【美新社讯】美国新冠确诊病例激增，总统川普于3月18日签署了《家庭优先冠状病毒应急法案》 （HR 6201）。

Atkinson, Andelson, Loya, Ruud & Romo（简称AALRR专业法律公司在其官网上，发布了一则关于“《家庭优先冠状病毒应急法案》（HR 6201），公司雇主们需要知道哪些内容？”的文章，为公司雇主们解答疑惑。

2020年3月14日，美国众议院通过了《家庭优先冠状病毒应急法案》（HR 6201），旨在根据当前的新冠病毒大流行，向工人提供救济；2020年3月18日，美国参议院通过了该法案，并在当天获得美国总统的签署，该法案间将在2020年4月2日生效。

AALRR提醒民众，該法案的最終版本與原始草案有很大不同，因此需要注意以下几点：

*Covered Employers（受承保的公司）

HR 6201适用于雇员少于500人的私人公司。该法案的某些部分适用于某些公共机构和政府单位。

HR 6201 applies to private employers with fewer than 500 employees.  Portions of the bill apply to certain public agencies and government employers.

Emergency Family Medical Leave Act (FMLA) Expansion

家庭醫療休假法（FMLA）範圍擴大

HR 6201 provides for up to 12 weeks of paid FMLA leave for employees under the following circumstances:

HR 6201法案在以下情況下，為員工提供長達12周的帶薪家庭醫療休假：

1）Employees must have worked for the employer for at least 30 calendar days.

員工必須為公司工作至少30個日曆日。

2） Employers may exclude health care providers and emergency responders.

公司可能不會向衛生保健提供者和應急人員提供這一假期。

3） The first 10 days may be unpaid.

前10天假期可能沒有工資。

4） Employees may be permitted to use accrued paid time off (sick leave, vacation, etc.) during the first 10 days of leave, but may not be required to do so.

可以允許僱員在請假的前10天使用累積的帶薪休假（病假，休假等），但可能也不需要這樣做。

5） Leave may be used when an employee is unable to work (or telework) because the employee must care for a minor child whose school or child care provider is closed due to COVID-19.

如果員工因為必須照顧因疫情學校關閉或托兒服務不可用的未成年子女，而導致無法工作（或遠程辦公）時，可以使用休假。

6） Earlier versions of the bill made leave available for many more purposes.  It is important to note that the current bill only provides paid leave for school/child care closures.

較早版本的法案為更多目的提供了休假。重要的是要注意，當前的法案僅提供學校/兒童保育服務提供帶薪休假。

7） Emergency paid FMLA leave is only available for the purposes stated above.  Employees continue to be eligible for unpaid FMLA/CFRA leave according to the provisions of those statutes.

FMLA緊急帶薪假期僅可用於上述目的。根據這些法規的規定，員工繼續有資格獲得無薪FMLA / CFRA假期。

8） After the first 10 days, employees must be paid 2/3rds of their regular rate of pay for each day of leave taken, based on the number of hours the employee would otherwise be regularly scheduled to work.

在前10天假期之後，公司必須根據僱員被安排的正常工作小時數，為僱員每天休假的時間支付其正常工資的2/3倍。

9） Payment is capped at $200 per day and an aggregate of $10,000.

付款上限為每天$200，總計上限$10,000。

10） Employers will receive a payroll tax credit for paid leave provided to employees.

對於提供給員工的帶薪休假，公司將獲得工資稅抵免。

11） As with all FMLA leave, employees are entitled to restoration to their position upon conclusion of the leave. However, there is a limited exception to this provision for employers with fewer than 25 employees, if certain conditions are satisfied.

與所有家庭醫療休假一樣，員工有權在休完假後恢復其職位。但是，如果滿足某些條件，則該規定對於僱員少於25人的公司可以有一例外。

Public Health Emergency Paid Sick Leave

公共衛生緊急情況帶薪病假

HR 6201 also provides for Emergency Paid Sick Leave.Full-time employees must receive 80 hours of Emergency Paid Sick Leave. 

Part-time employees must receive a pro-rated amount equal to the number of hours the employee works, on average, over a two-week period.  
All employees are immediately eligible for Emergency Paid Sick Leave; there is no 30-day requirement.

HR 6201法案还提供紧急带薪病假。全职雇员必须获得80个小时的紧急带薪病假。兼职雇员必须按两周内平均工作的小时数得到按比例分配的金额。所有员工都有资格立即获得紧急带薪病假；并且没有至少工作满30天的要求。

Emergency Paid Sick Leave may be used in connection with specific circumstances related to COVID-19:

緊急帶薪病假可用於與COVID-19疫情相關的特定情況：

1）The employee is subject to a federal, State, or local quarantine or isolation order related to COVID-19.

員工受制於與COVID-19疫情相關的聯邦、州或當地隔離命令。

2） The employee is advised by a health care provider to self-quarantine due to concerns related to COVID-19.

考慮到COVID-19疫情，衛生保健提供者建議員工進行自我隔離。

3） The employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.

員工正出現COVID-19疫情的癥狀並正在尋求醫療診斷。

4） The employee is caring for an individual who is subject to an order as described in (1) or has been advised as described in (2), above.

員工正在照料要接受上述（1）所述命令或已根據上述（2）被建議隔離的個人。

5）The employee is caring for a son or daughter of such employee if the school or place of care of the son or daughter is closed, or the child care provider of such son or daughter is unavailable, due to COVID-19 precautions.

員工正在照顧由於疫情學校關閉或托兒服務不可用的子女。

6） The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor.

員工正在經歷其他基本相似的情況。

No certification or other documentation may be required in order to use Emergency Paid Sick Leave.

要使用“緊急帶薪病假”，可能不需要任何證明或其他文件。

Employees may not be required to utilize other accrued paid time off before providing Emergency Paid Sick Leave.

在提供緊急帶薪病假之前，公司可能不會要求員工利用其他應計的帶薪休假。

Employers must compensate employees for Emergency Paid Sick Leave at the greater of (a) their regular rate of pay, (b) the applicable minimum wage, for the uses described in (1) – (3), above.

公司必須按照上述（1）–（3）中所述的情況，以以下方式中的較高者賠償僱員的緊急帶薪病假：（a）他們的正常工資；（b）適用的最低工資。 

-- Payment is capped at $511 per day and an aggregate of $5,110 for the uses described in (1) – (3), above.

每天的付款上限為$511美元，而上述（1）–（3）中所述情況的付款總額上限為$5,110。

-- Employers must compensate employees for Emergency Paid Sick Leave at the greater of (a) 2/3 their regular rate of pay, (b) 2/3 the applicable minimum wage, for the uses described in (4) – (6), above.

對於上述（4）–（6）中所述的情況，公司必須按照以下方式中的較高者賠償僱員：（a）2/3的正常工資率，（b）2/3的適用最低工資。

-- Payment is capped at $200 per day and an aggregate of $2,000 for the uses described in (4) – (6), above

每天的付款上限為$200，並且上述（4）–（6）中所述情況的付款總額上限為$2,000。

-- Employers will receive a payroll tax credit for Emergency Paid Sick Leave provided to employees. 

對於提供給員工的緊急帶薪病假，公司將獲得工資稅抵免。

Employers will be required to post a notice informing employees of their rights to leave. The federal Department of Labor is required to prepare a model notice within seven (7) days of the bill’s passage.  AALRR will prepare a sample notice for clients.

公司將被要求發布通知告知僱員其休假的權利。聯邦勞工部必須在法案通過後七（7）天內準備一份示範通知。 AALRR將為客戶準備樣本通知。

Atkinson, Andelson, Loya, Ruud & Romo专业法律公司成立于35年前，由5位律师共同打造；时至今日，该公司在全加州拥有9个办公室超过180位专业律师。代表私人和公共部门的客户，业务重点在就业，劳工，建筑，教育，房地产，一般商业和商业诉讼，公司，税收，破产和移民领域。

（图文由Atkinson, Andelson, Loya, Ruud & Romo专业法律公司提供）