Families First Coronavirus Response Act

Infor Response Announced April 1st, 2020

On March 18th, the President signed into law the Families First Coronavirus Response Act (FFCRA). The FFCRA seeks to assist employees impacted by COVID-19 and generally applies to certain public employers and private employers with fewer than 500 employees.

On March 24th, The U.S. Department of Labor’s Wage and Hour Division (WHD) published initial guidance on the federal FFCRA. This critial notification, as posted by Infor, provides information on Infor’s evaluation of these guidelines and sugggested actions for customers.

Solution & Recommended Next Steps

After assessing certain portions of the legislation and evaluating specific Infor HCM applications which might be utilized in assisting employers in complying with the FFCRA, Infor has come to the conclustion that the following applications might be useful in assisting employers in complying with the FFCRA. The following applications are included:

  • Infor Global Human Resources (GHR)
  • Infor Workforce Management (WFM)
  • Infor Human Resources Management Payroll (HRM)

We are working with customers to take the recommended following actions:

  • Review existing paid sick leave plans to confirm whether the current configuration supports the ability to administer and report benefits paid to eligible employees under FFCRA. This should include:
    • Plans for full-time and part-time employees.
    • Paid leave benefits under the FFCRA, and other paid sick leave plans an organization may already provide.
    • If new plans are created to address the FFCRA, customers should consider how to manage the termination of such plans at the expiration of the FFCRA, which is currently expected December 31, 2020.
    • Evaluate whether additional leave types and new allotment plans are required to pay at 2/3 the regular rate.
  • Review existing Family and Medical Leave Act (FMLA) plans to confirm whether the current configuration supports the ability to administer and report benefits paid to eligible employees under the FFCRA.
  • Confirm the unpaid and paid sick leave administered to employees can be tracked with the effective dated timelines under FFCRA.
  • Evaluate the average hours of calculation provided for the Affordable Care Act (ACA) in benefits to identify hourly limits for part-time employees.

Need Support?

As you are navigating through all of these changes – if you have any questions or are seeking immediate assistance, please contact your ClearSky Account Executive directly or reach out to us at info@clearskyerp.com any time.

We understand your need to focus on employee and customer safety, so our team is here to assist you through the COVID-19 Pandemic in any way that we can so you can continue to focus on your business.

ClearSky's FFCRA Workshop

Our team of HCM experts have put together a workshop that will walk you through addresing:

  • Absence Management Plan(s) and components for tracking
  • New Pay Codes
  • Health and Safety components for tracking
  • Reporting tools and tricks for tracking and reimbursement

Click Here to Learn More!