Late on Monday, March 16, 2020, the U.S. House of Representatives modified H.R. 6201, Families First Coronavirus Response Act, and substantially narrowed the employer leave requirements under Division C – Emergency Family and Medical Leave Expansion Act and Division E – Emergency Paid Sick Leave Act. As of the time of this Alert, H.R. 6201 has not been taken for consideration by the Senate. This GT Alert summarizes the major changes from the previous version as well as the new features of the Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act.

Read the full GT Alert, House Modifications to H.R. 6201, Families First Coronavirus Response Act.

Tags: Emergency Family and Medical Leave Expansion Act, Emergency Paid Sick Leave Act, employees, employers, Greenberg Traurig, GT Insight, paid sick leave
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Photo of Jill A. Dougherty Jill A. Dougherty

Jill A. Dougherty has over 35 years of experience as an employment law attorney and litigator. She counsels and assists employers with labor and employment law compliance and helps them prevent claims of discrimination, harassment, and retaliation. She focuses on workplace investigations, wage…

Jill A. Dougherty has over 35 years of experience as an employment law attorney and litigator. She counsels and assists employers with labor and employment law compliance and helps them prevent claims of discrimination, harassment, and retaliation. She focuses on workplace investigations, wage and hour and other compliance audits, and creating and developing policies, best practices, and training.

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Photo of Jon Zimring Jon Zimring

Jon Zimring is Co-Chair of the firm’s Labor & Employment Practice’s Workforce Compliance & Regulatory Enforcement group. He practices management-side labor and employment law, representing clients before both the courts and administrative agencies, including the U.S. Department of Labor (DOL), the Office of…

Jon Zimring is Co-Chair of the firm’s Labor & Employment Practice’s Workforce Compliance & Regulatory Enforcement group. He practices management-side labor and employment law, representing clients before both the courts and administrative agencies, including the U.S. Department of Labor (DOL), the Office of Federal Contract Compliance Programs (OFCCP), the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC), numerous state and local counterparts to these agencies, and additional other federal, state, and local agencies that investigate, audit compliance with, and enforce labor and employment laws. Drawing on this experience, he also has an active practice assisting employers with prevention through proactive audits, compensation analyses, investigations and consultation, and the development of policies, procedures, systems and training. Jon’s practice includes the representation of employers through virtually all workplace issues, including traditional labor relations with unions, affirmative action compliance, wage and hour, leave and disability, and all forms of discrimination, harassment, and retaliation.

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