re: Wow---what do you think this will mean for small employers that try to stay open?

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Now they can stay home, get paid for 12 weeks and I have to give them their job back.

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I thought the paid part was 2/3's for up to 30 days under FMLA... FMLA is usually calendar days...

Also, guess you throw in two week paid sick leave and you get to six weeks...

But, and this is probably a sign of the end times, but I am agreeing with you for once...

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Wow---what do you think this will mean for small employers that try to stay open? by I B Freemanquote:

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Should have thought of that before you started shilling for China

Employers would also be eligible for separate assistance under the proposed stimulus package, yeah no? If so, I'd assume specifically to recoup some or all of the referenced surprise business expenses/wages?

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Why in the hell is this only applied to small businesses?!

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They are the ones most likely to NOT do those things on their own would be my guess.

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Why in the hell is this only applied to small businesses?!

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These fricks have never been a fan of small business... We are talking about Pelosi and her gang drafting this...

This is a perfect example of how politicians aren't business people and how out of touch they are with small businesses.

Being in the restaurant business, I am thinking I will follow Landry's lead and lay everyone off unless they include some sort of payroll tax credit. I had planned to pay all employees(around 100) 2-3 weeks if the government shut us down, but now with them holding 12 weeks over me, they can collect unemployment benefits. I may loss a couple good employees if they can find something else during all this BS, but the rest are replaceable.

I am a small employer. Smallest of the small. I grew slowly as I could afford it. Most of what I have is paid for. I never had an inclination to get bigger than my britches. Our House, is a good home, not a showplace, we don't have luxury cars. We're going to be OK.

Good questions, and there's just no way to accurately predict many of the relevant factors. For one, I'd like to think that not all employees would suck up every drop of the allowance(s) available. After all, they do still need a job once all's said and done. If they like their job, they'll refrain from falling into bad graces with their employer. If they are the type to suck it til it's dry, probably needed to be gone anyway.

Fine, whichever employees go out on the lamb, keep them on the payroll but not on the schedule. Hire the same number new employees that would fill the schedule. If the "problem" employee(s) do return to work, they will still be employed but at the mercy of the schedule and whatever may be available.