Tax Credit Extensions. PolicyNet/Instructions Updates/EM-20014 REV 8: Effect of COVID-19 The expiration of the continuous coverage requirement authorized by the Families First Coronavirus Response Act (FFCRA) presents the single largest health coverage transition event since the first open enrollment period of the Affordable Care Act. 110 hrs Employers will not be able to prohibit disclosure of claims based on any characteristic protected under the California Fair Employment and Housing Act (FEHA). The covered employee has been advised by a health care provider to isolate or quarantine due to COVID-19 or is caring for a family member who has been advised by a health care provider to isolate or quarantine. The program is available until April 1, 2022, or until the $75 million fund is depleted (the "Fund"). Note that the American Rescue Plan Act of 2021 (ARP), enacted March 11, 2021, amended and extended the tax credits (and the availability of advance payments of the tax credits) for paid sick and family leave for wages paid with respect to the period beginning April 1, 2021, and ending on September 30, 2021. The bill specifically authorizes wages, gratuities, benefits, or other compensation that are the subject of a prosecution under these provisions to be recovered as restitution in accordance with existing provisions of law. It was signed April 16, 2021, effective immediately, retroactive to January 1, 2021 (thereby requiring back payments). 2.) Exempt employees: paid at the same rate as other paid leave, When employee loses wages due to inability to work because of need for family care/bonding; employee must have earned at least $300 from which State Disability Insurance (SDI) Although the employee eligibility requirements sound complicated a close look evidences just about anyone in the industry can qualify if: Concerned that several laid-off qualified employees would be competing for one position, lawmakers went to great lengths to provide for enforcement, including imposing onerous record-keeping requirements and strict penalties on employers who do not give laid-off applicants preference over other applicants (civil penalties of $100 plus liquidated damages of $500 per employee per day).

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