Welcome to HR Partners' COVID page. To receive our company newsletter, the HR Advisor, please click here.
On December 2, 2020, the CDC released additional quarantine options. While local public health authorities make the final decisions about how long quarantine should last based on local conditions and needs, the CDC now recommends two (2) additional options for how long quarantine should last:
Due to the rise of COVID-19 cases, both the CDC and the KDHE have implemented new quarantine guidance.
You will notice that quarantine has reverted back to 14 days, rather than 10 days, with 72 hours symptom free. The 10 days, 72 hours symptom free standard now only applies to lab confirmed cases and those who develop symptoms during quarantine.
Additionally, the KDHE has clarified that if an individual develops symptoms while in quarantine, and tests negative, the individual is still required to finish quarantine. A negative test result will not allow the individual to end quarantine early.
My hope for you, and your family is to have a happy and healthy Thanksgiving holiday. To assist with this, please review the following guidelines from the CDC:
Please feel free to share with your respective staff.
On September 11, 2020, the U.S. Department of Labor (“DOL”) issued revised regulations under the Families First Coronavirus Response Act (“FFCRA”) following a decision from the U.S. District Court for the Southern District of New York which invalidated portions of the DOL’s initial, temporary rule.
In its revised regulations, which took effect on September 16, 2020, the DOL made the following changes:
Many of you have asked, and some direction has been given pertaining to Trump’s payroll tax deferral program. Take a few minutes and read the following articles. And, before you move forward with this, please consult with your accountant and/or CPA.
Have a great week!
Wow! I have received a lot of phone calls and emails that many of our respective organizations were victims of this. And, what I learned through this process was another way to contact the Kansas Department of Labor concerning your fraud issues. It is listed below:
How do I report my suspicions of UI fraud?
You can report fraudulent activity by:
UI Fraud Investigations Unit
Kansas Department of Labor
401 SW Topeka Boulevard
Topeka, KS 66603-3182
Many clients have reached out to express concerns with unemployment insurance fraud. We have witnessed two types of fraud. First, an unemployment insurance claim against the employer regarding a current employee of the organization, who never filed a claim. Second, an unemployment insurance claim against the employer by a person who never worked for the employer.
If this happens to your business, you should file a fraudulent claim with the Kansas Department of Labor as soon as possible. The link below is for your convenience.
If you are in another state, there is a similar claim form you can fill out as well. Just visit their respective state department of labor web site.
Stay safe, and as always, call HR Partners if you have any questions or concerns. (785) 233-7860.
New Health administers COVID testing for employers. Interested?
Click here for FAQ's that will assist you, and if you have additional questions, please contact Angela or Dr. Hall (their contact information is below). They are here to assist you in this COVID world.
Stay safe! And, have a great day!
This question came to me recently (this week) and I was wrong (it can happen). Below is the correct answer from the Department of Labor:
If I am an employer, may I use the paid sick leave mandated under the EPSLA to satisfy paid leave entitlements that an employee may have under my paid leave policy?
If you have over 50 employees, and are currently complying with the FMLA, this blog is for you. The Department of Labor has provided guidance below on how FMLA and FFCRA work together, and not separately.
Do I qualify for leave for a COVID-19 related reason even if I have already used some or all of my leave under the Family and Medical Leave Act (FMLA)?
On December 20, 2020, Congress reached an agreement on a second stimulus package that will provide immediate aid to both individuals and businesses. This bill now must be signed by the President in order to become law. The bill will impact both the Families First Coronavirus Response Act (“FFCRA”) and loans established under the Paycheck Protection Program (“PPP”).
FFCRA. Under the bill, the FFCRA is still set to expire on December 31, 2020. However, employers may voluntarily elect to continue to provide FFCRA leave (both paid sick and paid family leave) and receive tax credits until March 31, 2021. The leave under the FFCRA does not renew. This means that any employee who has exhausted their paid leave under the FFCRA will no longer be eligible for FFCRA leave.
PPP. The second stimulus package also impacts the PPP by allocating 284 billion dollars for a second round of PPP loans, as well as clarifying PPP forgivable expenses and tax deductions for PPP expenses for both the original and second round of PPP loans. Most notably, the second stimulus package will provide the following: