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DOL: Post New Coronavirus Act Notice in Workplace

Published on

March 26, 2020

The U.S. Department of Labor has released the notice that companies must post in the workplace to inform employees of their rights under certain portions of the Families First Coronavirus Response Act.

You can download a copy of the notice here.

Here is the department’s responses to a few frequently asked questions:

  • Each covered employer must post a notice of the newly signed act’s requirements in a conspicuous place on its premises. An employer may satisfy this requirement by emailing or direct mailing this notice to employees, or posting this notice on an employee information website. The website can be for internal or external use.
  • All employers covered by the paid sick leave and expanded family and medical leave provisions of the act are required to post this notice. That requirement includes certain public sector employers with one or more employees and private sector employers with fewer than 500 employees.
  • If your company recently furloughed or temporarily laid off employees, your company does not need to provide those employees with this notice.
  • If all of your employees regularly visit the lunchroom, then you can post all required notices there. If not, then you can post the notices in the break rooms on each floor or in another location where they easily can be seen by employees on each floor.
  • If your company has employees reporting directly to work in several different buildings, you must post all required federal notices in each building, even if the buildings are located in the same general vicinity such as an industrial park or a campus.


If you have any questions on this new requirement, please contact me or any member of the Barley Snyder Employment Practice Group.

DISCLAIMER: As we face an unprecedented time of legal and business uncertainty, we are working to provide updates on the status of important legal news related to COVID-19. It is important to note that the situation is changing rapidly and the information provided in our alerts is not intended to create an attorney-client relationship. The information contained in our alerts is for general informational purposes only and should not be construed as legal advice or a substitute for legal counsel. If you have questions about your legal situation or about how to apply information contained in this alert to your situation or about how any other information found on our website may affect your business, you should reach out to one of our attorneys. We assume no responsibility for the accuracy or timeliness of any information provided herein or by any linked site. As information changes rapidly, users are strongly advised to verify any information before relying upon it.


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