For purposes relating to COVID-19 specific accommodations, immediate family is defined as those individuals who reside in the same household and are related by kinship, adoption, or marriage, registered domestic partnership as well as foster children.
Upon submission of an accommodations request, EWCSD will determine appropriate accommodations on a case by case basis which may include:
- Provide options for temporary alternative work assignments such as working remotely, schedule change or reassignment, or social distancing measures.
- Require employee to provide supporting documentation such as but not limited to medical documentation or proof of age. Proof of age is applicable only for immediate family.
- Where temporary alternative work assignments are not possible, permit a high-risk employee to apply for other paid or unpaid leave(s) benefit such as: FMLA, EMFLEA, CFRA, FFCRA, ADA and/or use any of their accrued paid time off. (Please see below for more information)
On April 1, 2020, the U.S. Department of Labor announced new action regarding how American workers and employers will benefit from the protections and relief offered by the Emergency Paid Sick Leave Act (EPSLA) and Emergency Family and Medical Leave Expansion Act (EFMLEA), both part of the Families First Coronavirus Response Act (FFCRA). The leave provisions are created by a time-limited statutory authority established under the FFCRA and are set to expire on December 31, 2020. The temporary rule was operational on April 1, 2020 and is effective from April 2, 2020 through December 31, 2020.
As of April 1, 2020, eligible full-time employees may receive up to 80 hours of emergency paid sick leave (part-time employees get a prorated amount) if they are unable to work for reasons related to COVID-19.
- An employee may first use emergency paid sick leave before using any of their accrued leave balances. However, compensation for the FFCRA emergency paid sick leave may vary according to the reasons listed above.
- An employee may use FFCRA emergency paid sick leave if they are subject to a quarantine or isolation order by federal, state or local government, advised to self-quarantine by a healthcare provider, or is experiencing symptoms of COVID-19 and seeking a medical diagnosis. The employee will be paid their regular pay rate up to a maximum of $511.00 a day.
- An employee may also use emergency paid sick leave if they are caring for someone subject to a quarantine or isolation by a federal, state or local government or a healthcare provider. The employee is paid based on 2/3 of the employee’s regular rate of pay, up to a maximum of $200 a day.
As of April 1, 2020, eligible employees who are unable to work because their minor child’s school or childcare is closed due to COVID-19 are entitled to 12 work weeks of leave.
- The first 10 days are unpaid unless the employee utilizes their accrued personal necessity leave, sick leave, or vacation. The employee may also choose to use Emergency Paid Sick Leave (80 hours prorated for part-time) for the first ten days and receive 2/3 of your regular rate, up to a maximum of $200 a day.
- The remaining 10 weeks of the leave is paid at 2/3 of your regular rate, up to a maximum of $200 a day.
- In order to qualify for this leave, an employee must have worked in EWCSD for at least 30 days. Any prior approved FMLA leave will reduce the available leave balances.
NOTE: Prior approval of this leave is required. The EFMLEA requires that candidates meet eligibility requirements. Those who do not meet eligibility requirements will not qualify.
Click link to complete the leave request form: Emergency Family and Medical Leave Act (EFMLEA) Form