In December of 2020, Christopher Greeley represented a local contractor who was a full-time salaried employee of a builder/developer and who was improperly denied his pay after he developed flu-like symptoms, left work, received a positive Covid-19 test, and then remained out of work due to quarantine protocols. The employer did not wish to pay the client contractor until he returned to work.
Under the Families First Coronavirus Response Act (FFCRA), which was in force and effect until December 31, 2020, many businesses with fewer than 500 employees were obligated to provide up to 80 hours of paid-sick-leave benefits if an employee required leave to comply with a self-quarantine order or care for their own or someone else’s coronavirus-related issues. The act also provided emergency paid family leave for parents who were unable to work because their children’s schools or child-care services are closed due to the pandemic.
Chris has maintained an (unrestricted) Massachusetts Construction Supervisor’s license for nearly 20 years, and handles a wide variety of construction-related matters. Chris amicably negotiated the dispute between his client contractor and his employer, and the matter resolved short of litigation with 100% of the client contractor’s back pay provided immediately.
These are uncertain times, and the laws are frequently changing. Should you find yourself in a similar situation, it is important to determine your rights and act promptly. The U.S. Department of Labor’s Wage and Hour Division provides guidance for workers and employees. The December 31, 2020 press release concerning the expiration of the FFCRA leave requirements can be viewed through the following link: