DOL seeking input on Families First Coronavirus Response Act

What type of documentation can employers request for employees under this act?

As a Designated Disaster Service Worker per California Government Code, section 3100-2109 I have requested that testing for Cov-19 be conducted at our work site. As of today, it is not being done. Should not this be a standard protocol for Transit Operators and Supervisors here in Los Angeles?

We just need more assistance in the definition of "emergency responder". I work HR for a fire department and we would classify our firefighters as emergency responders. If w were not to exclude them, fear is that many would take off to stay home with the children that are out of school and now we would no longer have a fire department.

How would it work for a small company with under the 50 people limit you say, that has people who can still work but a single person within the company that can't because of children out of school and no available daycare? I understand it's a small business so to speak, but isn't a parents care for children important too regardless of business size?

The law should consider a lower age requirement for the children leave option. agee should be lowered from 18 to either 16 or 15. A child who is 16 or 17 should be able stay home independently. My employer provides essential services (daily commuter transportation). The law basically allows essential employees to stay home with their high school junior/senior child. I think the child provision is critical, but not sure it was meant for parents to stay home with a child who will reach adulthood within 1 or 2 years.

Exemptions to the law which states that essential personnel are not covered by provisions of the FFCRA violates every effort that we as a nation are doing to flatten the curve. It simply means that if an employee has been ordered to self-quarantine or going to be admitted for COVID-19 related issues, he or she will not be able to obtain paid leave under this law. He or she will have no choice but to report to work to provide for their respective families despite being advised by healthcare providers to self-quarantine. There are a lot of wrongs in this scenario: 1) the spread of the virus won't be contained. They will continue to expose vulnerable people to this virus 2) The provisions violate CDC guidelines to contain the disease 3) It violates the the right to work in just and favorable conditions; the right to social protection, to an adequate standard of living and to the highest attainable standards of physical and mental well-being; 4) this law will not benefit, almost 80% of the total workforce that are also taxpayers and voters, 80% who will not benefit from this law. Proponents or business owners who asked for the exemption are afraid that if these essential employees are not exempted, everyone will claim and not report to work. Haven't you thought about who's going to run your business and drive the economy and deliver essential services if that 80% ended up being positive and worse, dead? I am leaving this here for everyone to think about. I am going to remain anonymous as I am considered an essential employee facing death in the eye on a day to day basis. As a taxpayer and an essential personnel, I am dismayed and disrespected by the provisions of the exemptions of this law. Good luck to all of you if you lose your essential personnel to the virus. If we survive this, as a voter, good luck to all those who voted for this law and did not consider the plight of your essential employees.