The Families First paid leave obligations are in effect, so it is time for business owners to make some tough decisions. Understanding the unemployment benefits available under the Pandemic Unemployment Assistance program is an important part of the analysis.
Employers want to do what they can for staff, including paying them when they have to be out for no fault of their own. But, how is the company supposed to do that when business is basically shut down? This article focuses on the Employer’s obligations under the Emergency Paid Family & Med Leave Expansion Act and the Emergency Paid Sick Leave Act to provide paid leave to employees affected by the Coronavirus crisis.
This article is meant to help you understand the tax breaks under the CARE Act intended to help your business or non-profit survive the Coronavirus crisis.
Business owners and executives need a clear, concise explanation of how the Coronavirus Stimulus Package affects the company. There are several, overlapping Acts that apply, and new developments emerge daily, but this guide should be enough to start strategizing.
As long as an non-exempt employee does not work more than 40 hours in a week, the employer is not required to pay overtime even if (i) the employee works more than eight (8) hours in one day, or (ii) the employee works on a holiday, a Saturday, or a Sunday.
There is a presumption that time spent by employees attending Training should be paid in order to comply with the FLSA. However, the presumption can be overcome if the four relevant factors above are met.