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Employment Law

Small Business Exemption to New Paid Leave Law.

The Department of Labor has provided some additional guidance about the small business exemption to the FFCRA’s expanded FMLA child care-related paid sick leave requirements. An employer, including a religious or nonprofit organization, with fewer than 50 employees is exempt…

By John Falcone··2 min read

The Department of Labor has provided some additional guidance about the small business exemption to the FFCRA’s expanded FMLA child care-related paid sick leave requirements.  An employer, including a religious or nonprofit organization, with fewer than 50 employees is exempt from providing (a) paid sick leave due to school or place of care closures or child care provider unavailability for COVID-19 related reasons and (b) expanded family and medical leave due to school or place of care closures or child care provider unavailability for COVID-19 related reasons when doing so would jeopardize the viability of the small business as a going concern. Businesses are entitled to the exemption if an authorized officer of the business has determined that:

 
1. The provision of paid sick leave or expanded family and medical leave would result in the small business’s expenses and financial obligations exceeding available business revenues and cause the small business to cease operating at a minimal capacity;  
2. The absence of the employee or employees requesting paid sick leave or expanded family and medical leave would entail a substantial risk to the financial health or operational capabilities of the small business because of their specialized skills, knowledge of the business, or responsibilities; or  
3. There are not sufficient workers who are able, willing, and qualified, and who will be available at the time and place needed, to perform the labor or services provided by the employee or employees requesting paid sick leave or expanded family and medical leave, and these labor or services are needed for the small business to operate at a minimal capacity.
 
An employer electing this exemption must document the determination by an authorized offier that at least one of the above criteria has been satisfied, and must retain the record of its determination in its files. This documentation requirement appears to be new guidance.
 
Feel free to contact us if you have questions about this matter.

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