8 | HR Connection
Expanded Leave Laws During Pandemic An Overview of the Emergency Family and Medical Leave Expansion Act (EFMLEA) and the Emergency Paid Sick Leave Act (EPSLA)
(EFMLEA) and the Emergency Paid Sick Leave Act (EPSLA) as well as responses to questions concerning nquestionably the COVID-19 issues that may arise upon employees’ virus has drastically changed return to work. both our regular lives and our Currently, many school districts are educational systems. There will be paying employees even though they in-person instruction and a return are not working or are not working to campuses, but none of us know their regular jobs at full capacity. It exactly when that will happen. As should be considered that schools will our cities and state reopen, we may require employees to return to campus find that answering our questions prior to COVID-19 being eliminated concerning how to move forward and before any vaccine has been made will be more difficult than our available. In such instances, it will questions surrounding the shut down be important to understand the basic and providing distance learning opportunities. One issue facing school tenants of these new laws. districts is how to respond to requests For EFMLEA, all public agencies, for leave under the newly expanded including school districts, are covered provisions related to caring for one’s employers. The general rules are as self or children. Below we present an follows: overview of the Emergency Family • All full-time or part-time and Medical Leave Expansion Act Abraham F. Barker, Shareholder
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employees who have worked for 30 days are eligible. • All eligible employees may take up to 12 weeks to care for a minor child if the child’s place of care is closed. • The first 10 days of leave are unpaid, but the employee can use other leave, including the newly available sick leave options, to receive compensation during the initial 2 weeks. • The other 10 weeks is paid at a rate of 2/3 of the employee’s regular rate, capped at $200 per day or $10,000 total. As relates to the EPSLA, the major difference is that this law does not require an employee to have been working for the district for any set
