Families First Coronavirus Response Act (FFCRA) and how it applies to you

So now you have read the Employee Rights Paid Sick Leave and Expanded Family and Medical Leave Poster that I sent out last Friday and you are wondering what it means for you and how do you use the leave.  Am I correct?

Currently everyone is being paid to work and is supplemented with paid ADMIN LEAVE for any hours they didn’t work.  Currently all staff both classified and non-classified are being paid their normal scheduled hours by FCPL.  All staff are working either remotely or in the branch/office.

The following are qualifying reasons that trigger the use of Paid Sick Leave and/or Paid Expanded FMLA (#5 only) both effective April 1 – December 31, 2020 for anyone who cannot work remotely or in the branch/office:

1. is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
2. has been advised by a health care provider to self-quarantine related to COVID-19;
3. is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
4. is caring for an individual subject to an order described in (1) or self-quarantine described in (2);
5. is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons; or is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.

 What this means for you.  If you cannot work due to the any of the reasons listed above, you will contact HR and request assistance.  HR will help you determine which leave you need and what you need to do.

The Emergency Paid Sick Leave Act (EPSLA) provides two weeks of paid time off for qualifying reasons related to COVID-19.  All employees are eligible for EPSLA regardless or tenure or number of hours worked.  This paid time off can be used intermittently; a full-time employee would have 80 hours of additional sick leave.  The 6 qualifying reasons are listed above.

The FMLA Amendment Act (FMLAAA) extends the Family Medical and Leave Act to include leave if an employee cannot work or telework because their child’s school or childcare provider has closed because of COVID-19.  The first two weeks of leave would be unpaid (or utilize emergency paid sick leave or employee’s accrued leave) and the remaining 10 weeks of leave would be paid at no less than 2/3 regular pay (varies by hours and status).  All employees with 30 days of tenure are eligible for FMLAAA, regardless of hours worked.

HR Team:

Aimee Brown   browna@forsythpl.org   678-513-9357

Elise Herbst     herbste@forsythpl.org   678-513-9385

Nikki Watkins watkinsn@forsythpl.org   678-513-9374