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Davis Brown Employment and Labor Law Blog

Don't Forget to Document - March 31, 2020

While dealing with a crisis including supply chain issues, closures, and layoffs, it is easy to forget what documentation will be needed to help your business recover once the crisis is over. Federal legislation including the FFCRA and CARES Act make certain funds available to offset the cost of paid employee leave and for general business recovery.

Iowa Workforce Development

Employers are aware that under the Iowa Workforce Development COVID-19 plan, their job service accounts will not be charged for unemployment benefits paid due to COVID-19 job loss. However, employers should keep all notices of filed claims and check these carefully against job service statements to ensure that their job service accounts are not accidently charged.

Documentation for EFMLA or Sick Leave

For leave under the FFCRA, including EFMLA or sick leave, employers must get appropriate proof of the need for leave from employees in order to utilize tax credits or reimbursement. This proof includes:

  1. Quarantine or isolation orders
  2. Name and contact data for any healthcare provider used for certification
  3. Notice of any school or daycare closure
  4. Federal, state and local orders or proclamations regarding closures and quarantines.

With everything else going on right now, it may be difficult to prioritize paperwork and documentation, but a number of programs to help businesses depend on this documentation, so it is worth the time taken. Employers are encouraged to contact an attorney with any question about necessary documentation, retention policies, or other programs.

The Davis Brown Coronavirus/COVID-19 Legal Resources webpage can also answer many questions about the new guidelines coming out from the state and federal government.

Davis Brown Law Firm blogs, legal updates, and other content are for educational and informational purposes only. This is not legal advice and it does not create an attorney/client relationship between Davis Brown and readers. Each circumstance is different; readers should consult an attorney to understand how this content relates to their personal situation. You should not use Davis Brown blogs or content as a substitute for legal advice from a licensed attorney in your state. Reproduction of Davis Brown content without written consent is prohibited.