The FFCRA’s paid leave provisions are effective on April 1, 2020 and extend through December 31, 2020.
Employee Leave Under the FFCRA
Please note: The Families First Coronavirus Response Act (FFCRA) expired on December 31, 2020.
Effective January 1, 2021, FFCRA-designated leave will no longer be available. Employees with coronavirus-related leave needs may still qualify for traditional leave under the Family Medical Leave Act (FMLA), which provides leave for various qualifying circumstances including an employee’s own serious illness or medical need or that of a qualifying family member. Employees are also encouraged to use accrued sick, personal, vacation, or compensatory time in accordance with policy as needs arise. University Human Resources continues to encourage employees and supervisors to implement flextime and flexplace arrangements to the extent possible, to ensure business continuity while recognizing and meeting employee needs.
Employees and supervisors with questions are encouraged to reach out to University Human Resources.
The Families First Coronavirus Response Act (FFCRA) was signed into law on March 18th and is in effect April 1, 2020 through December 31, 2020. The FFCRA provides additional paid sick time and expands family and medical leave (FML) through the Emergency Paid Sick Leave Act and the Emergency Family and Medical Leave Expansion Act as outlined below. This website provides important definitions, an overview of eligibility, process information, tools and guidelines, and frequently asked questions.
For more information, please contact your HR Liaison.
“Emergency sick leave” – means paid sick leave under the Emergency Paid Sick Leave Act (EPSLA). Emergency sick leave is different than any sick time an employee may have accrued with OHIO.
- “Expanded family and medical leave” – means paid leave under the Emergency Family and Medical Leave Expansion Act (EFMLEA).
Emergency Paid Sick Leave Act
All eligible employees of Ohio University, regardless of start date or full-time status, are qualified to take up to two-weeks of leave (maximum of 80 hours). Employees will either receive their regular rate of pay, up to a $511 per day (for a maximum of $5,110 over the two-week period), or 2/3 of their regular pay up to $200 per day (for a maximum of $2,000 over the two-week period), depending on why they take this leave.
Employees will be paid at their regular rate of pay up to a total of $511 per day (for a maximum of $5,110 over the two-week period) under the Emergency Paid Sick Leave Act if the employee:
- is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
- has been advised by a health care provider to self-quarantine related to COVID-19; or
- is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
Similarly, employees will be paid at 2/3 their regular rate of pay, up to $200 a day (for a maximum of $2,000 over the two-week period), if the employee:
- is caring for an individual subject to an order described in (1) or self-quarantine as described in (2);
- is caring for their child whose school or place of care is closed (or childcare 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.
Expanded Family and Medical Leave Expansion Act
Furthermore, eligible employees who have been on payroll for at least 30 days prior to the start of their leave are generally qualified for 12 weeks (or 10 additional weeks following two weeks of emergency sick leave) when the employee is caring for their child whose school or place of care is closed (or childcare provider is unavailable) due to COVID-19 related reasons. This leave period is paid at 2/3 of the employee’s normal rate of pay up to a limit of $200 per day (up to a maximum of $10,000 over the 10-week period or $12,000 over the 12-week period including emergency sick leave). It is important to note that this expansion does not provide more than the 12 weeks of FML already provided within a rolling calendar year and does not eliminate any of the existing coverage for qualified reasons under FML; this expands upon eligible reasons for using such leave and provides for a minimum partial payment under some circumstances.
Employees needing to take leave under FFCRA should:
- Notify their immediate supervisor of their leave requirement as soon as possible;
- Complete and submit the employee FFCRA Leave Request Form (PDF);
- Designate their leave time in Workforce or Absence Management; and
- Submit required supporting documentation to University Human Resources within 15 days of the start of the leave period. For information about approved supporting documentation, please refer to the FFCRA leave affidavit.
*PLEASE NOTE: Both Workforce and Absence Management systems have been updated effective 4/7/20 and are ready for leave time entry. Time entry may be retroactive to 4/1/20 as needed.
University Human Resources encourages managers and employees to collaborate to achieve maximum flexibility to meet the needs of both individuals and departmental business needs during this time. While some example scenarios are addressed in the FAQs below, employees and supervisors are encouraged to work with their HR Liaison to address any relevant questions or concerns.
- FFCRA Leave Request Form (PDF)
- UHR FFCRA/FMLA Guidelines (PDF)
- Department of Labor FFCRA Employee Rights Poster (PDF)
- Workforce FFCRA Leave Time Entry Guide (PDF)* (updated April 6, 2020)
- Absence Management Leave Time Entry Guide (PDF) (updated March 31, 2020)*
- *NOTE: As the Workforce and Absence Management systems are in development until April 6, 2020 to accommodate this new leave type, please note that the above systems guides are likely to be updated.