U.S. H.R. 6201 Family First Coronavirus Response Act

I assume a lot of people are trying to figure out how to implement this, have you had any great suggestions? We are a local government entity and tax credits are not applicable, however we do need to capture FMLA hours used for CR19 vs non extended FMLA inT&L. Our only thoughts right now have been to create a second FMLA TRC, and an applicable emergency sick leave TRC, and require users entering extended FMLA hours to enter the FMLA TRC, FMLA2 TRC to specify it's used for CR19, and then whatever hours are being used since normal leave balances