The Center for Health and Wellness Law, LLC

The Center for Health and Wellness Law, LLC is the “go-to” law firm for the health and wellness industries.  The Center provides legal advice, resources, trainings and advocacy to help the health and wellness industries operate in a compliant and optimal manner, which ultimately benefits patients and improves population health.  The Center is a boutique law firm that understands, appreciates and shares in the goals of the health and wellness industries and the professionals who work within them.

The Center for Health and Wellness Law, LLC Blogs

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A wellness professional recently asked a wide audience what the future of wellness will look like post-COVID19.  I responded that the overlap between occupational health and workplace wellness would increase.  The COVID-19 virus has without a doubt raised awareness and concern about germs and their spread.  Protecting workers from safety hazards, including germs, has been in the occupational health wheelhouse for a long time.  Employee sensitivity to germ exposure and the anxiety that can develop alongside such sensitivity has a direct, and heavy impact on employee wellbeing.  Articles abound discussing both the short-term and long-term impact this pandemic will have…
A wellness professional recently asked a wide audience what the future of wellness will look like post-COVID19.  I responded that the overlap between occupational health and workplace wellness would increase.  The COVID-19 virus has without a doubt raised awareness and concern about germs and their spread.  Protecting workers from safety hazards, including germs, has been in the occupational health wheelhouse for a long time.  Employee sensitivity to germ exposure and the anxiety that can develop alongside such sensitivity has a direct, and heavy impact on employee wellbeing.  Articles abound discussing both the short-term and long-term impact this pandemic will have…
The Families First Coronavirus Response Act (FFCRA) expanded paid sick leave, as well as paid family and medical leave for employees who are not working for various reasons related to the coronavirus.  The bill that was signed into law on March 18, 2020 is not as detailed as the subsequent guidance being issued by the Department of Labor and the Internal Revenue Service.  The details provided by DOL and the IRS for FFCRA have some surprising elements.  This blog post shares three of those surprises with you. The paid leave requirements do not take effect until April 1, 2020.…
The Families First Coronavirus Response Act (FFCRA) expanded paid sick leave, as well as paid family and medical leave for employees who are not working for various reasons related to the coronavirus.  The bill that was signed into law on March 18, 2020 is not as detailed as the subsequent guidance being issued by the Department of Labor and the Internal Revenue Service.  The details provided by DOL and the IRS for FFCRA have some surprising elements.  This blog post shares three of those surprises with you. The paid leave requirements do not take effect until April 1, 2020.…
A wellness professional recently asked a wide audience what the future of wellness will look like post-COVID19.  I responded that the overlap between occupational health and workplace wellness would increase.  The COVID-19 virus has without a doubt raised awareness and concern about germs and their spread.  Protecting workers from safety hazards, including germs, has been in the occupational health wheelhouse for a long time.  Employee sensitivity to germ exposure and the anxiety that can develop alongside such sensitivity has a direct, and heavy impact on employee wellbeing.  Articles abound discussing both the short-term and long-term impact this pandemic will have…
The Families First Coronavirus Response Act (FFCRA) expanded paid sick leave, as well as paid family and medical leave for employees who are not working for various reasons related to the coronavirus.  The bill that was signed into law on March 18, 2020 is not as detailed as the subsequent guidance being issued by the Department of Labor and the Internal Revenue Service.  The details provided by DOL and the IRS for FFCRA have some surprising elements.  This blog post shares three of those surprises with you. The paid leave requirements do not take effect until April 1, 2020.…
The Families First Coronavirus Response Act (FFCRA) expanded paid sick leave, as well as paid family and medical leave for employees who are not working for various reasons related to the coronavirus.  The bill that was signed into law on March 18, 2020 is not as detailed as the subsequent guidance being issued by the Department of Labor and the Internal Revenue Service.  The details provided by DOL and the IRS for FFCRA have some surprising elements.  This blog post shares three of those surprises with you. The paid leave requirements do not take effect until April 1, 2020.…
The Families First Coronavirus Response Act (FFCRA) expanded paid sick leave, as well as paid family and medical leave for employees who are not working for various reasons related to the coronavirus.  The bill that was signed into law on March 18, 2020 is not as detailed as the subsequent guidance being issued by the Department of Labor and the Internal Revenue Service.  The details provided by DOL and the IRS for FFCRA have some surprising elements.  This blog post shares three of those surprises with you. The paid leave requirements do not take effect until April 1, 2020.…
The Families First Coronavirus Response Act (FFCRA) expanded paid sick leave, as well as paid family and medical leave for employees who are not working for various reasons related to the coronavirus.  The bill that was signed into law on March 18, 2020 is not as detailed as the subsequent guidance being issued by the Department of Labor and the Internal Revenue Service.  The details provided by DOL and the IRS for FFCRA have some surprising elements.  This blog post shares three of those surprises with you. The paid leave requirements do not take effect until April 1, 2020.…
Thanks to Paul Fenaroli for putting together this quick summary of small business provisions in the CARES Act: Forgivable Loan (Paycheck Protection Program) Businesses with 500 employees or less are eligible for an SBA 7(a) deferred loan which provides funds to cover COVID-19 pandemic-related costs for the period of Feb. 15 – June 30.  Collateral and personal guarantee requirements are waived for PPP loans. Eligible Amounts The loan amount is tied to payroll costs incurred by the business, capped at $10M. How to apply You will be able to apply at local banks. The CARES Act relaxed standards for…
Thanks to Paul Fenaroli for putting together this quick summary of small business provisions in the CARES Act: Forgivable Loan (Paycheck Protection Program) Businesses with 500 employees or less are eligible for an SBA 7(a) deferred loan which provides funds to cover COVID-19 pandemic-related costs for the period of Feb. 15 – June 30.  Collateral and personal guarantee requirements are waived for PPP loans. Eligible Amounts The loan amount is tied to payroll costs incurred by the business, capped at $10M. How to apply You will be able to apply at local banks. The CARES Act relaxed standards for…
Thanks to Paul Fenaroli for putting together this quick summary of small business provisions in the CARES Act: Forgivable Loan (Paycheck Protection Program) Businesses with 500 employees or less are eligible for an SBA 7(a) deferred loan which provides funds to cover COVID-19 pandemic-related costs for the period of Feb. 15 – June 30.  Collateral and personal guarantee requirements are waived for PPP loans. Eligible Amounts The loan amount is tied to payroll costs incurred by the business, capped at $10M. How to apply You will be able to apply at local banks. The CARES Act relaxed standards for…
President Trump signed into law on Wednesday, March 18, 2020 the Families First Coronavirus Response Act (FFCRA).  The law has a number of provisions, but the two on which this blog post will focus are the amendments to the Family Medical Leave Act (FMLA) and the sick leave benefits.  In particular, this blog post will address how these two new provisions will impact smaller businesses, which I define as less than 50 employees.  To help make these new provisions easier to digest, I will tackle them in Frequently Asked Question format.  PLEASE NOTE:  The US Department of Labor will…