Families First Coronavirus Response Act (FFCRA) Poster
Read detailed information about the FFCRA in the pdf linked here.
Families First Coronavirus Response Act (FFCRA) Request Form
Find the FFCRA Request Form in the pdf linked here.
Families First Coronavirus Response Act (FFCRA) Frequently Asked Questions:
Is FFCRA available to help supplement the days I will be out caring for my children due to closed schools and day cares?
Yes, FFCRA can be used for school and childcare closures under qualifying reason #5, limited to 12 weeks (equivalent to 480 hours), with your certification via FFCRA Request Form. FTS requires you to use FFCRA in full hour increments. FTS will allow you to use the hours intermittently, but no more than 8 hours in a day and up to 40 hours in a week. You cannot claim FFCRA and IBA for the same hour, but you can use a combination of both in the same day, i.e., you can use 4 hours of IBA and 4 hours of FFCRA in the same day.
FFCRA rates related to childcare are at the lesser of 2/3 of pay or a max of $200/day. You do not earn FTS IBA leave or 401k on FFCRA compensation.
Please see the FFCRA poster and FFCRA request form from the Department of Labor at the top of this page.
If I use FFCRA, is my FTS employee status still considered full-time?
Yes, FFCRA is protected leave which will keep you in a full-time status.
What restrictions are in place for part-time employees (benefit reductions)?
If you are using FFCRA to supplement accountable hours, your medical, dental, life insurance, short-term disability, and long-term disability benefits remain in force, i.e., you remain in a full-time employment category.
If you request to change your status from full-time to part-time, we will work with you and the customer to determine if this is a viable option. If you decide to change to a part-time status, an explanation of our different part-time employment categories and related benefits is linked here.
Are part-time employees still allowed to flex hours over the month?
If an employee is part-time salaried (at .5 FTE or .75 FTE), he/she is responsible for meeting the appropriate accountable hours each month.
If an employee is intermittent, he/she only records hours worked and is not eligible for IBA paid leave.
Can I use my IBA in combination with FFCRA to supplement lost income?
You can use a combination of FFCRA and IBA hours in the same month, but not for the same hours. You can also take an IBA conversion with any payroll as long as your balance can support it.
Is it possible to use my IBA to “make up” time to remain at a full-time status, then transition to part-time when my IBA balance gets too low to sustain the burn rate?
Send your questions to COVID-19_Questions@fts-intl.com and our corporate staff will get back to you as quickly as possible.