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RESOURCES

Thrive's

COVID-19

Employer Toolkit

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to shoulder with our clients

At Thrive, we want to help you manage the COVID-19 situation as effectively as possible. This page is updated regularly with the latest information and how it relates to employers. You can utilize these resources to manage your response to the COVID-19 pandemic.

About COVID-19

Coronavirus Disease 2019 (abbreviated COVID-19) is a disease caused by a virus named SARS-CoV-2. COVID-19 was first detected in China and is now present in over 100 international locations, including the United States. The World Health Organization, US Department of Health and Human Services, and more than 30 states have declared a public health emergency in response to COVID-19.COVID-19 is spread when people are in close contact with each other.

 

Due to the risk of transmission, lawmakers all across the globe have closed or cancelled events or locations where large groups congregate. The governor of Oklahoma ended all gatherings of more than 500 people, Walt Disney World and Disneyland Resorts have closed, and the NBA, MLS, NHL, and MLB have all suspended or delayed their seasons.

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COVID-19 FAQ

What is HR 6201 the Families First Coronavirus Response Act?

President Trump signed bill HR 6201, the "Families First Coronavirus Response Act" on Wednesday, March 18. The bill goes into effect on April 1, 2020 and is set to end on December 31, 2020. This bill will, among other things, provide paid sick leave and expanded FMLA provisions to all employers with fewer than 500 employees. Certain provisions may not apply to certain employers with fewer than 50 employees. Special rules may apply for Health Care Providers and Emergency Responders.



Is paid leave required under this new bill?

Yes, there are two opportunities for paid leave for employees, either through the Paid Sick Leave Act or Emergency Family Leave Expansion Act. Full‐time employees, who are unable to work (onsite or remotely), will receive 80 hours of sick leave at their regular rate of pay (up to a certain maximum) due to COVID‐19 related isolation, self‐ quarantine, and/or symptoms. Employees who are unable to work due to caring for a family member, for the previous mentioned reasons, or due to child or school care closures, are eligible for 2/3 of their regular rate of pay (up to a certain maximum). Part‐time employees will receive a pro‐ rated amount of leave equivalent to average hours worked in a two‐week period. All employees are eligible for this benefit regardless of length of service with a company. The Family Medical Leave Act has been expanded to provide paid leave for up to 10 of the 12 weeks at 2/3 of the employee's regular rate of pay, of eligible leave, to care for children who are under 18 years of age, and whose school or place of care has closed due to the COVID‐19 public health emergency. The maximum amount of paid leave available to an employee is 12 weeks and intermittent leave is allowed under the provision.



Do employees have to work for us for a certain length of time before being eligible for the paid leave?

Employees are eligible for the sick leave immediately upon hire, regardless of length of service or employment category (part‐time, full‐time, exempt and/or non‐exempt). Employees are eligible for Emergency FMLA after 30 days of service, regardless of employment category. The Emergency FMLA is specific to COVID‐19 related closures that impact employees' children under 18. Quarantine will not trigger the Emergency FMLA leave provisions, although there may be traditional, unpaid FMLA leave rights available, as well as unemployment insurance.



Are any employers exempt from this bill?

At this time, all employers, with less than 500 employees, are required to comply with the paid leave obligations. Certain provisions may not apply to certain employers with fewer than 50 employees. Further guidance is expected in the near future.



Will there be any reimbursement for employers for the required paid leave?

Yes. More guidance will be forthcoming by the secretary of labor, but employers can seek reimbursement for paid sick leave wages through tax credits applicable to the employer's portion of Social Security taxes.



Will there be any leave pay available for gig workers or self‐employed individuals?

Yes. These benefits will be provided in the form of a tax credit.



We will be temporarily closing or laying off our employees. Do we need to pay sick leave to employees who are not working?

Employees who are laid off will be entitled to unemployment benefits. Employers should consider state nuances, as many states are now requiring any company‐provided paid time off benefits must be paid out for COVID‐related layoffs, prior to the employee receiving unemployment benefits. Thrive can help you set up leave time tracking for COVID‐19 in within our technology platform. The Coronavirus Aid, Relief and Economic Security (CARES) Act was signed into law last week. The bill includes expanded unemployment benefits for workers, including $600 additional in weekly benefits for up to four months. We recommend employers consider their other options under this bill prior to reducing employee hours, layoffs or furloughs.



What do I do if I still have questions beyond these FAQs? Is someone able to assist me further?

We recognize the urgency and importance of this topic and the impact it will have on your business and employees. Our Thrive HR professionals are committed to assisting you. Please do not hesitate to contact you Thrive team member if we can be of any help.



We're here to help.

We have several tools in place to assist you with any upcoming adjustments. Should your company meet the guidelines for changes, please contact your Thrive support team and we will guide you through the proper setup. We are equipped to track and limit the necessary caps and guidelines for both the temporary expansion of FMLA and Paid Sick Leave. In the event you need to do mass terminations or inactivation of your employees, we have import options available to speed up the process.

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Please contact your Thrive Support Team for assistance with setting up these configurations.  When reaching out, please be ready with which of the options below you will need to set up.

1

Rules for full-time employees

Rules for full-time employees, where they will be provided 80 hours of emergency paid "sick" leave to be used in any of the following circumstances:

  • 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 seeking a medical diagnosis.

2

Rules for employees who are caring for an individual who:

  • Is subject to a federal, state or local quarantine or isolation order related to COVID-19, or

  • Has been advised by a health care provider to self-quarantine due to concerns related to COVID-19, or

  • Is caring for a son or daughter whose school has closed or childcare provider is unavailable due to COVID-19 precautions.

3

Rules for full-time employees

Rules for part-time employees who are entitled to "a number of hours equal to the number of hours that such employee works on average, over a two-week period."

  • The paid circumstances are the same for part-time employees.

  • A Report Writer report could be used to determine average hours for part-time employees. You will need to provide the average hours amount for your part-time employees, and or be ready to add them to each employee if they differ across the board.

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