After the first two workweeks (usually 10 workdays) of expanded family and medical leave under the EFMLEA, you may require that your employee take concurrently for the same hours expanded family and medical leave and existing leave that, under your policies, would be available to the employee in that circumstance. https://www.careeronestop.org/LocalHelp/service-locator.aspx, DOL recently clarified additional flexibility to the States, https://www.dol.gov/agencies/whd/fact-sheets/28a-fmla-employee-protections, https://www.dol.gov/agencies/ebsa/workers-and-families/changing-jobs-and-job-loss, 12-month period determined by your employer, http://www.irs.gov/coronavirus/new-employer-tax-credits, the federal minimum wage in effect under the FLSA, or. The second employee, in contrast, worked 550 hours over 100 workdays, and took a total of 100 hours of personal and medical leave. (Updated 11/04/2021) The FFCRA was passed into law as a result of the COVID-19 Crisis. When can it be required? #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} A child care provider is someone who cares for your child. For additional information on requirements relating to an adult son or daughter, see Fact Sheet #28K and/or call our toll free information and help line available 8 am5 pm in your time zone, 1-866-4US-WAGE (1-866-487-9243). /*-->