Back in May, we shared information with you regarding COVID-related leave rights. As a refresher, if you work for a private employer with less than 500 employees or a public employer with more than 1 employee, you are entitled to a certain amount of paid time off if you need it. The Families First Coronavirus Response Act (or FFCRA) lays out all the different reasons employees are entitled to leave, as well as the rates of pay for that leave. Some examples include:
- Employee is subject to a quarantine or isolation order related to COVID-19.
- Employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19.
- Employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis (i.e. being tested or waiting for test results).
- Employee is caring for an individual who falls under (1) or (2).
- Employee is caring for their son or daughter if the school or place of care of the son or daughter has been closed, or the child care provider is unavailable, due to COVID-19 precautions.
Full-time employees are eligible for up to 80 hours of paid time off; part-time employees are eligible for their average hours worked over a two-week period, up to 80 hours. Rates of pay for that time off are determined by the reason for the leave, and there are limitations on benefits.
Employees have additional rights if they need to miss work because their child’s school or daycare is closed due to a federal, state, or locally declared COVID-19 public health emergency.
If you believe you qualify for any of this leave, and you have been denied leave by your employer or fired for absences that should have been protected by this leave, contact us. We are here to help.