Families First Coronavirus Response Act Resources
Effective April 1, 2020 the Families First Coronavirus Response Act ("FFCRA") requires covered employers to provide employees two new paid leave benefits, specifically related to the public health emergency commonly referred to as Coronavirus or COVID-19. As with most legislation, the implementation and rules of application are complex; however, many resources are available online to help employees understand the new benefits.
Department of Labor, Wage and Hour Division:
- Paid Leave Under the Families First Coronavirus Response Act
- Required Poster - Employee Rights Under FFCRA (available in multiple languages using the previously listed link)
- Employee Paid Leave Rights
- Questions & Answers
Oregon Bureau of Labor and Industries: Coronavirus and Workplace Laws
Emergency Paid Sick Leave ("EPSL")
Employees who are unable to work (or telecommute) due to one of the COVID-19 related qualifying reasons below may be eligible for Emergency Paid Sick Leave.
Full-time employees are eligible for up to 80 hours of Emergency Paid Sick Leave while employees who are less than full-time receive hours equal to the average hours worked over a 2-week period. EPSL is in addition to already accrued paid leave benefits and, where applicable, can be used instead of or in conjunction with other leave options.
EPSL pay rates are calculated based on the employee's regular rate of pay, Fair Labor Standards Act minimum wage, and the highest applicable state or municipal minimum wage. Of these, the one resulting in the highest rate of pay will be used as the base for the "% of regular rate of pay" when determining compensation for EPSL.
| COVID-19 Qualifying Reason | Person | % of Rate of Pay | Maximum Benefit | Timesheet Category |
|---|---|---|---|---|
| Subject to a federal, state,or local quarantine or isolation order | Self | 100% | $511 daily $5110 total | COVID19 Self Health EPSL 1/1 |
| Advised by a health care provider to self-quarantine | Self | 100% | $511 daily $5110 total | COVID19 Self Health EPSL 1/1 |
| Experiencing COVID-19 symptoms and is seeking a medical diagnosis | Self | 100% | $511 daily $5110 total | COVID19 Self Health EPSL 1/1 |
| Caring for an individual who is subject to a federal, state, or local quarantine order or isolation order | Other Individual | 66.67% | $200 daily $2000 total | COVID19 Family Health EPSL 2/3 |
| Caring for an individual who has been advised by a health care provider to self-quarantine | Other Individual | 66.67% | $200 daily $2000 total | COVID19 Family Health EPSL 2/3 |
| Caring for a child whose school or place of care is closed (or unavailable) for reasons related to COVID-19 | Dependent Child | 66.67% | $200 daily $2000 total | COVID19 Childcare EPSL 2/3 |
| Experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury | N/A | 66.67% | $200 daily $2000 total | Varies: Contact Human Resources |
Emergency Family and Medical Leave Expansion Act ("EFMLA")
Employees who have been employed by Lane Community College for at least 30 calendar days, are unable to work (or telecommute) due to caring for a child whose school or place of care is closed or otherwise unavailable, for reasons related to COVID-19, and that no other qualified person is available to provide care, may be eligible for leave under the Emergency Family and Medical Leave Expansion Act.
EFMLA provides for up to 12 work weeks of job protected leave, with continuation of health insurance, and is applied toward the standard 12 work weeks of job protected leave under the traditional Family and Medical Leave Act ("FMLA") rules. EFMLA is not an additional 12 work weeks of leave; however, where traditional FMLA may be unpaid, EFMLA may be a paid leave benefit.
| Time Period | % of Reg Rate of Pay | Maximum Benefit | Timesheet Category |
|---|---|---|---|
| Days 1 - 10 (First 2 weeks) | 0% if not using paid leave 66.67% if using EPSL 100% if using other accrued paid leave | N/A - unpaid $200 daily; $2000 total if using EPSL N/A - paid at regular rate of pay if using accrued paid leave | Varies: Contact Human Resources |
| Days 11 - 60 (Weeks 3 - 12) | 66.67%* *can use own accrued paid leave equivalent to the unpaid portion to offset the reduction in pay | $200 daily $10,000 total | Expanded FMLA Childcare 2/3 |
Accessing These Benefits
To access these benefits, please complete the Request for Leave of Absence form, accessible on the HR Forms Library. Please submit all documents electronically via email to Heidi Morales or fax to 541-463-3191. At this time we are not requiring supporting medical documentation for general COVID-19 related FFCRA leaves; however, other leaves of absence still require back-up medical certification.
Additional guidance will provided to individual employees as completed forms are received and processed by Human Resources.
The information provided above is a summary only and is not intended to fully describe the details of the law. In the case of a conflict between the information provided by Lane Community College and the law, the law will be applied.
Updated April 13, 2020