The Families First Coronavirus Response Act is a new federal law that went into effect April 1. It creates two paid leave options in addition to the University System of Georgia (USG) Non-Closure Emergency Leave you received information about last week.
The university remains open with reduced operations. We are continuing to support students and essential activities of through teleworking, flexible schedulesmovingGear and social distancing. Employees unable to work because of COVID-19 may be able to use one of these leave options.
USG Non-Closure Emergency Leave
Employees eligible for Non-Closure Emergency Leave include regular full-time and regular part-time employees who:
- are not able to perform their regular duties through telework or other remote and flexible work arrangements, and
- are not working as essential employees in enabling the university to sustain essential on-campus services and operations.
Temporary student workers, rehired retirees and other temporary employees are not eligible for this leave but may continue to perform their regular duties through telework or other remote and flexible work arrangements.
Emergency Paid Sick Leave
The new law entitles any employee, regardless of the length of service, to emergency paid sick leave if the employee is unable to work or telework in connection with COVID-19 if the employee is:
- Subject to a federal, state or local quarantine or isolation order (see Centers for Disease Control and Prevention definition below);
- Advised by a health care provider to self-quarantine;
- Experiencing symptoms and seeking a medical diagnosis;
- Caring for an individual who is subject to (1) or (2);
- Caring for a son or daughter whose school or childcare provider is closed or unavailable; or
- Experiencing any similar condition specified by the U.S. Department of Health and Human Services.
As defined by the Centers for Disease Control and Prevention, isolation and quarantine help protect the public by preventing exposure to people who have or may have a contagious disease.
- Isolation separates sick people with a contagious disease from people who are not sick.
- Quarantine separates and restricts the movement of people who were exposed to a contagious disease to see if they become sick.
The new federal emergency paid sick leave does not replace the USG Non-Closure Emergency Leave because these two leave provisions have different eligibility requirements and apply in different situations.
A shelter-in-place ordinance is not considered either isolation or a quarantine.
Full-time employees who meet at least one of these criteria may take up to 80 hours of paid leave. Affected part-time employees may take paid leave for up to their regularly scheduled hours or FTE equivalent. Eligible employees are entitled to use the federal emergency paid sick leave before using any other accrued leave.
The pay for those employees who must be quarantined or isolated and/or are experiencing COVID-19 symptoms (criteria 1, 2 and 3) is capped at $511 per day and an aggregate total of $5,110. The pay for those who are caring for someone else (criteria 4 and 5) is to be at least two-thirds (2/3) of the regular pay rate but capped at $200 per day and an aggregate total of $2,000.
Expanded Family and Medical Leave
The new law provides FMLA coverage for employees with at least 30 days of service who are caring for a son or daughter under 18 years of age whose school or childcare provider is closed or unavailable due to the COVID-19 coronavirus public health emergency.
- The law does not add an additional 12 weeks onto the existing 12 weeks of FMLA leave.
- The first two weeks of leave under this provision are unpaid, but employees may use emergency paid sick leave for the first two weeks. The remaining 10 weeks must be paid. That pay is to be at least two-thirds of the employee’s regular pay rate but capped at $200 per day and an aggregate total of $10,000.
More information about FFCRA, including FAQs, will be posted on theleave options summary page. Questions about the Federal Emergency Paid Sick Leave or the Emergency Family and Medical Leave Expansion may be sent to email@example.com or employees may contact the Benefits Office at 404-413-3330.
Associate Vice President for Human Resources
Assistant Vice President of Human Resources