The COVID Project
The record
- Jurisdiction
- United States
- Level
- Federal
- Authority
- FFCRA secs. 3102(b), 5111; 29 U.S.C. 2654; 29 C.F.R. part 826 (RIN 1235-AA35)
- Issued
- 2020-04-01 Apr. 1, 2020
- Effective
- April 2, 2020 (rule 'issued April 1, 2020, effective on April 2, 2020'), operative for leave from April 1, 2020 (read as 2020-04-02)
- End
- December 31, 2020 (read as 2020-12-31)
- In force
- Apr. 2, 2020 to Dec. 31, 2020
- Quarters
- 2020 Q22020 Q32020 Q4
2020 Q22020 Q32020 Q42021 Q12021 Q22021 Q3
- Limitation types
- Schools and child careWorkplace rulesQuarantine and isolation
- Addressees
- employers with fewer than 500 employees
- public employers
- employees
- Functions reached
- Collection
- Workforce, schools and child care ECO-B
Operative words
'The FFCRA also requires covered employers to provide up to twelve weeks of expanded family and medical leave, up to ten weeks of which must be paid at partial pay, up to a specified cap, when an eligible employee is unable to work because of a need to care for the employee's son or daughter whose school or place of care is closed, or whose child care provider is unavailable, due to COVID-19 related reasons.' Sec. 826.20 (paid leave entitlements) implements the six qualifying reasons including 'a Federal, State, or local quarantine or isolation order related to COVID-19.'
Enforcement
29 C.F.R. 826.150-826.153 (FLSA enforcement; private right of action for paid sick leave)
Notes
Defines 'quarantine or isolation order' to include stay-at-home and shelter-in-place orders that cause the employee to be unable to work (preamble and 826.20(a)(2)).