The American Rescue Plan Act (ARPA) of 2021! New Family First Coronavirus Response Act (FFCRA) is Back! How Will this Version Impact the Workplace?
Margie Faulk is a senior-level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
area of expertise includes Criminal Background Screening Policies and
Testing, I-9 document correction and storage compliance, Immigration
Compliance, employee handbook development, policy development, sexual
harassment investigations/certified training, internal investigations
for all employee relations issue, volatile termination compliance, labor
poster compliance, monitoring US-based federal, state and local
regulations, employee relations issues, HR management, compliance
consulting, internal/external audits, and performance management. Margie
is a speaker and accomplished trainer and has created and presented
compliance seminars/webinars for US and International organizations.
Margie offers compliance training to HR professionals, business owners,
and leadership to ensure compliance with workplace and regulations.
holds professional human resources certification (PHR) from the HR
Certification Institution (HRCI) and SHRM-CP certification from the
Society for Human Resources Management. Margie is a member of the
Society of Corporate Compliance & Ethics (SCCE).
On March 11, 2021, President Biden signed H.R. 1319, the American Rescue Plan Act of 2021, which extends tax credits for private employers with 499 or fewer U.S. employees that voluntarily decide to provide emergency paid sick and/or family leave according to the otherwise-expired standards in the Families First Coronavirus Response Act’s (FFCRA) Emergency Paid Sick Leave Act (EPSLA) and Emergency Family Medical Leave Expansion Act (EFMLEA).
Employers need to prepare for how this version will impact their company and employees when it comes to providing sick leave and emergency paid leave. Learn how this new FFCRA should be implemented to avoid discriminatory Practiced when providing paid leave, testing for COVID-19, and having vaccination programs.
- What are the specific requirements under the new FFCRA?
- What is the effective and expiration date of this new FFCRA?
- What are the requirements that impact the paid sick leave
- What are the Reasons Employees Can Use Paid Sick or Family Leave
- Eliminating Initial Unpaid Period of Emergency Family Leave
- Employers who provide the paid leave will get tax credits
- Can employees who are eligible get paid sick leave when they get vaccinated?
- How can Employers mitigate the new FFCRA and communicate guidelines effectively to employees?
- Can employers provide EPSL but not EFML?
- How will the new FFCRA integrate or conflict with the DOL Family Medical Leave Act (FMLA)
Course Level - Intermediate
Who Should Attend
- All Employers with less than 500 employees
- Business Owners with less than 500 employees
- Company Leadership
- Compliance professionals
- Payroll Administrators
- HR Professionals
- Leave Administrators
- Employers in all industries
- Small Business Owners
- Company Leadership
Why Should You Attend
The new H.R. 1319 regulation has different components that are pertinent to the workplace. Learn how proper implementation will avoid violations. It is critical to know what components have continued, eliminated and new requirements to be able to communicate with employees effectively to provide a safe workplace.