HR Compliance / Legislation Updates

Update on the End of the COVID-19 National Emergency and Public Health Emergency

Read Time: 5 Minutes

In January 2023, the Biden administration announced its intent to end the COVID-19 national emergency and the COVID-19 public health emergency effective May 11, 2023, directly impacting the coverage of certain COVID-19 services as well as the timeframes for participants for certain health plan-related deadlines, such as special enrollment, COBRA election, COBRA premium payments, and claims and appeals filings. However, on Monday, April 10, 2023, President Biden signed Congress’s jointly introduced H.J Res. 7 into law, ending the COVID-19 national emergency immediately instead of on May 11, 2023, as previously announced.

The Department of Labor (DOL) has unofficially signaled that its previous guidance issued on March 29, 2023, stands, including guidance that the Outbreak Period will end on July 10, 2023.

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WEBINAR:

Navigate Your Way Through FMLA

Tuesday, June 13, 2023
2:00PM EST

Attend this month's webinar to learn how to recognize if you are a covered employer, which employees are eligible, and qualifying reasons for Family and Medical Leave (FMLA).

Gain insights into:

Regulations surrounding mental health and substance abuse leave
Managing benefits during FMLA leave
Coordination with disability insurance and workers' compensation

Be able to answer these questions:

What are an your obligations when an employee submits a resignation or fails to return to work while on FMLA leave?
What guidelines must you follow when an employee submits a vague or incomplete FMLA certification?
Can an employee work another job ("moonlight") while on FMLA leave?

Compliance Question of the Week

Q: How do we know if we’re required to provide FMLA for our employees?

A: The Family and Medical Leave Act (FMLA) provides covered employees job-protected, unpaid leave for family or medical related reasons, such as to care for a sick family member or the birth or adoption of a child. Private sector employers that have 50 or more employees for at least 20 workweeks (does not have to be consecutive) in the current or preceding calendar year are required to provide FMLA to eligible employees.