Families First Coronavirus Response Act (FFCRA)

Overview

The federal Families First Coronavirus Response Act was signed into law on March 18, 2020 and is effective from April 1, 2020 through December 31, 2020. The law provides a time-limited allocation of emergency paid sick leave and expanded family and medical leave coverage for employees who cannot work as a result of the COVID-19 pandemic.  The provisions of this law apply to both permanent and currently employed non-student temporary employees for time missed due to qualifying circumstances beginning May 1, 2020.

This website provides important information about eligibility how to apply if you feel you meet any of the criteria outlined below.

Please contact Carolyn Bosley (bosleycm@appstate.edu) or Angie Miller (millerad@appstate.edu) the Office of Human Resources with any questions or for assistance.

Emergency Paid Sick Leave (EPSLA)

The new law provides up to 80 hours (pro-rated for part-time employees) of paid sick leave for eligible employees who are unable to work (or telework) for any of the following reasons:

1)     They are subject to a Federal, State, or local quarantine or isolation order relating to COVID-19;

2)     They have been advised by a health care provider to self-quarantine due to concerns related to COVID-19;

3)     They are experiencing symptoms of COVID-19 and seeking a medical diagnosis;

4)     They are caring for an individual who is subject to a COVID-19 quarantine or isolation order or who has been advised by a health care provider to self-quarantine due to concerns related to COVID-19;

5)     They are caring for a child because the child’s school or place of care has been closed, or the child’s regular child care provider is unavailable, due to COVID-19; or

6)     They are experiencing any other substantially similar condition specified by the U.S. Department of Health and Human Services (currently, none have been specified).

  • If the employee is unable to work for reasons (1) through (3) above, the EPSLA provides paid sick leave at the employee’s regular rate (or the applicable minimum wage, whichever is greater), up to $511 per day or $5,110 in total.
  • If the employee is unable to work for reasons (4) or (5), the EPSLA provides paid sick leave of two-thirds of that amount, up to $200 per day or $2,000 in total. Employers may allow employees to supplement these paid sick leave benefits with any existing leave available to them under employer policies.

Expanded Family and Medical Leave (EFMLA)

The new law provides up to 12 weeks of family and medical leave to eligible employees who are unable to work (or telework) because they are caring for a son or daughter under 18 years of age (or children over 18 years who are incapable of self-care due to a mental or physical disability) whose school or place of care has been closed, or whose child care provider is unavailable, for COVID-19 related reasons.

The first two weeks of this leave is unpaid but employees may use the Emergency Paid Sick Leave described above, or any other existing leave, to receive pay for that period. The remaining 10 weeks of leave under this program are paid at 2/3 of the eligible employee’s regular rate of pay, up to $200 per day or $10,000 total. Employees may supplement these payments with any available sick or vacation leave they have accrued as a regular benefit.

Expanded Family and Medical Leave is available to eligible employees who have been on the University payroll for at least 30 days prior to the start of the leave.

Expanded Family and Medical Leave is not in addition to the 12 weeks of Family and Medical Leave regularly available to eligible employees within a rolling calendar year and does not alter the qualifying conditions for regular Family and Medical Leave.  This program temporarily expands eligibility and provides partial pay for COVID-19 qualifying circumstances.

Procedures

Employees with circumstances that may qualify for either Emergency Paid Sick Leave or Expanded Family and Medical Leave should:

  1. Notify their immediate supervisor of their need to apply for leave as soon as possible;
  2. Complete and submit the employee FFCRA Leave Request Form;
  3. Submit required supporting documentation to the Office of Human Resources within 15 days of the start of the leave period. Documentation requirements are provided in the leave request form.
  4. The Office of Human Resources will provide detailed time reporting and payment instructions once an application has been processed and approved.