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As the coronavirus outbreak continues to wreak havoc on markets and industries in the U.S. and around the world, businesses are now confronting significant and unique challenges. Successful navigation of these challenges will require thoughtful and comprehensive planning.

  • What is COVID-19?
  • Current employment laws to be aware of
  • New legislation: What is the Families First Coronavirus Response Act (FFCRA)?
  • Emergency Paid Sick Leave Act (EPSLA)
  • Emergency Family & Medical Leave Expansion Act (EFMLEA)
  • Coronavirus Aid, Relief and Economic Security (CARES) Act
  • Covered employers under FFCRA
  • Small business exemption
  • Employer posting requirements
  • Employee eligibility
  • Qualifying reasons for leave
  • Amount and use of leave
  • Effect on employees’ health benefits
  • Employee notice requirements
  • Employee documentation requirements
  • Enforcement of regulations
  • Performance-related terminations during COVID-19
  • Compensation under EFMLEA & the FMLA
  • Telework under the EPSLA & EFMLEA
  • Key compliance steps under FFCRA

Chief among the challenges Companies are facing is the implementation of new legal requirements for employers during this challenging time. On March 20, 2020, Congress passed the Families First Coronavirus Response Act (FFCRA). Contained within the FFCRA are two sections dealing with employee leave rights. Each has its own name, the Emergency Family Medical Leave Expansion Act (“EFMLEA”) and the Emergency Paid Sick Leave Act (“EPSLA”). The current bill is only a temporary relief measure and both the expanded Family and Medical Leave and the Paid Sick Pay Provisions expire on December 31, 2020.

Additionally, the Coronavirus Aid, Relief and Economic Security Act (CARES) was signed into law on March 27, 2020. CARES include one-time payments to individuals, strengthens unemployment insurance, and provides additional health care funding, as well as loans and grants to businesses to deter layoffs.

It's imperative that employers are well-versed in the provisions of these new pieces of legislation. This webinar will provide participants with the information necessary to be in compliance.

In a rare show of bipartisanship, the Families First Coronavirus Response Act (FFCRA) was signed into law on March 18, 2020. This legislation provides a wide scope of benefits and rights to individuals impacted by the COVID-19 national emergency.

This legislation makes sweeping changes to an employer’s legal obligations:

  • Imposing a general paid sick and safe leave mandate on all employers with fewer than 500 employees, with additional time for public health emergencies;
  • Temporarily and vastly expanding coverage and imposing a paid leave requirement under the Family and Medical Leave Act for reasons associated with COVID-19 on most employers with fewer than 500 employees;
  • Making unemployment benefits available for reasons associated with COVID-19; and
  • Giving a tax credit for paid sick and paid family and medical leave

  • Senior Leadership
  • Human Resources Professionals
  • Compliance Professionals
  • Operations Professionals
  • Accounting Professionals
  • Recruiting Professionals
  • Managers & Supervisors
  • Project Managers
  • Team Leaders
  • Employees

Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in HR consulting and administration in corporate, government, consulting, and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide variety of HR topics for various training firms across the country. Diane holds a Master's Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certifications. Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.

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