• GOVERNOR’S EXECUTIVE ORDER –  WORKPLACE SAFETY
  • SAFE WORKPLACE RULES FOR ESSENTIAL EMPLOYEES
  • NEW TRAVEL EXECUTIVE ORDER JULY 22, 2020

Travel Advisory information for employers

New OSHA COVID-19 Guidelines for Employers

Newest Connecticut Safe Workplace Rules for Essential Employers

CBIA Latest Updates on Coronavirus Pandemic

Link to DECD

Q: What records do I need to keep when my employee takes paid sick leave or expanded family and medical leave?

A: If one of your employees takes paid sick leave under the Emergency Paid Sick Leave Act, you must require your employee to provide you with appropriate documentation in support of the reason for the leave, including: the employee’s name, qualifying reason for requesting leave, statement that the employee is unable to work, including telework, for that reason, and the date(s) for which leave is requested.

Documentation of the reason for the leave will also be necessary, such as the source of any quarantine or isolation order, or the name of the healthcare provider who has advised you to self-quarantine.

For example, this documentation may include a copy of the federal, state or local quarantine or isolation order related to COVID-19 applicable to the employee or written documentation by a healthcare provider advising the employee to self-quarantine due to concerns related to COVID-19.

If you intend to claim a tax credit under the FFCRA for your payment of the sick leave wages, you should retain this documentation in your records.

You should consult Internal Revenue Service applicable forms, instructions, and information for the procedures that must be followed to claim a tax credit, including any needed substantiation to be retained to support the credit.

If one of your employees takes expanded family and medical leave to care for his or her child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19, under the Emergency Family and Medical Leave Expansion Act, you must require your employee to provide you with appropriate documentation in support of such leave, just as you would for conventional FMLA leave requests.

For example, this could include a notice that has been posted on a government, school, or day care website, or published in a newspaper, or an email from an employee or official of the school, place of care, or child care provider.

This requirement also applies when the first two weeks of unpaid leave run concurrently with paid sick leave taken for the same reason.

If you intend to claim a tax credit under the FFCRA for the expanded family and medical leave, you should retain this documentation in your records.

You should consult IRS applicable forms, instructions, and information for the procedures that must be followed to claim a tax credit, including any needed substantiation to be retained to support the credit.

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