Author Archives: Natalie K. Clouse
On March 11, 2021, President Biden signed into law the American Rescue Plan Act (“ARPA”) in response to the COVID-19 pandemic. The ARPA includes numerous provisions that impact employers including extending FFCRA leave (see prior blog post here) and providing fully subsidized COBRA coverage for eligible individuals. This blog focuses on COBRA subsidies. Generally, COBRA Continue reading
The American Rescue Plan Act of 2021 Gives Eligible Employers Another Shot at Optional Employee Leave in Exchange for Tax Credits
The Families First Coronavirus Response Act (FFCRA) was set to expire on December 31, 2020. This act required employers with 500 or fewer employees to provide paid sick leave (PSL) and/or emergency family and medical leave (EFML) to eligible employees. Employers could then receive tax credits to offset paid leave amounts. The leave mandate under the Continue reading
On April 21, 2020, Ray Rinkol and Natalie Clouse presented “The FFCRA and Other COVID-19 Considerations for Employers To view the presentation click the headline listed above or visit https://www.youtube.com/watch?v=J1wBZxzOWOI&feature=youtu.be .
The Department of Labor issued a final rule that raises the minimum salary threshold for exempt employees. Under the final rule, the new minimum salary requirement for exempt employees is $35,568 ($684 per week). Previously the minimum salary threshold was $23,600 ($455 per week). This change goes into effect on January 1, 2020. Employers should review all exempt Continue reading
Employers continue to face challenges from employees’ use of online forums to voice criticisms – even using vulgar language – as seen by a recent National Labor Relations Board decision. The owners of Triple Play Sports Bar terminated two employees for participating in a Facebook discussion with a former employee. The discussion involved claims that Continue reading
Gone are the days when employers needn’t fear potential claims under the Family and Medical Leave Act until an employee met the FMLA’s measureable requirements for eligibility. In a January 2012 decision, the 11th Circuit Court of Appeals ruled that FMLA eligibility might not be necessary to state an FMLA claim. The Family and Medical Continue reading