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Are you considering revising your paid time off policy?

Paid time off policies are typically drafted with the most common circumstances in mind. While this makes sense given that employers can’t anticipate all situations that might arise, it makes it difficult to adhere to your policy when circumstances become unusual and are not addressed in your policy. Employers who have generally felt comfortable with the terms and administration of their paid time off policies may be evaluating them in light of the current circumstances. If you found it difficult to comply with your policy or if your policy was silent as to how to handle these recent events, consider whether your policy might need some attention. 

Don’t forget to stretch: Workplace flexibility will keep your organization running during and after COVID-19

As a result of the pandemic, when many businesses had to choose between remote work or no work at all, many employers were forced to implement flexible work options to allow their employees to continue working while complying with stay at home orders and juggling family care issues. With some states loosening restrictions and other states still requiring many employees to work from home when possible, employers should be considering how to best use flexible work options to maximize employee performance, increase workplace satisfaction, decrease turnover, and save the organization money.

Ain’t no cure for the summertime blues: FFCRA’s complex relationship with summer camps

COVID-19 continues to be an ongoing disruptor for many households’ normal routines. Several summer camps, including those that are just day camps, have already or are currently sending out notices that they are unable to be open for the summer due to concerns about social distancing and COVID-19. What this means is that the need for Families First Coronavirus Response Act (FFCRA) paid leave has not yet been exhausted, especially for those employees who may need to request such leave for the first time due to these cancellations. Here are some Q&As that may help employers navigate this new twist on the paid leave law. We’re going to start with the fundamentals, just in case this a new thing for some employers, and then move into summer camp-specific issues.