They are simply recommendations. Prepare well and take practice tests to get better. This whole process will help you with improving your ability to pace yourself during the test. As a result of feedback from the students and the examination board, the duration of the ACT test has actually changed for students with accessibility needs. Find the extended time schedule, as well as the schedule without extended time, below:. The College Board added this time extension to accommodate students with accessibility needs.
Other examples of accommodation include:. Accomodations, including time extensions for the test, require a request made upon registration for the test. Every individual has their own strengths and weaknesses. Some people might be better at math, while others are stronger in writing subjects.
Identify your strengths and weaknesses to prepare for the ACT test. Practice frequently with mock up tests, and notice how quickly you complete each section. In subsequent mock up tests, focus more on the areas that you are weakest in. This will help you perform better. To set your goals and plan your strategy ahead, check out what is a good ACT score? Before you show up to your test, you must make sure you have everything required.
It is vital that you carry all the required documents with you. Refer to the list above and check it twice before leaving for the test. Time management is vital for a high ACT score. Here are a few tips to help you manage your time effectively and ace your ACT. Your top objective is to attempt all questions. Answer the easy questions before spending more time on the difficult ones. Fast and accurate wins the race! Similarly, if you are prevented from teleworking your normal schedule of hours because you need to care for your child whose school or place of care is closed, or child care provider is unavailable, because of COVID related reasons, you and your employer may agree that you can take expanded family medical leave intermittently while teleworking.
You may take intermittent leave in any increment, provided that you and your employer agree. For example, if you agree on a minute increment, you could telework from PM to PM, take leave from PM to PM, and then return to teleworking. The Department encourages employers and employees to collaborate to achieve flexibility and meet mutual needs, and the Department is supportive of such voluntary arrangements that combine telework and intermittent leave.
It depends on why you are taking paid sick leave and whether your employer agrees. Unless you are teleworking, paid sick leave for qualifying reasons related to COVID must be taken in full-day increments. It cannot be taken intermittently if the leave is being taken because:.
Unless you are teleworking, once you begin taking paid sick leave for one or more of these qualifying reasons, you must continue to take paid sick leave each day until you either 1 use the full amount of paid sick leave or 2 no longer have a qualifying reason for taking paid sick leave.
If you no longer have a qualifying reason for taking paid sick leave before you exhaust your paid sick leave, you may take any remaining paid sick leave at a later time, until December 31, , if another qualifying reason occurs.
In contrast, if you and your employer agree, you may take paid sick leave intermittently if you are taking paid sick leave to care for your child whose school or place of care is closed, or whose child care provider is unavailable, because of COVID related reasons. This is because each day of closure or unavailability is a separate reason for leave, and thus you would not need to take leave for a single reason intermittently.
As such, you would not need employer permission to take leave on just the days of closure or unavailability. See FAQ 98 and However, you would still need to provide your employer with notice and documentation as soon as practicable. See FAQ The Department encourages employers and employees to collaborate to achieve maximum flexibility.
Therefore, if employers and employees agree to intermittent leave on less than a full work day for employees taking paid sick leave to care for their child whose school or place of care is closed, or child care provider is unavailable, because of COVIDrelated reasons, the Department is supportive of such voluntary arrangements.
Intermittent expanded family and medical leave should be permitted only when you and your employer agree upon such a schedule. As such, you would not need employer permission to take paid leave on just the days of closure or unavailability. The Department encourages employers and employees to collaborate to achieve flexibility. Therefore, if employers and employees agree to intermittent leave on a day-by-day basis, the Department supports such voluntary arrangements.
This is true whether your employer closes your worksite for lack of business or because it is required to close pursuant to a Federal, State, or local directive. You should contact your State workforce agency or State unemployment insurance office for specific questions about your eligibility.
It should be noted, however, that if your employer is paying you pursuant to a paid leave policy or State or local requirements, you are not eligible for unemployment insurance. This is true whether your employer closes your worksite for lack of business or because it was required to close pursuant to a Federal, State or local directive. If your employer closes while you are on paid sick leave or expanded family and medical leave, your employer must pay for any paid sick leave or expanded family and medical leave you used before the employer closed.
As of the date your employer closes your worksite, you are no longer entitled to paid sick leave or expanded family and medical leave, but you may be eligible for unemployment insurance benefits. This is true whether your employer closes your worksite for lack of business or because the employer was required to close pursuant to a Federal, State or local directive. If your employer furloughs you because it does not have enough work or business for you, you are not entitled to then take paid sick leave or expanded family and medical leave.
However, you may be eligible for unemployment insurance benefits. No, not while your worksite is closed. If your employer closes your worksite, even for a short period of time, you are not entitled to take paid sick leave or expanded family and medical leave.
This is true whether your employer closes your worksite for lack of business or because it was required to close pursuant to a Federal, State, or local directive. If your employer reopens and you resume work, you would then be eligible for paid sick leave or expanded family and medical leave as warranted.
If your employer reduces your work hours because it does not have work for you to perform, you may not use paid sick leave or expanded family and medical leave for the hours that you are no longer scheduled to work.
You may, however, take paid sick leave or expanded family and medical leave if a COVID qualifying reason prevents you from working your full schedule. If you do, the amount of leave to which you are entitled is computed based on your work schedule before it was reduced see Question 5. If your employer provides you paid sick leave or expanded family and medical leave, you are not eligible for unemployment insurance.
However, each State has its own unique set of rules; and DOL recently clarified additional flexibility to the States UIPL to extend partial unemployment benefits to workers whose hours or pay have been reduced. Therefore, individuals should contact their State workforce agency or State unemployment insurance office for specific questions about eligibility. If you are enrolled in family coverage, your employer must maintain coverage during your expanded family and medical leave. You generally must continue to make any normal contributions to the cost of your health coverage.
If you do not return to work at the end of your expanded family and medical leave, check with your employer to determine whether you are eligible to keep your health coverage on the same terms including contribution rates. COBRA, which generally applies to employers with 20 or more employees, allows you and your family to continue the same group health coverage at group rates.
Your share of that cost may be higher than what you were paying before but may be lower than what you would pay for private individual health insurance coverage. If your employer has fewer than 20 employees, you may be eligible to continue your health insurance under State laws that are similar to COBRA. If you elect to take paid sick leave, your employer must continue your health coverage.
During the first two weeks of unpaid expanded family and medical leave, you may not simultaneously take paid sick leave under the EPSLA and preexisting paid leave, unless your employer agrees to allow you to supplement the amount you receive from paid sick leave with your preexisting paid leave, up to your normal earnings.
This would likely include personal leave or paid time off, but not medical or sick leave if you are not ill. If you are required to take your existing leave concurrently with your remaining expanded family and medical leave, your employer must pay you the full amount to which you are entitled under your existing paid leave policy for the period of leave taken.
No, unless your employee agrees. You may not require your employee to use provided or accrued paid vacation, personal, medical, or sick leave before the paid sick leave.
You also may not require your employee to use such existing leave concurrently with the paid sick leave under the EPSLA. Note, however, that you are not entitled to a tax credit for any paid sick leave that is not required to be paid or exceeds the limits set forth under the EPSLA. You are free to amend your own policies to the extent consistent with applicable law.
After the first two workweeks usually 10 workdays of expanded family and medical leave under the EFMLEA, you may require that your employee take concurrently for the same hours expanded family and medical leave and existing leave that, under your policies, would be available to the employee in that circumstance. This would likely include personal leave or paid time off, but not medical or sick leave if your employee or a covered family member is not ill.
If you do so, you must pay your employee the full amount to which he or she is entitled under your existing paid leave policy for the period of leave taken. You may satisfy your obligations under the Emergency Family and Medical Leave Expansion Act by making contributions to a multiemployer fund, plan, or other program in accordance with your existing collective bargaining obligations.
Such a fund, plan, or other program must allow employees to secure or obtain their pay for the related leave they take under the Act. Alternatively, you may also choose to satisfy your obligations under the Act by other means, provided they are consistent with your bargaining obligations and collective bargaining agreement. You may satisfy your obligations under the Emergency Paid Sick Leave Act by making contributions to a multiemployer fund, plan, or other program in accordance with your existing collective bargaining obligations.
Both the Emergency Paid Sick Leave Act and the Emergency Family and Medical Leave Expansion Act provide that, consistent with its bargaining obligations and collective bargaining agreement, an employer may satisfy its legal obligations under both Acts by making appropriate contributions to such a fund, plan, or other program based on the paid leave owed to each employee. However, the employer may satisfy its obligations under both Acts by other means, provided they are consistent with its bargaining obligations and collective bargaining agreement.
Both of these new provisions use the employee definition as provided by the Fair Labor Standards Act, thus all of your U. However, if you employ a health care provider or an emergency responder you are not required to pay such employee paid sick leave or expanded family and medical leave on a case-by-case basis.
See Question 58 below. While your employee is eligible for paid sick leave regardless of length of employment, your employee must have been employed for 30 calendar days in order to qualify for expanded family and medical leave. For example, if your employee requests expanded family and medical leave on April 10, , he or she must have been your employee since March 11, Generally, if you employ fewer than employees you are a covered employer that must provide paid sick leave and expanded family and medical leave.
For additional information on the employee threshold, see Question 2. For additional information regarding this small business exemption, see Question 4 and Questions 58 and 59 below. Certain public employers are also covered under the Act and must provide paid sick leave and expanded family and medical leave. For additional information regarding coverage of public employers, see Questions below. If you believe that your employer is covered and is improperly refusing you paid sick leave under the Emergency Paid Sick Leave Act, the Department encourages you to raise and try to resolve your concerns with your employer.
Regardless of whether you discuss your concerns with your employer, if you believe your employer is improperly refusing you paid sick leave, you may call US-WAGE WHD is responsible for administering and enforcing these provisions. If you have questions or concerns, you can contact WHD by phone or visit www. Your call will be directed to the nearest WHD office for assistance to have your questions answered or to file a complaint.
In most cases, you can also file a lawsuit against your employer directly without contacting WHD. If you are a public sector employee, please see the answer to Question If you believe that your employer is covered and is improperly refusing you expanded family and medical leave or otherwise violating your rights under the Emergency Family and Medical Leave Expansion Act, the Department encourages you to raise and try to resolve your concerns with your employer.
Regardless whether you discuss your concerns with your employer, if you believe your employer is improperly refusing you expanded family and medical leave, you may call WHD at US-WAGE or visit www.
If your employer employs 50 or more employees, you also may file a lawsuit against your employer directly without contacting WHD. Generally, yes.
In light of Congressional direction to interpret requirements among the Acts consistently, WHD clarifies that the Acts require employers to provide the same or a nearly equivalent job to an employee who returns to work following leave. In most instances, you are entitled to be restored to the same or an equivalent position upon return from paid sick leave or expanded family and medical leave. Thus, your employer is prohibited from firing, disciplining, or otherwise discriminating against you because you take paid sick leave or expanded family and medical leave.
Nor can your employer fire, discipline, or otherwise discriminate against you because you filed any type of complaint or proceeding relating to these Acts, or have or intend to testify in any such proceeding.
However, you are not protected from employment actions, such as layoffs, that would have affected you regardless of whether you took leave. This means your employer can lay you off for legitimate business reasons, such as the closure of your worksite. Your employer must be able to demonstrate that you would have been laid off even if you had not taken leave.
If you are an eligible employee, you are entitled to paid sick leave under the Emergency Paid Sick Leave Act regardless of how much leave you have taken under the FMLA.
However, if your employer was covered by the FMLA prior to April 1, , your eligibility for expanded family and medical leave depends on how much leave you have already taken during the month period that your employer uses for FMLA leave. You may take a total of 12 workweeks for FMLA or expanded family and medical leave reasons during a month period.
If you have taken some, but not all, 12 workweeks of your leave under FMLA during the current month period determined by your employer , you may take the remaining portion of leave available. If you have already taken 12 workweeks of FMLA leave during this month period, you may not take additional expanded family and medical leave. For example, assume you are eligible for preexisting FMLA leave and took two weeks of such leave in January to undergo and recover from a surgical procedure.
You therefore have 10 weeks of FMLA leave remaining. Because expanded family and medical leave is a type of FMLA leave, you would be entitled to take up to 10 weeks of expanded family and medical leave, rather than 12 weeks.
And any expanded family and medical leave you take would count against your entitlement to preexisting FMLA leave. It depends. If you take some, but not all 12, workweeks of your expanded family and medical leave by December 31, , you may take the remaining portion of FMLA leave for a serious medical condition, as long as the total time taken does not exceed 12 workweeks in the month period.
Please note that expanded family and medical leave is available only until December 31, ; after that, you may only take FMLA leave. These four weeks count against your entitlement to 12 weeks of FMLA leave in a month period. If you are eligible for preexisting FMLA leave and need to take such leave in August because you need surgery, you would be entitled to take up to eight weeks of FMLA leave. Paid sick leave is not a form of FMLA leave and therefore does not count toward the 12 workweeks in the month period cap.
But please note that if you take paid sick leave concurrently with the first two weeks of expanded family and medical leave, which may otherwise be unpaid, then those two weeks do count towards the 12 workweeks in the month period. The Emergency Family and Medical Leave Expansion Act applies only when you are on leave to care for your child whose school or place of care is closed, or whose child care provider is unavailable, due to COVID related reasons.
However, you can take paid sick leave under the Emergency Paid Sick Leave Act for numerous other reasons. For purposes of the Emergency Paid Sick Leave Act, a full-time employee is an employee who is normally scheduled to work 40 or more hours per week.
In contrast, the Emergency Family and Medical Leave Expansion Act does not distinguish between full- and part-time employees, but the number of hours an employee normally works each week will affect the amount of pay the employee is eligible to receive. For purposes of the Emergency Paid Sick Leave Act, a part-time employee is an employee who is normally scheduled to work fewer than 40 hours per week. In contrast, the Emergency Family and Medical Leave Expansion Act does not distinguish between full- and part-time employees, but the number of hours an employee normally works each week affects the amount of pay the employee is eligible to receive.
This language does not apply to the Emergency Family and Medical Leave Expansion Act for purposes of expanded family and medical leave.
See Question 2 for more information. If you are on employer-provided group health coverage, you are entitled to group health coverage during your paid sick leave on the same terms as if you continued to work. Therefore, the requirements for eligibility, including any requirement to complete a waiting period, would apply in the same way as if you continued to work, including that the days you are on paid sick leave count towards completion of the waiting period. If, under the terms of the plan, an individual can elect coverage that becomes effective after completing the waiting period, the health coverage must take effect once the waiting period is complete.
You are entitled to paid sick leave if you work for a public agency or other unit of government, with the exceptions below. Therefore, you are probably entitled to paid sick leave if, for example, you work for the government of the United States, a State, the District of Columbia, a Territory or possession of the United States, a city, a municipality, a township, a county, a parish, or a similar government entity subject to the exceptions below.
Government Executive Branch employees from taking certain kinds of paid sick leave. Try finding all the easy questions the ones you know how to do on the English Test first. Check your practice tests for careless errors on questions you should have gotten right.
Get some ACT math practice here. Practice extensively to find the pace that works best for you on the Reading Test. The ACT science test may have either 6 or 7 passages. Be aggressive and keep moving! Spend the time needed to ace the easiest passages first. Then move on the more difficult passages. Even on hard passages, work the the questions that look easiest first. Outlining your essay before you write will keep you on track. Plus, organization is key to a great ACT writing score —you'll be doing yourself a big favor!
Federal law requires that these leave policies be administered in a manner that does not discriminate against employees because of race, color, sex, national origin, religion, age 40 and over , disability, or veteran status. Covered employers must abide by the FMLA as well as any applicable state family and medical leave laws. An employee who is sick, or whose family members are sick, may be entitled to leave under the FMLA.
Additionally, the Families First Coronavirus Response Act FFCRA , which applies to leave taken or requested during the effective period of April 1, through December 31, , required covered employers to provide eligible employees with up to two weeks of paid sick leave and up to an additional 10 weeks of expanded family and medical leave if the employee was unable to work or telework due to a need for leave to care for a child whose school, place of care, or child care provider was closed or unavailable for reasons related to COVID Employers are not required to provide employees with FFCRA leave after December 31, , but employers who choose to provide such leave between April 1, and September 30, may be eligible for employer tax credits.
Under Executive Order , some federal contractors may be required to provide such leave to employees under certain circumstances, such as if the employee or a family member is sick with COVID or seeking care related to COVID Certain state or local laws may have different requirements, which employers must also consider when determining their obligation to provide paid sick leave.
Substitute in this case means the accrued paid leave runs concurrently with unpaid FMLA leave. Employers should encourage employees who are ill with COVID to stay home and should consider flexible leave policies for their employees. Additionally, under the Families First Coronavirus Response Act FFCRA , covered employers were required to provide eligible employees up to two weeks of paid sick leave for specified reasons related to COVID for leave taken or requested from April 1, through December 31, , including where the employee is unable to work because he or she is quarantined pursuant to Federal, State, or local government order or advice of a health care provider , experiencing COVID symptoms and seeking a medical diagnosis, or has a need to care for an individual subject to quarantine pursuant to Federal, State, or local government order or advice of a health care provider.
Employers are not required to provide employees with FFCRA leave after December 31, , but employers who choose to provide such leave between January 1, and September 30, may be eligible for employer tax credits. However, DOL encourages employers to consider that during a pandemic, healthcare resources may be overwhelmed and it may be difficult for employees to get appointments with doctors or other health care providers to verify they are well or no longer contagious.
Not requiring employees to secure a note from a doctor can help reduce strain on the medical system during this critical time. Employers are required to notify employees in advance if the employer will require a fitness-for-duty certification to return to work. Employers should be aware that fitness-for-duty certifications may be difficult to obtain during a pandemic. The Wage and Hour Division considers telemedicine visits to be in-person visits for purposes of establishing a serious health condition under the FMLA where certain conditions exist.
Under the FMLA, an employer may require a certification by a health care provider when an employee requests leave because of a serious health condition. The certification allows the employer to obtain information related to the FMLA leave request, and verify that an employee has a serious health condition. Please see Question 2 for more information. DOL encourages employers to consider that during a pandemic, healthcare resources may be overwhelmed and it may be difficult for employees to get appointments with doctors or other health care providers to verify they are well or no longer contagious.
An employee can provide the required information in any format, for example on the letterhead of the healthcare provider. Employers must accept a complete and sufficient certification, regardless of the format. Please see Fact Sheet 28G for more information.
0コメント