{"id":3146,"date":"2020-04-15T00:00:00","date_gmt":"2020-04-15T00:00:00","guid":{"rendered":"http:\/\/www.theforesightcompanies.com\/blog\/how-to-qualify-for-an-exemption-from-the-families-first-coronavirus-response-act\/"},"modified":"2020-09-24T20:41:05","modified_gmt":"2020-09-24T20:41:05","slug":"how-to-qualify-for-an-exemption-from-the-families-first-coronavirus-response-act","status":"publish","type":"post","link":"https:\/\/www.theforesightcompanies.com\/blog\/how-to-qualify-for-an-exemption-from-the-families-first-coronavirus-response-act\/","title":{"rendered":"How to Qualify for an Exemption from the Families First Coronavirus Response Act"},"content":{"rendered":"\r\n<p>The Department of Labor (DOL) has issued rules that exempt\r\nemployers with fewer than 50 employees (\u201csmall business\u201d) from its requirements\r\nif compliance would jeopardize \u201cthe viability of the employer\u2019s business as a\r\ngoing concern.\u201d<\/p>\r\n\r\n\r\n\r\n<p>The ruling states that an \u201cauthorized officer of the business\u201d\r\nmust determine whether the business meets the criteria for an exemption and\r\nmust document the facts and circumstances that allow for the exemption.<\/p>\r\n\r\n\r\n\r\n<p>A\r\nbusiness may be exempt from providing mandated paid sick leave or expanded\r\nfamily and medical leave requirements if they meet three conditions:<\/p>\r\n\r\n\r\n\r\n<ul><li>The provision of paid sick leave or expanded family and medical\r\nleave would result in the small business\u2019s expenses and financial obligations\r\nexceeding available business revenues and cause the small business to cease\r\noperating at a minimal capacity;<\/li><li>The absence of the employee or employees requesting paid sick\r\nleave or expanded family and medical leave would entail a substantial risk to\r\nthe financial health or operational capabilities of the small business because\r\nof their specialized skills, knowledge of the business, or responsibilities;&nbsp;or<\/li><li>There are not sufficient workers who are able, willing, and\r\nqualified, and who will be available at the time and place needed, to perform\r\nthe labor or services provided by the employee or employees requesting paid\r\nsick leave or expanded family and medical leave, and these labor or services\r\nare needed for the small business to operate at a minimal capacity.<\/li><\/ul>\r\n\r\n\r\n\r\n<p>Requirements imposed by local and state shelter-in-place orders\r\nmight also support an employer&#8217;s argument that it may not be able to operate or\r\nwould be forced to close entirely if its existing workforce is on leave.<\/p>\r\n\r\n\r\n\r\n<p>If you\r\nqualify for an exemption, an \u201cauthorized officer\u201d of your company should retain\r\nrecords, for at least four years, to substantiate the exemption.&nbsp; It is important to document the qualifying\r\nreason(s) for the exemption, as well as documenting revenue and existing\r\npayroll costs, including the additional costs the FFCRA may impose in the short\r\nterm.&nbsp; It may also help to compare\r\nrevenue from the past year.&nbsp; <\/p>\r\n\r\n\r\n\r\n<p>DO NOT\r\nsend any materials to the Department of Labor when seeking an exemption.&nbsp; You are essentially self-certifying on an\r\nindividual basis and you should retain these records for your own files in the\r\nevent of an audit.&nbsp; <\/p>\r\n\r\n\r\n\r\n<p>Note that\r\nif an employee has been advised by a health care provider to self-quarantine\r\nrelated to COVID-19, or if an employee requests leave to care for an individual\r\nwho is self-quarantining,&nbsp;there is no exemption and you must still provide\r\nthe appropriate paid leave.<\/p>\r\n\r\n\r\n\r\n<p>The DOL urges\r\nemployers to \u201cbe judicious\u201d in exempting workers apparently based on its\r\nconcern that employees could spread COVID-19 if leave is not available. <\/p>\r\n\r\n\r\n\r\n<p>As we are learning to navigate through these times of\r\nuncertainty and adjusting to our new normal, we here are at <a href=\"https:\/\/theforesightcompanies.com\/\">The Foresight Companies<\/a> want to be your go-to source for all topics related to your\r\nbusiness operations. <\/p>\r\n\r\n\r\n\r\n<p>Please visit our COVID-19 new&nbsp;<a href=\"https:\/\/theforesightcompanies.com\/category\/blog\/covid-19-business-resource-center\/\"><strong>Business\r\nOperations Resource Center<\/strong><\/a> frequently\r\nas we continue to update as changes are occurring.<\/p>\r\n\r\n\r\n\r\n<p>If you have any questions or concerns please\r\ndo not hesitate to pick up the phone and give one of us a call at\r\n1-800-426-0165.&nbsp;&nbsp; <\/p>\r\n\r\n\r\n\r\n<p><em>*Please note that as information is updated and modified, terms and\r\nconditions are subject to change.<\/em><\/p>\r\n","protected":false},"excerpt":{"rendered":"<p>The Department of Labor (DOL) has issued rules that exempt employers with fewer than 50 employees (\u201csmall business\u201d) from its requirements if compliance would jeopardize \u201cthe viability of the employer\u2019s business as a going concern.\u201d The ruling states that an \u201cauthorized officer of the business\u201d must determine whether the business meets the criteria for an exemption and must document the facts and circumstances that allow for the exemption. A business may be exempt from providing mandated paid sick leave or expanded family and medical leave requirements if they meet three conditions: The provision of paid sick leave or expanded family and medical leave would result in the small business\u2019s expenses and financial obligations exceeding available business revenues and cause the small business to cease operating at a minimal capacity; The absence of the employee or employees requesting paid sick leave<span class=\"excerpt-hellip\"> [\u2026]<\/span><\/p>\n","protected":false},"author":23,"featured_media":3119,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[19],"tags":[112],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Qualify for an Exemption from the Families First Coronavirus Response Act | Funeral Home Consulting<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.theforesightcompanies.com\/blog\/how-to-qualify-for-an-exemption-from-the-families-first-coronavirus-response-act\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Qualify for an Exemption from the Families First Coronavirus Response Act | Funeral Home Consulting\" \/>\n<meta property=\"og:description\" content=\"The Department of Labor (DOL) has issued rules that exempt employers with fewer than 50 employees (\u201csmall business\u201d) from its requirements if compliance would jeopardize \u201cthe viability of the employer\u2019s business as a going concern.\u201d The ruling states that an \u201cauthorized officer of the business\u201d must determine whether the business meets the criteria for an exemption and must document the facts and circumstances that allow for the exemption. A business may be exempt from providing mandated paid sick leave or expanded family and medical leave requirements if they meet three conditions: The provision of paid sick leave or expanded family and medical leave would result in the small business\u2019s expenses and financial obligations exceeding available business revenues and cause the small business to cease operating at a minimal capacity; The absence of the employee or employees requesting paid sick leave [\u2026]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.theforesightcompanies.com\/blog\/how-to-qualify-for-an-exemption-from-the-families-first-coronavirus-response-act\/\" \/>\n<meta property=\"og:site_name\" content=\"Funeral Home Consulting\" \/>\n<meta property=\"article:published_time\" content=\"2020-04-15T00:00:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-09-24T20:41:05+00:00\" \/>\n<meta property=\"og:image\" 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