Covid Provisions Chart

1. Subject to local QUARANTINE or isolation order.
2. Health care official advises SELF-QUARANTINE.
3. Experiencing COVID-19 SYMPTOMS and seeking diagnosis.
4. CARING FOR INDIVIDUAL who is subject to quarantine/isolation (#1 above), or subject to
   self-quarantine (#2 above).
5. (A) Needs to provide CHILDCARE because school or childcare facility is closed due to COVID-19.

• Up to 80 hours of Emergency Paid Sick Leave (EPSL), aggregate for all FFCRA leave reasons, that can be used between April 1 and Dec 31, 2020.
• Paid at 100% of employee’s pay rate up to $511/day and $5,110 total.
• Cannot be used intermittenly.
• All active permanent and temporary employees are eligible.
• Up to 80 hours of Emergency Paid Sick Leave (aggregate for all FFCRA leave reasons) that can be used between April 1 and Dec 31.
• Paid at two-thirds of employee’s pay rate up to $200/day and $2,000 total.
• May be used intermittently if agreed to by employee and employee.

• May supplement EPSL with COVID-19 Paid Leave up to 100% of employee’s pay if the employee’s pay exceeds the FFCRA benefit cap.
• If FFCRA benefit is exhausted, employees may receive COVID-19 Paid Leave equal to one-third of employee’s pay and supplement with accrued leave/PTO.
• Once employees have exhausted accrued leave/PTO, employees may receive COVID-19 Paid Leave at 100% of employee’s pay, up to 160 hours.
• Employee may choose to use accrued leave/PTO prior to EPSL.
• May supplement EPSL with COVID-19 Paid Leave up to two-thirds of employee’s pay if the employee’s pay exceeds the FFCRA benefit cap.
• If FFCRA benefit is exhausted, employee may also choose to use 40 hours of COVID-19 Make-Up Leave or go on leave without pay. Employees must make up this time within 24 months

5. (B) Needs to provide CHILDCARE because school or childcare facility is closed due to
COVID-19.

• Up to 12 weeks of Expanded Family & Medical Leave (FML) between April 1 and Dec 31, 2020.
• First 2 weeks of leave are unpaid but may be supplemented by available Emergency Paid Sick Leave and/or accrued leave/PTO.
• Remaining 10 weeks paid at two-thirds of employee’s pay rate up to $200/day and $10,000 total.
• Applies to permanent and temporary employees who have worked for institution at least 30 calendar days.

• May supplement Expanded FML with COVID-19 Paid Leave up to two-thirds of employee’s pay if the employee’s pay exceeds the FFCRA benefit cap.
• If FFCRA benefit is exhausted, employees may receive COVID-19 Paid Leave at one-third of employee’s pay and supplement with accrued leave/PTO.
• If FFCRA benefit is exhausted, employee may also choose to use 40 hours of COVID-19 Make-Up Leave or go on leave without pay. Employees must make up this time within 24 months
• Employee may choose to use accrued leave/PTO prior to Expanded FML.

6. Needs to provide ELDERCARE because the eldercare facility is closed due to COVID-19.

7. CANNOT TELEWORK because duties cannot be performed remotely and alternate remote work is not feasible.

8. COVID-LIKE CONDITIONS, Employees who are sick due to symptoms of a cold, flu, or COVID‐19 or who are caring for a dependent with such symptoms

N/A

• Eligible for COVID-19 Paid Leave equal to one-third of employee’s pay for each hour of elder care leave after FFCRA equivalent is exhausted.
• After COVID-19 Paid Leave, use available accrued leave/PTO, COVID-19 Make-Up Leave, or go on leave without pay.
• Eligible for COVID-19 Paid Leave equal to one-third of employee’s pay for each hour that the employee cannot telework.
• If applicable FFCRA benefit is exhausted, employees must use available accrued leave/PTO, or go on leave without pay.
• Some situations may be covered by FFCRA Emergency Paid Sick Leave as described above.

9. OTHER EMPLOYMENT ISSUES

• Temporary Appointments
• Time-Limited Appointments
• Probationary Appointments
• Hiring/Pay Adjustments
• Hiring Pause
• Leave Interchangeability
• Extended Community Service Leave
  

N/A

• 31-day break-in service rule suspended for temporary employees until public health emergency ends.
• Time-limited SHRA appointments may be extended up to 30 calendar days beyond the end of the public health emergency.
• SHRA probationary appointments are not extended due to the public health emergency.
• Institutions may waive posting and recruitment requirements and provide pay adjustments for positions deemed critical to university operations during the public health emergency.