The COVID-19 pandemic is a challenging time for many families. If you employ a nanny, you may be wondering what to do with your caregiver. With new laws in effect that provide paid sick and family leave as well as expanded unemployment benefits to many employees, we’ll discuss what may apply to your nanny.
We are proud to lend support to the Nanny Relief Fund, a newly-launched nonprofit organization assisting in-home caregivers in their times of need. Many nannies are especially at risk during this health crisis as they may be overlooked by traditional labor protections such as paid leave and unemployment benefits.
The Department of Labor’s nonenforcement period for following paid leave requirements under the Families First Coronavirus Response Act has ended. Household employers need to comply with the law’s rules or face fines and other penalties.
The COVID-19 pandemic has brought us a new vocabulary with terms like quarantine, isolation, stay at home, and more now becoming part of our everyday language. Each of these terms has a specific – and often legal – meaning. However, they’re often interchanged, which can cause confusion. Here’s why it’s important to know the differences.
Employees who wish to take paid leave under the Families First Coronavirus Response Act must provide documentation. Download a request form to comply with this requirement.
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