The FFCRA period begins on the first date of leave. You do not need to re-calculate for additional leaves under this Act (or for intermittent leaves). Note that Paid Leave requirements under FFCRA are lessened for a business with fewer than 50 employees.
If your employee receives no compensation in addition to their fixed salary or fixed hourly rate, you may use the hourly rate or an hourly-equivalent of that salary (for example, weekly salary divided by number of hours in an regular workweek) to calculate their average rate of pay.
Otherwise, for Exempt/Salaried Employees, if your employee works varying hours and/or receives other compensation (bonuses, commissions, etc.):
For Non-Exempt/Hourly Employees:
CALCULATION OF AVERAGE WORKWEEK/DAY FOR FFCRA PURPOSES
The goal of calculating the average workweek is to truly determine a “standard” number of hours. For that reason, any scheduled period even if the employee is out on a personal or other leave must be counted.
|Employee has same hours every week (no variation to schedule).||Use standard workweek schedule. (For emergency sick paid leave, cap leave hours paid at 80.)|
|Employee has recently had a reduction in hours or has a varied schedule and has worked for 6 months or more.||Calculate average hours over past 6 months:|
To determine the total number of hours worked in the period, include ALL hours (including leave, paid or unpaid, but excluding “off-season periods” where the employee did not work.)
For Emergency Paid Sick leave: Divide total hours by all CALENDAR days, then multiply by 14. Cap this amount at 80 hours.
For Emergency FML: Divide total hours by scheduled workdays in period to get average number of hours per workday.
Contact Pinnacle’s HR Department for further assistance at (210) 344-2088.