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My partner is taking it starting June 1. It’s real! She’s getting 2/3 pay for 12 weeks. Our company actually sent out an email about it when it passed, so it wasn’t a secret.
We are under 500, BUT we are part of Publicis Groupe, so apparently we still qualified even though technically we’re owned by an 80K-employee company. So if you are a small company owned by a behemoth, you may qualify!
Her nanny decided to quit and go back to school so she just had the nanny email a letter of resignation with end date and she gave that to HR. If that was enough, my guess is a closure letter from your daycare would be sufficient.
Also, want to amend because the commenter above reminded me - it’s only 10 weeks. My partner is taking an extra 2 weeks vacation tacked on, for a total of 12.
Oh wow! Didn’t even know about it!
Definitely look into it, my agency has more than 500 employees but is offering it anyways
My husband was actually just looking into it or something similar in California. He was told up to 10 weeks at two thirds his salary. That sounds pretty good
Where can I find more info on this? I’ve never heard of this.
https://www.dol.gov/agencies/whd/pandemic/ffcra-employee-paid-leave
I checked for an option for those of us at companies with more than 500 employees. FMLA does NOT cover if you’re caring for children that are not sick compared to FFCRA. FMLA puts the burden on employers to amend their policies and reminds that policies cannot discriminate. So those of us at larger orgs are kinda screwed unless you have an org that has revised the policy.
I work for an agency that’s a part of Publicis Groupe and chatted with HR today - they confirmed it was decided that no matter the size of the agency within the Groupe they are providing FFCRA to everyone within the Groupe whether they have under 500 employees or not!!
This is a great question. I’ve been wondering the same. It’s like the slipped it in there but didn’t really give any clarity on what it means probably in hopes that people don’t use it.
How does this impact you if you are expecting in a few months?
It sounds like it’s a better deal to do FFCRA than regular FMLA mat leave if you can. 2/3 pay vs 0
Anyone know if you’d be able to utilize this if you’re furloughed?