This post was updated on 6/2/2020.

In light of the federal Families First Coronavirus Response Act, which will go into effect on April 1, 2020, companies should consider implementing a new paid sick leave policy.   Below, for reference only, is a sample policy to consider.   Any new paid sick leave policy should be tailored to each particular workplace, and this policy is not intended to serve as, or to replace, legal advice on this important subject.

SAMPLE Emergency Paid Sick Leave Under the Families First Coronavirus Response Act Policy:

In light of the COVID-19 epidemic, the recently-implemented federal Families First Coronavirus Response Act (“FFCRA”), and our Company’s commitment to the safety and well-being of its employees and other members of the community, the Company has adopted this temporary Emergency Paid Sick Leave (“EPSL”) Policy (the “Policy”).  Under the Policy, employees may take a paid leave of absence, up to a maximum of two weeks of paid sick leave in addition to other paid leave provided by the Company to the employee, subject to the terms and conditions outlined below.

Continue Reading Sample Emergency Paid Sick Leave Under Families First Coronavirus Response Act Policy

On March 18, 2020, the President signed into law The Families First Coronavirus Response Act (FFCRA).  This new federal law includes the Emergency Family and Medical Leave Expansion Act and the Emergency Paid Sick Leave Act.  Updated guidance on the FFCRA is available from the U.S. Department of Labor at

Q:  What paid leave benefits are required under the new Families First Coronavirus Response Act?

A:  Paid family and medical leave and paid sick leave related to COVID-19.

Continue Reading Q&A – Families First Coronavirus Response Act

On March 18, 2020, the President signed into law The Families First Coronavirus Response Act (the “Act”.  This new federal law will provide employees with emergency paid family leave and paid sick leave related to COVID-19.

These paid leave laws apply to all employers with fewer than 500 employees. The laws take effect on April 1st and expire on December 31, 2020.  The Secretary of Labor is expected to issue guidelines to assist employers in complying with these new legal requirements in the coming weeks.


UPDATE: March 23, 2020

Governor Baker announced a statewide “Stay at Home” order, which will begin , March 24 at noon and last at least until April 7. All non-essential businesses will be ordered to cease operations for the same time period.

Click here to view COVID-19 Essential Services – Exhibit A of the order

  1. What is the difference between a furlough and a layoff or termination?

Furloughs are time off from work without pay, such as a temporary reduction in an employee’s days or hours of work.  Furloughs are different from layoffs or terminations.  During furloughs, workers remain employed and sometimes work a reduced schedule.  Layoffs or terminations involve a separation from employment.

Continue Reading Furlough FAQs

On March 18, 2020, the Equal Employment Opportunity Commission  issued new guidance regarding the effect of the COVID-19 pandemic on employers’ obligations not to discriminate against and to provide reasonable accommodations to disabled employees under the Americans with Disabilities Act and the Rehabilitation Act.  The guidance states that, while employers must continue to comply with the ADA and the Rehabilitation Act, those laws do not interfere with or prevent employers from following the guidelines and suggestions from the Centers for Diseases Control and Prevention or state or local authorities relating to COVID-19.

Continue Reading EEOC Issues New Guidance for Employers on Compliance With the Americans With Disabilities Act and the Rehabilitation Act During the COVID-19 Pandemic

As more employees are finding themselves on self-quarantine or limited duty and looking at possible furloughs and layoffs the state and federal governments are looking at ways to provide financial relief.

Early Saturday morning the U.S. House of Representatives passed the Families First Coronavirus Relief Act through bipartisan efforts brokered by Rep. Nancy Pelosi and Treasury Secretary Stephen Mnuchin.  Some of the highlights of the bill are as follows:

Continue Reading State and Federal Authorities Work to Find Solutions for Workers Impacted by Coronavirus

The unfortunate COVID-19 outbreak in the United States presents unique and complicated issues for employers big and small. The ultimate appropriate resolution for these issues is not yet known as the length and extent of the disease is currently ever-evolving.

There is, however, an excellent Interim Guidance issued by the Centers for Disease Control and Prevention which provides comprehensive recommended strategies that employers can implement immediately.

Continue Reading COVID-19: What Should Employers Do NOW?

Six key questions that New Hampshire employers may have about the virus.

Whether the spread of Covid-19 is a serious pandemic or a lot of overblown media-driven hysteria, businesses are seeing very real impact on their daily operations due to this illness.

Here are some common questions about what the World Health Organization has identified