My HR Professionals is keeping our clients up-to-date with all of the changing regulations concerning COVID-19.  We will continue to keep up-to-date information on this page. Still we are available to answer questions via phone or email.  For our Human Resource Administration Service clients, this comes at no additional charge.

With FFCRA, CARES ACT and COVID-19 Relief Bill officially signed into law, our government and regulatory bodies have begun to issue further guidance. This guidance allows companies such as My HR Professionals know how to interpret the law's nuances. While there are many unanswered questions, we want to share information that we know at this time.

Updated: December 31, 2020

If you are not an HR client and would like to be, please visit:

My HR Professionals Covid-19 Response

H.R.133 COVID-19 Relief Bill
Signed into law December 27th, 2020

CDC (Centers for Disease Control and Prevention)
The links below are provided by the CDC and cover various topics that assist Employers with COVID-19.

Coronavirus Aid, Relief, and Economic Security Act  (CARES Act)
Your HR Professionals monitor and review the latest Coronavirus Aid, Response, and Economic Security Act “CARES Act.” This bill was signed into law by the President on March 27th. We will be analyzing the impact this will have on our clients and how to handle any required changes to the services we provide.

Critical Infrastructure Sectors
The U.S. Department of Homeland Security has identified 16 sectors. These sectors are assets, systems, and networks, whether physical or virtual, considered tremendously vital to the United States. Any incapacitation or destruction to these sectors would have a debilitating effect on security, national economic security, national public health or safety, or any combination. For more information about these sectors, follow the link below.

Families First Coronavirus Response Act

The Families First Coronavirus Response Act (FFCRA) expired 12/31/2020 as a requirement, but it became Optional for eligible employers through March 31, 2021. Highlights of the provision:

  • Effective January 1, 2021, eligible employers may continue to offer emergency paid sick leave, and expanded family leave (EPSL and EFMLA) voluntarily to their employees.
  • Employers who choose to continue to offer EPSL and EFMLA voluntarily must follow the current EPSL and EFMLA rules, including job protection.
  • For employers who choose to continue to offer this paid benefit, their employees, will not get a new balance of hours to use in 2021. Employees will only have available any unused balance remaining from 2020.

 Next Steps:

  • If an employer opts to continue to offer paid leave as enacted by the FFCRA, be mindful to apply it to all eligible employees.
  • If an employer decides to continue offering this paid leave, have eligible employees continue to complete the ‘Leave Submission Form’ found within our COVID-19 resource page- Upon receiving this form, your payroll processor will continue to confirm with you the approval of the leave prior to processing payroll and will notify you if there are no available hours to take in 2021.
  • If you have a time & attendance account with My HR Professionals, the EPSL and EFMLA paid time options will remain active and continue to track available hours. If you decide to discontinue offering this paid leave, please notify My HR Professionals to disable these options.

Last Updated: December 31, 2020

Paid Leave Notice
All employers covered by the paid sick leave and expanded family and medical leave provisions of the FFCRA (i.e., certain public sector employers and private sector employers with fewer than 500 employees) are required to post this  Paid Leave Notice by April 1st.

SBA Assistance
The U.S. Small Business Administration (SBA) is offering assistance in response to the COVID-19. Below are links giving more information about those assistance programs.