With the CARES Act being signed into law last week, one could mistakenly look past the requirements contained in the Families First Coronavirus Relief Act (FFCRA) passed and signed into law the previous week, but you do not want to do that! The FFCRA became effective on Wednesday of this week, April 1, and mandates that employers of fewer than 500 employees provide each worker with 80 hours of paid sick leave through December 31, 2020 for instances where the employee cannot work due to a government quarantine order; is being treated for COVID-19 or displays symptoms of COVID-19. In each of these instances, the employee is entitled to full paid sick leave up to 80 hours. This paid leave in each of these instances is capped at $511/day and $5,110 total. In the event the employee is absent from work to care for an individual under a government quarantine order; care for a child whose school or place of care is closed due to COVID-19 or is experiencing any other substantially similar condition, that employee is entitled to compensation up to 2/3 of their regular pay (capped at $200/day). In addition, the law also makes emergency changes to the Family Medical Leave Act (EFMLA) for the balance of this year and as a result, an employee who takes leave to care for their child because the child’s school of day care is closed may take that time off under EFMLA and be paid 2/3 of their regular pay and their job is protected until they return to work. The first 10 days of EFMLA may be unpaid after which, the employee is entitled to 2/3 of their regular pay up to $200/day and $10,000 in the aggregate. The Department of Labor Wage & Hour Division released an expanded guidance on the paid sick leave and EFMLA provisions of the FFCRA earlier this week.