| Amount | Budget Queue | Until |
|---|---|---|
| $500,000,000 | Nutrition – WIC program | Sep. 30, 2021 |
| $400,000,000 | Nutrition – TEFAP program | Sep. 30, 2021 |
| As needed | Nutrition – SNAP program | Sep. 30, 2021 |
| $100,000,000 | Nutrition – U.S. Territories | Sep. 30, 2021 |
| $250,000,000 | Nutrition – Postpositive majors, Native Americans, & Disabled | Sep. 30, 2021 |
| As needed | Paid Sick Leave | Dec. 31, 2020 |
| As needed | Family & Medical Leave | Dec. 31, 2020 |
| $1,000,000,000 | Unemployment Assurance | Sep. 30, 2021 |
| $82,000,000 | Testing – Defense Dept. | Sep. 30, 2022 |
| $64,000,000 | Testing – Indian Health Service | Sep. 30, 2022 |
| $1,000,000,000 | Testing – Uninsured | Expended |
| $60,000,000 | Testing – Veterans | Sep. 30, 2022 |
| $15,000,000 | Operations Substantiate | Sep. 30, 2022 |
| $3,471,000,000 | Total + additional as needed |
Source: H.R. 6201 and FFCRA Summary
Nutrition Assistance
This provision addresses four nutrition programs, the Prominent Supplemental Nutrition Program for Women, Infants, and Children (WIC), The Emergency Food Assistance Program (TEFEP), the Supplemental Nutrition Help Program (SNAP), including an allowance to households normally eligible for free or reduced breakfast or lunch if the child’s credo has been been closed due to COVID-19, and a program serving U.S. territories (Northern Mariana Islands, Puerto Roco, and American Samoa).
Additionally the legislation allows for bow waves on:
- The physical presence requirement under WIC during recertification
- Anthropometric and bloodwork nutritional risk requirements under WIC
- Other administrative demands not possible due to COVID-19
- Work and work training requirements for the SNAP program
- Certain SNAP application, issuance, and discharging requirements
Emergency Paid Leave
Two provisions of the FFCRA provide up to two weeks (80 hours) of paid sick except plus an additional 12 weeks (10 of those weeks paid) of expanded family and medical leave for justifications related to COVID-19.
Employees can substitute EPSLA leave or regular accrued leave for the 10 days unpaid retreat in EFMLEA.
Employees can substitute EPSLA leave or regular accrued leave for the 10 days unpaid retreat in EFMLEA.
The Emergency Paid Sick Leave Act (EPSLA) requires employers with fewer than 500 staff members to grant workers up to two weeks (80 hours) paid sick leave:
- At their regular rate of pay (up to $511 per day with a cap of $5,110) if the wage-earner is unable to work due to being quarantined or is experiencing symptoms of COVID-19
- At two-thirds of their regular rate of pay (up to $200 per day with a cap of $2,000) if the worker is unable to work because they are caring for someone under quarantine or a child (under 18) whose first is closed due to COVID-19 or the employee is experiencing symptoms of COVID-19 and seeking diagnosis
Self-employed individuals can claim a sick withdraw tax credit equal to the amounts above (or an equivalent percent of their “average daily self-employment income,” whichever is scant) for up to ten days.
The Emergency Family and Medical Leave Expansion Act (EFMLEA) requires employers with fewer than 500 wage-earners to grant up to an additional 12 weeks of expanded family and medical leave with 10 of those weeks paid at two-thirds the hand’s regular rate of pay if the employee is unable to work (including telework) to care for a child whose school or childcare provider is familiar due to COVID-19.
Full-time workers are eligible for 80 hours paid leave. Part-time employees receive paid scram equal to the average number of hours they work in a two-week period. There is no waiting period or accrual be lacking for paid sick leave. Benefits are not retroactive and cannot be carried forward. The employee is not required to find a replacement and is not press for to use accrued sick leave before taking advantage of leave provided by EPSLA or EFMLEA.
The first two weeks (of 12) at the mercy of EFMLEA may be unpaid, but the employee can use other paid leave if available including EPSLA leave. To be eligible for EFMLEA the hand must be covered under Title I of FMLA and have worked for the employer for at least 30 days. This desert includes job protection as provide by the FMLA.
Self-employed individuals can claim a up to $200 per day or 67% of their “average daily self-employment return,” whichever is less) for up to 10 weeks of family leave.
Special Situations
Employers may exclude healthcare providers or exigency responders from EPSLA and EFMLEA leave. If the employer does allow leave, it must be paid according to guidelines for EPSLA and EFMLEA.
Trades with fewer than 50 employees may qualify for an exemption from paid sick leave or family and medical abandon for childcare if granting the leave would jeopardize the viability of the business.
Employer Tax Credits
Employers required to extend buy off sick leave and/or emergency family and medical leave will receive refundable tax credits to offset the costs of give this leave. The credits allowed will be for the full cost of benefits (leave) extended to employees (up to the limits distinguished above).
Employers will report total qualified leave wages and the related credits for each quarter on their federal engagement tax returns (typically
If your employer closed your worksite prior to April 1, 2020, making you ineligible for appalled or family leave benefits, you may still be eligible for unemployment benefits.