Another part of the solution should be evaluating company, team and individual goals and pulling back on projects that are less urgent or mission-critical. This will ease up on everyone’s workload, make flexible work schedules easier to accommodate, and allow the business to stay focused on what’s most important.

Realize that the current state of the pandemic and school closures may be long-term, but is temporary. Consider changes to your business goals as temporary modifications – that should make them easier to swallow for senior leadership or a BoD.

Thank you for bringing that point into focus. We have beome so focus on creating positive work schedules for people to attend to outside work needs, we have forgotten about the workers who haven’t yet needed to use these schedule adjustments, who are still actively working and still actively productive. There’s a limit on how much extra work does the employee have to take on before it becomes overwhelming. There’s also the chance that the employee taking on the extra work will feel uncompensated for this while the other employee gets all the extra time off. If you as the employer value this worker as well as the other one who requests accomodations, you should have methods available for compensation for the extra efforts on their part before you may lose them as an employee.

I was wondering that myself.

Yes, I was about to post the same thing.

They are entitled to FFCRA on the days the kids are NOT in school, but they aren’t on the days that in person learning is available.

Although it can be very tough, the important thing to remember is this is essentially another reason for FMLA that just happens to have pay associated with it. So just as there is no hardship exemption for FMLA, there is no hardship exemption for this either.

As grannybunny said, you and your staff are going to have to be flexible, creative, and adaptive.