new City of Los Angeles Worker Protection Order. This summary is based on current information, and the subject matter is developing and changing as this public health crisis unfolds.

What If An Employee Tests Positive For COVID-19

  • Immediately upon notice of a confirmed case, separate the employee from other employees and send the employee home, or instruct the employee to remain at home.
  • Notify all employees of their possible exposure to COVID-19 and instruct them about how to proceed based on the CDC Public Health Recommendations for Community-Related Exposure. We recommend that you notify other employees in writing.
  • Maintain strict confidentiality of the infected employee’s name, symptoms and diagnosis, to ensure compliance with medical information privacy or disability discrimination laws.
  • Ask the infected employee who else he or she has come in contact with or worked in close proximity to (within a few feet) through or at work during the previous 14 days.
  • These employees may or may not be required to be sent home (based on the below 4/8/20 CDC guidelines). Speak with these employees on an individual basis and ask about their symptoms (fever, cough, shortness of breath, acute respiratory conditions), and take their temperature. Maintain confidentiality of all information disclosed to you by the employees.
  • Close the premises for cleaning and disinfecting pursuant to the guidelines of the CDC. The CDC recommends waiting 24 hours, if feasible, before cleaning and disinfecting.
  • After re-opening, regularly clean and disinfect high-touch surfaces and shared workplace areas, equipment and furniture, and maintain restrooms in a clean and sanitary condition, with sufficient supplies for good hand hygiene.
  • Take employees temperatures before they start their shift, and one additional time during their shift. This is paid time. Treat information on temperatures as confidential.
  • Provide employees with cloth-based covers and require employees to wear the covers over their mouth and nose at all times while working or on the work premises.
  • Employees who are observed to have acute respiratory illness symptoms should be sent home immediately. Reporting time pay may be triggered. Keep this information private.
  • Employees who feel sick or have symptoms of COVID-19 should be actively encouraged to go home. Reporting time pay may be triggered. Keep this information private.
  • Encourage employees to report symptoms of COVID-19. Do not disclose this information.
  • Implement protocols for employees to wash their hands with soap every 30 minutes, and require employees to wash their hands for at least 20 seconds with soap after blowing their nose, coughing, or sneezing and after using the restroom. This is paid time on the clock.
  • Implement a policy of physical distancing, as much as feasible given your operations, and find ways to create physical space to minimize close contact as much as possible.
  • Train employees and cleaning staff in conformity with the CDC guidelines, and maintain sufficient CDC-approved disinfecting supplies.
  • Educate and train employees on good hand hygiene, and regularly post or circulate information on how employees can reduce the spread of COVID-19.
  • Any customer or visitor to the work premises must wear cloth-based covers over their mouths and face before entering the premises.

When an employee potentially contracts COVID-19 in the workplace, there is a potential workers’ compensation claim. Contact legal counsel if an employee claims he or she was infected on the job and files a workers’ compensation claim. COVID-19 is a recordable illness if the worker is infected on the job. If there is evidence that the employee contracted the virus in the workplace, contact legal counsel regarding possible OSHA reporting obligations.

What If An Employee Had Exposure to Someone With Confirmed or Suspected COVID-19?

On April 8, 2020, the CDC issued new guidance on employees who may have been exposed to COVID-19, focusing on implementing precautionary measures in the workplace, rather than sending employees home for self-isolation, as was the practice previously. A potential exposure is either through contact with a household member with COVID-19, or having come within 6 feet of someone who has a confirmed or suspected case. The time frame for an employee’s contact with an individual includes the period of time of 48 hours before the individual became symptomatic.

The CDC advises that as long as the employee has no symptoms he or she should remain at work and adhere to the following practices prior to and during their work shift:

  • Pre-Screen: Employers should measure the employee’s temperature and assess symptoms prior to them starting work. Ideally, temperature checks should happen before the individual enters the facility.
  • Regular Monitoring: As long as the employee doesn’t have a temperature or symptoms, they should self-monitor under the supervision of their employer’s occupational health program.
  • Wear a Mask: The employee should wear a face mask at all times while in the workplace for 14 days after last exposure. Employers can issue facemasks or can approve employees’ supplied cloth face coverings in the event of shortages.
  • Social Distance: The employee should maintain 6 feet and practice social distancing as work duties permit in the workplace.
  • Disinfect and Clean work spaces: Clean and disinfect all areas such as offices, bathrooms, common areas, shared electronic equipment routinely.

If an employee becomes sick during the day, they should be sent home immediately. Surfaces in their workspace should be cleaned and disinfected. Prepare a list of persons who had contact with the ill employee during the time the employee had symptoms and 2 days prior to symptoms. Others at the facility with close contact within 6 feet of the employee during this time would be considered exposed.

Other Considerations:

  • Employees should not share headsets or other objects that are near mouth or nose.
  • Employers should increase the frequency of cleaning commonly touched surfaces.
  • Employees and employers should consider pilot testing the use of face masks to ensure they do not interfere with work assignments.
  • Employers should work with facility maintenance staff to increase air exchanges in room.
  • Employees should physically distance when they take breaks together. Stagger breaks and don’t congregate in the break room, and don’t share food or utensils.
  • Provide disposable wipes, gloves, no-touch disposal trash cans and hand sanitizer for use by employees.

If employers opt to require employees to use face coverings, the employer should bear that cost, or alternatively reimburse the employee their cost. The CDC guidance does not mention gloves. Based on your business operations, it may be prudent to consider implementing a protocol that requires employees to wear gloves while performing their job duties and educate the employees on best practices on how to use and dispose of gloves.

Educate and train employees on good hand hygiene and how they can reduce the spread of COVID-19:

  • Post the CDC printable flyer in the workplace: https://www.cdc.gov/coronavirus/2019-ncov/downloads/Essential-Critical-Workers_Dos-and-Donts.pdf
  • Post, circulate or email information advising any or all of the following:
    • Hand hygiene.
    • Cough and sneeze etiquette: cover your mouth and nose with a tissue when you cough or sneeze or use the inside of your elbow. Throw used tissues in the trash and immediately wash hands with soap and water for at least 20 seconds. If soap and water are not available, use hand sanitizer containing at least 60% alcohol.
    • Avoid close contact with sick persons.
    • Avoid touching eyes, nose, and mouth with unwashed hands.
    • Avoid sharing personal items with co-workers (i.e. dishes, cups, utensils, towels).
    • Avoid using other employees’ phones, desks, offices, or other work tools and equipment, when possible. If necessary, clean and disinfect them before and after use.
    • Follow the policies and procedures of your employer related to illness, cleaning and disinfecting, and work meetings and travel.
    • Stay home if you are sick, except to get medical care.
    • Inform your supervisor if you have a sick family member at home with COVID-19.
    • Clean AND disinfect frequently touched objects and surfaces such as workstations, keyboards, telephones, handrails, and doorknobs. Dirty surfaces can be cleaned with soap and water prior to disinfection.
    • Practice social distancing.

Update: On June 16, 2020, the California Department of Public Health published a checklist for California employers to respond to COVID-19 in the workplace (available here).  Employers should review this checklist and any other state and local requirements that may apply to their business.

Many local cities and counties throughout California are enacting orders requiring employers to provide personal protective equipment to employees among other items.  For example, as of midnight on April 9, 2020, the Los Angeles Mayor Garcetti’s Worker Protection Order becomes effective.  The order requires the following in Los Angeles City:

  • Employees still working must wear fact coverings over their noes and mouths while performing their work. The face coverings only have to be fabric, such as scarves and bandanas (not medical-grade masks or N95 respirators).  Employer must provide at their own expense the non-medical grade face covering for the employees.
  • All essential, non-medical workers required to wear these face coverings must frequently (at least once a day) wash any reusable face coverings.
  • Single-use covering must be discarded into trash receptacles.
  • Employers must permit employees to wash their hand at least every 30 minutes.
  • Employee must have access to clean, sanitary restrooms, stocked with all necessary cleaning products or sanitizing agents required to observe hand sanitation protocols recommended by the Los Angeles County Department of Public Health.
  • Employers must implement social distancing measures for customers, visitors, and employees that provides a six-foot buffer between individuals.
  • All customers and visitors to a business must wear face coverings (again, not medical-grade, just some type of fabric)
  • Business owners may refuse admission or service to anyone who fails to wear a face cover.
  • The Mayor encourages, but does not require, all retail businesses to install plexiglass to separate cashiers and customers at all points of sale.
  • The Order is effective until the end of the local emergency period.

Los Angeles County Department of Public Health has also issued a Safer At Home Order on March 21, 2020.  This Order applies to all retail food facilities, including grocery stores and restaurants.  The Order requires the following:

  • Enforced social distancing.
  • Provide public access to hand washing facilities with soap and water or to hand sanitizer that contains at least 60 percent alcohol.
  • Post a sign a visible place at all public entries that instructs members of the public to not enter if they have symptoms of respiratory illness, including fever or cough. Click here to download the sign.
  • Follow communicable disease control recommendations provided by the LA County Department of Public Health: http://www.publichealth.lacounty.gov/media/Coronavirus/
  • Sets forth requirements for a food employee that has tested positive for COVID-19 or is presumed positive based on symptoms associated with COVID-19.

The California Restaurant Association provides a great resource local city and county restrictions throughout California at its website located here: https://www.calrest.org/coronavirus-resources#restrictions

Employers need to check with their local city and county government orders to ensure compliance.

Yesterday, April 7, 2020, Mayor Garcetti signed the COVID-19 Supplemental Paid Sick Leave law.  The final law changed some of the provisions that were voted on and passed by City Council on March 27, 2020.  The law becomes effective immediately.  It will remain in effect until two calendar weeks after the expiration of the COVID-19 local emergency period.

The final Order can be viewed here, and sets forth the following:

Covered employees:

An employee who has been employed with the same employer from February 3, 2020 through March 4, 2020, is entitled to supplemental paid sick leave.  The employee must perform any work within the geographic boundaries of the City for the employer.

Covered employers:

Applies to an employer that has either (i) 500 or more employees within the City of Los Angeles, or (ii) 2,000 or more employees within the United States.

Amount of Leave:

If an employee is unable to work or telework, they are entitled to leave as follows:

  1. An employee who works at least 40 hours per week or is classified as a full-time employee by the employer shall receive 80 hours of supplemental paid sick leave. Supplemental paid sick leave shall be calculated based on an employee’s average two week pay over the period of February 3, 2020 through March 4, 2020.
  2. An employee who works less than 40 hours per week and is not classified as a full-time employee by the employer shall receive supplemental paid sick leave in an amount no greater than the employee’s average two week pay over the period of February 3, 2020 through March 4, 2020.

Cap on payments:

The amount paid to an employee is limited to $511 per day and $5,110 in the aggregate.  Employees of joint employers are only entitled to the total aggregate amount of leave specified employees of one employer.

Qualifying Reasons for Leave:

Supplemental paid sick leave upon the oral or written request of an Employee if:

  1. The employee takes time off due to COVID-19 infection or because a public health official or healthcare provider requires or recommends the employee isolate or self quarantine to prevent the spread of COVID-19;
  2. The Employee takes time off work because the employee is at least 65 years old or has a health condition such as heart disease, asthma, lung disease, diabetes, kidney disease, or weakened immune system;
  3. The employee takes time off work because the employee needs to care for a family member who is not sick but who public health officials or healthcare providers have required or recommended isolation or self-quarantine; or
  4. The employee takes time off work because the employee needs to provide care for a family member whose senior care provider or whose school or child care provider caring for a child under the age of 18 temporarily ceases operations in response to a public health or other public officials recommendation.  This provision is only applicable to an Employee who is unable to secure a reasonable alternative caregiver.

An Employer may not require a doctor’s note or other documentation for the use of Supplemental Paid Sick Leave.

Employer Offset:

This requirement will be reduced for every hour an employer provides paid leave to an employee (except for previously accrued hours) on or after March 4, 2020 for any reasons set forth above or in response to an employee’s inability to work due to COVID-19.

Businesses Exempt From the Supplemental Paid Sick Leave:

  1. Emergency and health services personnel.
  2. Critical parcel delivery employees.
  3. Employers who have a paid leave or paid time off policy that provides a minimum of 160 hours of paid leave annually.
  4. New businesses that started in the City or relocated to the City on or after September 4, 2019 through March 4, 2020.
  5. Government employees.
  6. Closed businesses and organizations – Any business or organization that was closed or not operating for a period of 14 or more days due to a city official’s emergency order because of the COVID-19 pandemic or provided at least 14 days of leave shall be exempt from the Order.

 

On April 1, 2020, the DOL issued a temporary rule issuing regulations on the Families First Coronavirus Response Act (FFCRA).  The rules largely follow the previously published FAQ by the DOL, but the rules did set forth some additional clarifications on the documents required by employees asking for leave and the documentation that employers need to maintain under the FFCRA.  The rules were just issued today, and below is a summary of the documentation requirements that I’ve been receiving a lot of questions about.  As the attorneys at my firm and I review the full rules, we will provide updated posts, so please subscribe to the blog for timely updates.

In section 826.100 of the rules, the DOL explained that an employee is required to provide the employer documentation containing the following information prior to taking Paid Sick Leave under the EPSLA or Expanded Family and Medical Leave under the EFMLEA:

  1. Employee’s name;
  2. Date(s) for which leave is requested;
  3. Qualifying reason for the leave; and
  4. Oral or written statement that the Employee is unable to work because of the qualified reason for leave.

In order to take Paid Sick Leave for a qualifying COVID-19 related reason under § 826.20(a)(1)(i), an employee must additionally provide the Employer with the name of the government entity that issued the Quarantine or Isolation Order.  This is the first qualifying reason for emergency Paid Sick Leave, which is if the employee is subject to a Federal, State, or local quarantine or isolation order related to COVID–19.

To take Paid Sick Leave for a qualifying COVID-19 related reason under § 826.20(a)(1)(ii) an Employee must additionally provide the Employer with the name of the health care provider who advised the Employee to self-quarantine due to concerns related to COVID-19.  This reason is the second qualifying reason for emergency Paid Sick Leave, which is if the employee has been advised by a health care provider to self-quarantine due to concerns related to COVID–19

To take Paid Sick Leave for a qualifying COVID-19 related reason under § 826.20(a)(1)(iii) an Employee must additionally provide the Employer with either:

  1. the name of the government entity that issued the Quarantine or Isolation Order to which the individual being care for is subject; or
  2. The name of the health care provider who advised the individual being cared for to self- quarantine due to concerns related to COVID-19.

This is the third qualifying reason for emergency Paid Sick Leave, which is if the employee is experiencing symptoms of COVID–19 and seeking a medical diagnosis.

To take Paid Sick Leave for a qualifying COVID-19 related reason under § 826.20(a)(1)(v) or Expanded Family and Medical Leave, an Employee must additionally provide:

  1. the name of the Son or Daughter being cared for;
  2. the name of the School, Place of Care, or Child Care Provider that has closed or become unavailable; and
  3. a representation that no other suitable person will be caring for the Son or Daughter during the period for which the Employee takes Paid Sick Leave or Expanded Family and Medical Leave.

This is the forth qualifying reason for emergency Paid Sick Leave, which is the employee is caring for an individual who is subject to an order as described in reason 1 above or has been advised as described in reason 2 above.

The Employer may also request an Employee to provide such additional material as needed for the Employer to support a request for tax credits pursuant to the FFCRA. The Employer is not required to provide leave if materials sufficient to support the applicable tax credit have not been provided. For more information, please consult https://www.irs.gov/newsroom/covid-19-related-tax-credits-for-required-paid-leave-provided- by-small-and-midsize-businesses-faqs. (Please note that as of April 1, 2020, at the time of publication of this article, this link is not active on the IRS’s website yet.)

Record Keeping

The DOL also explained that an employer is required to retain all documentation provided pursuant to § 826.100 for four years, regardless whether leave was granted or denied.  In addition, if an employee provides oral statements to support their time off under the Paid Sick Leave or Expanded Family and Medical Leave, the employer is required to document and maintain this information its records for four years.

Denial of Request for Paid Sick Leave or Expanded Family and Medical Leave

If an employer believes it qualifies for the small business exception under the law and denies an employee’s request for Paid Sick Leave or Expanded Family and Medical Leave pursuant to § 826.40(b) shall document the determination by its authorized officer that it is eligible for such exemption and retain such documentation for four years.

Documents Recommended to Claim Tax Credits

In order to claim tax credits from the Internal Revenue Service (IRS), the DOL set forth that employers are advised to maintain the following records for four years:

  1. Documentation to show how the Employer determined the amount of paid sick leave and expanded family and medical leave paid to Employees that are eligible for the credit, including records of work, Telework and Paid Sick Leave and Expanded Family and Medical Leave;
  2. Documentation to show how the Employer determined the amount of qualified health plan expenses that the Employer allocated to wages;
  3. Copies of any completed IRS Forms 7200 that the Employer submitted to the IRS;
  4. Copies of the completed IRS Forms 941 that the Employer submitted to the IRS or, for Employers that use third party payers to meet their employment tax obligations, records of information provided to the third party payer regarding the Employer’s entitlement to the credit claimed on IRS Form 941, and
  5. Other documents needed to support its request for tax credits pursuant to IRS applicable forms, instructions, and information for the procedures that must be followed to claim a tax credit. For more information, please consult https://www.irs.gov/newsroom/covid-19-related-tax- credits-for-required-paid-leave-provided-by-small-and-midsize-businesses-faqs. (Please note that as of April 1, 2020, at the time of publication of this article, this link is not active on the IRS’s website yet.)

The Department of Labor added additional answers on March 28, 2020 to its website containing Frequently Asked Questions pertaining to the Families First Coronavirus Response Act (FFCRA).  The DOL set forth answers regarding who qualifies as a “health care provider” and an “emergency responder” under the FFCRA:

  1. Who is a “health care provider” for purposes of determining individuals whose advice to self-quarantine due to concerns related to COVID-19 can be relied on as a qualifying reason for paid sick leave?

The term “health care provider,” as used to determine individuals whose advice to self-quarantine due to concerns related to COVID-19 can be relied on as a qualifying reason for paid sick leave, means a licensed doctor of medicine, nurse practitioner, or other health care provider permitted to issue a certification for purposes of the FMLA.

  1. Who is a “health care provider” who may be excluded by their employer from paid sick leave and/or expanded family and medical leave?

For the purposes of employees who may be exempted from paid sick leave or expanded family and medical leave by their employer under the FFCRA, a health care provider is anyone employed at any doctor’s office, hospital, health care center, clinic, post-secondary educational institution offering health care instruction, medical school, local health department or agency, nursing facility, retirement facility, nursing home, home health care provider, any facility that performs laboratory or medical testing, pharmacy, or any similar institution, employer, or entity. This includes any permanent or temporary institution, facility, location, or site where medical services are provided that are similar to such institutions. 

This definition includes any individual employed by an entity that contracts with any of the above institutions, employers, or entities institutions to provide services or to maintain the operation of the facility. This also includes anyone employed by any entity that provides medical services, produces medical products, or is otherwise involved in the making of COVID-19 related medical equipment, tests, drugs, vaccines, diagnostic vehicles, or treatments. This also includes any individual that the highest official of a state or territory, including the District of Columbia, determines is a health care provider necessary for that state’s or territory’s or the District of Columbia’s response to COVID-19.

To minimize the spread of the virus associated with COVID-19, the Department encourages employers to be judicious when using this definition to exempt health care providers from the provisions of the FFCRA.

  1. Who is an emergency responder?

For the purposes of employees who may be excluded from paid sick leave or expanded family and medical leave by their employer under the FFCRA, an emergency responder is an employee who is necessary for the provision of transport, care, health care, comfort, and nutrition of such patients, or whose services are otherwise needed to limit the spread of COVID-19. This includes but is not limited to military or national guard, law enforcement officers, correctional institution personnel, fire fighters, emergency medical services personnel, physicians, nurses, public health personnel, emergency medical technicians, paramedics, emergency management personnel, 911 operators, public works personnel, and persons with skills or training in operating specialized equipment or other skills needed to provide aid in a declared emergency as well as individuals who work for such facilities employing these individuals and whose work is necessary to maintain the operation of the facility. This also includes any individual that the highest official of a state or territory, including the District of Columbia, determines is an emergency responder necessary for that state’s or territory’s or the District of Columbia’s response to COVID-19.

To minimize the spread of the virus associated with COVID-19, the Department encourages employers to be judicious when using this definition to exempt emergency responders from the provisions of the FFCRA.

 

The DOL also provided answers to questions regarding the small business exemption of the Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act.  Importantly, the DOL provided that the small business exemption only applies to the expanded family and medical leave, and not to the Emergency Paid Sick Leave Act:

This means a small business is exempt from mandated paid sick leave or expanded family and medical leave requirements only if the:

    • employer employs fewer than 50 employees;
    • leave is requested because the child’s school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons; and
    • an authorized officer of the business has determined that at least one of the three conditions described in Question 58 is satisfied.

Companies that are closed or have furloughed employees because of lack of work are not required to provide paid sick leave or expanded family and medical leave under the FFCRA. 

On March 27, 2020, the DOL provided additional FAQs, and of importance the DOL provided an answer to many employers’ question of whether the employer must provide paid sick leave or expanded family and medical leave if the employer’s workplace is closed.  The DOL stated in question numbers 23 and 24 that employers are not required to pay for paid sick leave or expanded family and medical leave if it has closed its worksite.  In addition, the DOL explained that if the employer is open for business, but furloughs certain employees after April 1, 2020 (the effective date of the FFCRA) because of lack of work, this employee would not be entitled to paid sick leave or expanded family and medical leave. See question number 26.

Today, March 27, 2020, the Los Angeles City Council approved an ordinance that would require employers with 500 or more employees to provide 80 hours of paid sick leave.  The “Supplemental Paid Sick Leave” would be capped at $511 per day and $5,110 in the aggregate.

The ordinance, requires the following:

  • Applies to employers with 500 or more employees nationally
  • Employee is any individual who performs any work within the geographic boundaries of the City for an employer.
  • Employees who have worked for an employer from February 2, 2020 to March 4, 2020 would receive at least 80 hours of paid sick leave.
  • Reasons that an employee could use the paid sick leave include:
    • time off because a “public health official or health provider requires or recommends the Employee isolate or self-quarantine to prevent the spread of COVID-19”;
    • the employee takes time off because they are at least 65 years old or has a health condition that puts them at risk;
    • the employee needs to care for a family member who is not sick, but who public health officials or healthcare providers have required or recommended self-quarantine;
    • the employee needs to provide care to family member whose senior care provider, school, or child care provider is closed.

The final ordinance did exempt first responders and health care providers as defined in Section 12945.2 of the California Government Code.  The ordinance expires on December 31, 2020 unless the City Council takes action to extend the ordinance.

The ordinance will now proceed to the Mayor’s office for his signature.

[Update: See our analysis regarding the Department of Labor’s temporary rule issued on April 1, 2020 setting forth regulations regarding employee and employer documentation here.]

By Rick Reyes

It is no easy task for employers to navigate and comply with the new federal requirements set forth in the Families First Coronavirus Response Act (FFCRA).  Specifically, employers now must provide greater rights for leaves of absence under the Emergency Family and Medical Leave Expansion Act (“Emergency FMLA Expansion”) and the Emergency Paid Sick Leave Act (“EPSLA”).  In attempting to quickly address the potent impact that Coronavirus (“COVID-19”) has had on the country’s economy, Congress rapidly enacted the FFCRA.  The problem?  The FFCRA leaves many unanswered questions, and leaves employers guessing as to exactly how to comply and what the employers can and cannot do.  One major source of confusion is exactly what documents, if any, can an employer request prior to granting an employee with a leave of absence.  This article attempts to provide more guidance to employers on this issue.

When May An Employee Take a Leave of Absence Under the Emergency FMLA Expansion?

In short, an employee may take leave of absence when the employee is unable to work (or telework) due to a need for leave to care for the son or daughter under 18 years of age of such employee if the school or place of care has been closed, or the child care provider of such son or daughter is unavailable, due to a “public health emergency.”  The term “public health emergency” means an emergency with respect to COVID-19 declared by a federal, state or local authority.

The employee may take up to 12 weeks of paid leave.

When May An Employee Take a Leave of Absence Under the EPSLA?

The EPLSA provides for six (6) covered reasons under which an employee may take a leave of absence.  These include:

  • The employee is subject to a federal, state or local quarantine or isolation order related to COVID-19;
  • The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19;
  • The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis;
  • The employee is caring for an individual who is subject to an order as described in No. 1 or has been advised as described in No. 2, above;
  • The employee is caring for a son or daughter of such employee if the school or place of care of the son or daughter has been closed, or the child care provider of such son or daughter is unavailable, “due to COVID-19 precautions;”
  • The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor.

Full time employees may take up to 80 hours of paid leave under the EPSLA.  The amount of leave for part-time employees is the average number of hours worked over a two-week period, unless the employee works a variable schedule, which requires a different calculation.

For a more detailed analysis of the requirements and entitlements under the Emergency FMLA Expansion and the EPSLA, see our previous blog post here.

What Documents Can Employers Require Prior To Authorizing Leave Under EPSLA? 

Prior to today, March 27, 2020, the answer to this question was unclear.  However, earlier this morning, the Department of Labor (“DOL”) has issued further guidance for employers on this specific issue.

The DOL states that if an employee is unable to work or telework due to a qualifying reason related to COVID-19, the employee must provide documentation in support of the reasons for the paid sick leave.  Such documents may include: a copy of the federal, state or local quarantine or isolation order related to COVID-19, or written documentation by a health care provider advising the employee to self-quarantine due to concerns related to COVID-19.

What Documents Can Employers Require Prior To Authorizing Leave Under the Emergency FMLA Expansion?

As briefly mentioned above, an employee may only take leave of absence under the Emergency FMLA Expansion to care for the employee’s son or daughter because of a school closure due to a public health emergency.

Thus, the DOL explains that an employee must provide documentation supporting the need for leave under the Emergency FMLA Expansion.  To meet this requirement, employees may provide their employers with a notice of closure or unavailability from the child’s school, place of care, or child care provider.  This “notice” can include a notice that may have been posted on a government, school or day care website, published in a newspaper, or emailed from either the employee him/herself or an official of the school, place of care, or child care provider.

Another question up in the air was whether the existing certification requirements under the FMLA would continue to stay in place.  The DOL’s guidance confirms that the employee must continue to satisfy the certification requirements under the FMLA if the employee is taking leave for one of the existing qualifying reasons under the FMLA.  Employees must continue to provide medical certifications for the qualifying reasons under the FMLA, if required by the employer.

Recommendations for Employers

While the DOL’s guidelines clarify that an employer can request documentation from an employee prior to taking leave of absence under both the Emergency FMLA Expansion and the EPSLA, there are some issues employer must be mindful of.

First, employers must remember that under EPSLA, there are multiple covered reasons under which an employee may take leave of absence.  Under some of those covered reasons, the required documentation will be easily provided.  For example, when the employee is taking leave to take care of his or her child.  In that scenario, the employee would only need to provide a notice that the school is closed, as discussed above.  However, if the employee requests leave of absence because the employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis (No. 2, discussed above), the documentation may not be as easily obtainable.  Given the current circumstances and access limitations, not all employees may be able to get the medical assistance required (such as testing).  Under those circumstances, employers may want to take a more flexible approach and err on the side of providing the leave of absence. We advise employers to approach these issues cautiously and always consult with legal counsel prior to making a determination.

Second, employers should unambiguously advise their employees that, even if the employer is not requesting documentation at the time of granting the leave or the employee does not possess such documentation at that time, the employer reserves the right to request those documents at a later date or when the employee has access to them.  This can potentially deter employees from taking advantage and abusing leaves of absence under the law.  Employers should further advise their employees that a failure to provide the required documentation, either at the time of request or a later date, may result in disciplinary action, up to and including termination.

Lastly, when an employee requesting a leave of absence to take care of his or her, this may give rise to some problematic issues.  It could be possible that employees who may not even have children may want to take advantage of their legal rights to take a leave of absence.  What type of documentation, if any, can be requested from the employee to verify this type of leave is uncertain.  At the minimum, employers should clearly document with the employee the reason the employee is requesting for the leave and have this confirmed in writing by the employee.  This way, at least the reasons are clearly documented, and if it the employer later learns that the reason was not a legitimate reason under the law for paid leave, the employer could then consider disciplinary action at that time.  However, it is recommendation is to err on the side of caution and grant the leave of absence and to consult with counsel on these issues.

As the DOL provides further guidance, we will keep employers up to date.  The full text of the DOL’s guidance can be found here.

[Update:  The Los Angeles City Council is voting tomorrow (March 27, 2020) at 11 am.  Here is the website:

https://ens.lacity.org/clk/councilagendas/clkcouncilagendas3139754_03272020.html

Live broadcast of the City Council meeting will be here: HTTPS://WWW.LACITY.ORG/GOVERNMENT/FOLLOW-MEETINGS/CITY-COUNCIL-MEETINGS

Members of the public who wish to participate in public comment to the Council should call (669) 900-6833 and use Meeting ID No. 459 499 150 and then press #. Press # again when prompted for participant ID.]

As I wrote about earlier this week, Los Angeles City Council is considering a number of ordinances that will require businesses to provide additional paid sick leave or other benefits to employees during the coronavirus pandemic.

The City Council will review and possibly vote on the  new ordinance tomorrow, Friday March 27, 2020 during an emergency meeting.  The ordinance would provide additional paid sick leave to employees who work in the City of Los Angeles.  The ordinance, provides the following:

  • Employees who have worked for an employer from February 2, 2020 to March 4, 2020 would receive at least 80 hours of paid sick leave.
  • Reasons that an employee could use the paid sick leave include:
    • time off because a “public health official or health provider requires or recommends the Employee isolate or self-quarantine to prevent the spread of COVID-19”;
    • the employee takes time off because they are at least 65 years old or has a health condition that puts them at risk;
    • the employee is off of work because the business is closed in response to a public official’s closure recommendation;
    • the employee needs to care for a family member who is not sick, but who public health officials or healthcare providers have required or recommended self-quarantine;
    • the employee needs to provide care to family member whose senior care provider, school, or child care provider is closed.

The full text of the proposed ordinance can be read here.

Businesses impacted by this ordinance should contact City Council and voice their concerns.  In addition, they should contact the City Council to see how they can attend the meeting tomorrow on-line.

Name Email Phone Facebook Twitter Instagram YouTube
Council Member District 1 – Gil Cedillo
Council Member District 2 – Paul Krekorian
Council Member District 3 – Bob Blumenfield
Council Member District 4 – David E. Ryu
Council Member District 5 – Paul Koretz
Council Member District 6 – Nury Martinez
Council Member District 7 – Monica Rodriguez
Council Member District 8 – Marqueece Harris-Dawson
Council Member District 9 – Curren D. Price, Jr.
Council Member District 10 – Herb J. Wesson, Jr.
Council Member District 11 – Mike Bonin
Council Member District 12 – John Lee
Council Member District 13 – Mitch O’Farrell
Council Member District 14 – Jose Huizar
Council Member District 15 – Joe Buscaino

Zaller Law Group is hosting a webinar in connection with the California Restaurant Association and Baker, Burton & Lundy, P.C. discussing options business have to address rent during the coronavirus pandemic. Sean Kennedy, Executive Vice President, Public Affairs from the National Restaurant Association will also provide a brief overview of the status of current federal legislative developments at the start of the webinar.  Click here to register.

Date: Friday, March 27, 2020, 11 a.m. – 12 p.m. PT

Topics will include:

  • General overview of commercial tenant obligations and remedies during the COVID-19 pandemic
  • Temporary closures during the pandemic
  • Abatement or non-payment of rent during closures related to the pandemic
  • Overview of common commercial lease provisions including force majeure, abatement of rent due to damage or casualty, and permitted use
  • Common law contract principles such as frustration of purpose and impossibility
  • Other potential sources of tenant relief including insurance and eviction moratoria

Click here to register: https://attendee.gotowebinar.com/register/2526888133132301836