Speaker: Sushma Tripathi VP Workforce Strategy and Compliance ADP
BIO: Sushma Tripathi serves as Vice President, Workforce Strategy and Compliance in ADP’s Strategic Advisory Services group, and is responsible for actively working with clients to help them develop and execute their workforce strategies. Her experience cuts across many industries, spanning from large multinationals to national organizations pursuing global growth. ADP’s Strategic Advisory Services is a team of experts that helps clients develop and execute highly effective Human Capital Management (HCM) strategies in the areas of compliance, benefits, payroll, data analytics, service delivery, workforce management, talent management as well as communications and change management. Sushma brings more than 20 years of experience in leadership, operations and product management in workforce management, payroll, compensation and benefits strategy, compliance, and administration in the fast-paced, high-growth, outsourcing and insurance markets. She is a recognized authority and a noted speaker at industry conferences and events, a frequent contributor to ADP blogs and widely published in news outlets, including SHRM, Employee Benefits News, HR Daily Advisor, HRO Today, Forbes, CFO Magazine, and CPA Practice Advisor. Before joining Strategic Advisory Services, Sushma served as VP of Total Absence Management at ADP where she had P&L ownership and oversaw all facets of the business, including implementation, client service and operations. She joined ADP in 2012 through the acquisition of SHPS Human Resource Solutions, At SHPS she served as SVP, Product Management, where she was instrumental in enhancing both the client and participant experience. Prior to joining SHPS|Carewise Health, she served as a Director, Product Development and Management for Cigna, as well as various positions in benefits administration at Independence Blue Cross and Strawbridge & Clothier. Sushma has a Master of Business Administration degree from Drexel University with dual majors in finance and human resources management.
Virtual Capital Summit next week April 22-24 $500.00 for National APA members can earn up to 10.5 RCHs
APA Congress will offer Congress Xstream in place of the normal Congress meeting for this year. This will be June 2-5 cost for National APA members is $1,515.00 Can earn up to 36.5 RCHs
Questions and Answers:
For clarification on the FMLA eligibility.... if we have someone who has had FMLA previously for having a baby, we would deduct the amount of FMLA from this new FMLA for the number of weeks they are eligible for? Actually, I use ADP and wondering if this information is on The Bridge in ADP.
Per the Regulations, an Eligible Employee is entitled to take up to twelve workweeks of Expanded Family and Medical Leave during the period April 1, 2020 through December 31, 2020. Any time period of Expanded Family and Medical Leave that an Eligible Employee takes counts towards the twelve workweeks of FMLA leave to which the Eligible Employee is entitled for any qualifying reason in a twelve-month period
Does the FFCRA establish Paid sick leave through 12-31-2020 that is unrelated to Covid-19?
The FFCRA’s paid leave provisions are effective on April 1, 2020, and apply to leave taken between April 1, 2020, and December 31, 2020. The Emergency Paid Sick Leave Act (EPSLA) only applies to the COVID-19 related scenarios. It the absence is not related to COVID-19, it does not qualify under EPSLA. The EPSLA requires Eligible Employers to provide employees with paid sick leave if the employee is unable to work (including telework) due to any of the following:
the employee is under a Federal, State, or local quarantine or isolation order related to COVID-19;
the employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19;
the employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis;
the employee is caring for an individual who is subject to a Federal, State, or local quarantine or isolation order related to COVID-19, or has been advised by a health care provider to self-quarantine due to concerns related to COVID-19;
the employee is caring for the child of such employee if the school or place of care of the child has been closed, or the child care provider of such child is unavailable, due to COVID–19 precautions;
the employee is experiencing any other substantially similar condition specified by the U.S. Department of Health and Human Services.
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