Generally, you do not need to take such leave if a co-parent, co-guardian, or your usual child care provider is available to provide the care your child needs. For example, assume you take four weeks of Expanded Family and Medical Leave in April 2020 to care for your child whose school is closed due to a COVID-19 related reason. Below is a list of DOP developed and curated resources regarding expanded leave rights and other HR related COVID exceptions for those working in DOP covered agencies. If you and your employer agree that you will work your normal number of hours, but outside of your normally scheduled hours (for instance early in the morning or late at night), then you are able to work and leave is not necessary unless a COVID-19 qualifying reason prevents you from working that schedule. (See also Question 32.). You may not take paid leave due to such an order if your employer does not have work for you to perform as a result of the order or for other reasons. How do I know if I can receive paid sick leave for a Federal, State, or local quarantine or isolation order related to COVID-19? The second employee, in contrast, worked 550 hours over 100 workdays, and took a total of 100 hours of personal and medical leave. No. can I receive paid sick leave or expanded family and medical leave? You may take paid sick leave to care for an individual who, as a result of being subject to a quarantine or isolation order (see Question 53), is unable to care for him or herself and depends on you for care and if providing care prevents you from working and from teleworking. Families First Coronavirus Response Act: Questions and Answers However, you would still need to provide your employer with notice and documentation as soon as practicable. The measure heads to the Senate, which will consider the bill the week of March 16, and the President has indicated that he will sign it. Under what circumstances may an employer require an employee to use his or her existing leave under a company policy and when does the choice belong to the employee under the Departments regulations, specifically 29 CFR 826.23(c), 826.24(d), 826.60(b) and 826.160(c)? While your employee is eligible for paid sick leave regardless of length of employment, your employee must have been employed for 30 calendar days in order to qualify for expanded family and medical leave.
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