On April 30, Governor Pritzker issued an Executive Order extending Illinois’s Stay-at-Home mandate until May 30.
Additional guidance continues to be provided on the FFCRA which went into effect on April 1, 2020.
The Department of Labor (DOL) has published (at last count) 59 FAQ’s available here regarding paid sick and family leave requirements under the FFCRA. I have found this source to be extremely helpful in interpreting the new laws.
Stay-At-Home Orders: The DOL has confirmed that an employee subject to Stay-At-Home, Shelter-InPlace, or other government quarantine order may not take paid sick leave where the employer does not have work for the employee, or if an employee subject to a quarantine or isolation order is able to telework. Therefore, the employee may not take Emergency Paid Sick Leave, if (a) the employer has work for the employee to perform; (b) the employer permits the employee to perform that work from the location where the employee is being quarantined or isolated; and (c) there are no extenuating circumstances that prevent the employee from performing that work, such as a power outage preventing the employee from teleworking.
The regulations are clear that, while using emergency paid sick leave for any qualifying reason, an employer cannot require an employee to use other paid time off benefits at the same time, such as paid vacation or personal leave. Nor can the employer require an employee to use existing paid time off benefits before Emergency Paid Sick Leave. Other information includes:
Small Business Exemption: The FFCRA provides that businesses with fewer than 50 employees may be exempt from the Act's paid sick and family leave requirements if providing such leave will "jeopardize the viability of the business as a going concern" and an authorized officer determines:
1. Such leave would cause the employer’s expenses and financial obligations to exceed available revenue and cause the business to cease operating at a minimal capacity;
2. the absences would—for specified reasons—create a substantial risk to the business’s financial health or operational capabilities; or
3. the employer would not be able to operate at a minimal capacity because it would have insufficient workers to perform the labor or services provided by the absent employees.
For the above reasons, the small employer may deny paid sick leave or expanded family and medical leave to an otherwise eligible employee. Employers using this exemption should retain these records for their own files
Tax Credits Procedures: Employers will claim the credits on their quarterly federal payroll tax returns, but they can receive immediate reimbursement in anticipation of the credits by reducing their federal payroll tax deposits by the amount of any qualified sick leave or expanded FMLA leave paid to employees. If insufficient federal payroll taxes are withheld to cover the amount of the credits, an eligible employer may request an advance payment of the credits from the IRS by submitting a Form 7200. The IRS expects to begin processing these requests in April 2020.
Do you have additional HR questions?
Contact me at srr@getHRresults.com
On March 25 (as promised), the Department of Labor (DOL) released the mandatory poster that all employers with less than 500 employees are required to display in the workplace. The poster outlines employee leave rights under the Families First Coronavirus Response Act (FFCRA). A link to the poster can be found here.
This poster is required to be posted in a visible location on the premises where employees can see it. (I know, you are now asking, how do I do this if my workplace is now remote?). The DOL has stated that employers may meet their notice requirement by emailing the notice to employees or posting it on an employee information internal or external website.
R&R Human Resources Solutions is here to help you navigate this treacherous time. Please stay safe, healthy and keep in touch and reach out with any questions you have.
On March 18, President Trump signed into law the Families First Coronavirus Response Act (FFCRA). The Act will take effect on April 2, 2020 and expire on December 31, 2020. The FFCRA requires employers with up to 500 employees and government employers to provide paid sick leave and paid family leave to their employees. The Act also provides a refundable payroll tax credit to employers to cover 100% of the cost of wages. This is in addition to other emergency measures in response to the pandemic.
Emergency Paid Sick Leave
Employees qualify for emergency paid sick leave if they are unable to work (or telework) for certain COVID-19-related reasons (this is in addition to time available under the employer’s existing paid leave policies):
Full-time employees are entitled to 80 hours of pay and part-time employees are entitled to the number of hours the employee works, on average, over a two-week period of time. If not used, this time does NOT carry over into 2021 and is not paid out upon termination.
Amount of Pay:
Emergency Family Medical Leave
Employers must offer up to 12 weeks of job protected paid family leave for employees who have been employed for at least 30 days for the following limited reason:
The first 10 days of Emergency Family Medical Leave are unpaid, but the employee can overlap this with the 10 days of Emergency Paid Sick Leave. This benefit must replace at least two-thirds of the employee's wages up to a maximum of $200 per day.
The paid family leave tax credit offsets 100% of employer costs for providing mandated paid family leave. The credit also offsets, uncapped, the employer contribution for health insurance premiums for the employee for the period of leave.
The Emergency Family Medical Leave generally requires employers to reinstate employees in the same job or an equivalent position when they return to work, but there is an exception for employers with fewer than 25 employees, if the position no longer exists due to economic conditions or operational changes that are made because of the public health emergency.
The most significant detail you need to know is that the WTA amends the Illinois Human Rights Act and requires ALL Illinois employers to provide annual sexual harassment prevention training to their employees. The training required must meet several content requirements, including:
Please contact me for further details on providing this program to your organization.
NEW OVERTIME RULE RAISES SALARY TEST
A new rule issued on September 24, 2019 by the Department of Labor states that Employees who make less than $35,568 annually are now eligible for overtime pay. The new rule will take effect on January 1, 2020.
The rule allows for 10% of the compensation to be commission and bonus.
To be exempt from overtime under the Fair Labors Standards Act, employees must meet two tests; a salary test and a duties test. If they are paid less than the threshold amount, or do not meet the duties test, they must be paid 1 1/2 times their regular hourly rate for hours worked in excess of 40 per week (in most states).
Employers should weigh the cost of raising employee salaries above the new threshold against the cost of reclassifying employees as nonexempt and paying overtime. This is an individual company determination that should be made in consultation with an HR professional and/or an employment attorney to ensure compliance with the new rule.
In cases involving unlawful discrimination based on pregnancy, disability or sexual harassment, the IHRA applies to employers with 1 or more employees. A new law passed in 2018 amends the posting and notice requirements of the IHRA. All employers are required to post this notice in their Illinois workplaces Illinois Human Rights Poster.
Illinois Equal Pay Act of 2003
Most, if not all, employment application forms ask for an applicant’s salary history and plenty of employers discuss salary history during the interview process. On July 31, 2019, Governor JB Pritzker signed a bill into law amending the Illinois Equal Pay Act of 2003 (“IEPA”). Illinois will join the growing number of states that prohibit employers from inquiring about an applicant’s wages or salary history. Employers must act quickly to comply, as the amendments will be effective on September 29, 2019.
Under the new IEPA amendments, Illinois employers may not:
With this, employers should:
It’s important to remember that most eager candidates are on their best behavior during an interview. They may give you the answers you want to hear in an attempt to make it obvious that they’re the right person for the job.
But there are ways to weed out the true prospects from the ones who don’t quite fit the bill.
Knowing what “red flags” to watch out for during the interview process can help save you the future costs of a bad hire.
When any of these types of things occur, it may be appropriate to use follow up questions regarding the subject being discussed. Similarly, red flags that appear on the resume should be investigated during the interview. All in all, it’s often more important to observe body language and non-verbal communication than what the candidate is saying.
Ever wonder why a candidate didn’t accept the job? Or come back for a second interview? Keep reading for the top 10 slip-ups hiring managers make. Our advice? Don’t let the great candidates get away because you’ve made simple, fixable snafus.
While these interview mistakes are the most common, there are other that are far more serious. Ageism, sexism, racism, and all the other nefarious isms that are prohibited by law can worm their way into our psyches without constant vigilance. Remember to enter every interview with an open mind.
Every candidate, good, bad or indifferent should leave the interview saying to themselves, “I really want to work for [company name], and even if they don’t get the job, they should tell their friends what a great company ________[fill in the blank] is.