Employee Leave Under the FFCRA
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 (FMLA) 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.
Human Resources encourages supervisors 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 Human Resources to address any relevant questions or concerns.
For more information or questions regarding FFCRA, please contact Colleen Jernigan, Human Resources Office, 329-7222.
- “Emergency paid sick leave” – means paid sick leave under the Emergency Paid Sick Leave Act (EPSL). Emergency paid sick leave is different than any paid leave an employee may have accrued with Mississippi University for Women.
- “Expanded family and medical leave” – means paid leave under the Emergency Family and Medical Leave Expansion Act (EFMLA).
Emergency Paid Sick Leave Act
All eligible employees of, Mississippi University for Women, 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;
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
This leave is only available for employees who are unable to work due to the need to care for their child whose school or place of care is closed (or childcare provider is unavailable) due to COVID-19 related reasons. Employees who have been on the payroll for at least 30 days prior to the start of their leave are eligible. 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 paid sick leave). It is important to note that this expansion does not provide more than the 12 weeks of FMLA already provided within a calendar year and does not eliminate any of the existing coverage for qualified reasons under FMLA; this expands upon eligible reasons for using such leave and provides for a minimum partial payment under some circumstances.
Note: Employees will need to certify that special circumstances exist that require you to provide care for a child older than 14 years of age during daylight hours.
Employees needing to take leave under FFCRA should:
- Notify their immediate supervisor of their leave requirement as soon as possible;
- Refer to FFCRA Telecommuting Guidelines to determine if this option is applicable;
- Complete and submit the employee FFCRA Leave Request Form to Human Resources;
- Designate their leave time in paper form or Banner Web Leave and COVID FFCRA Monthly Leave Form (both EPSL and EFMLA). Biweekly paid employees who complete a paper time log will be given specific instructions once the FFCRA request is approved; and
- Submit required supporting documentation to Human Resources within 15 days of the start of the leave period. For information about approved supporting documentation, please refer to the FFCRA Leave Request Form.
Resources and Leave Forms
- FFCRA Telecommuting Guidelines (DOCX)
- Application for Leave (DOC)
- FFCRA Leave Request Form (PDF)
- COVID FFCRA Monthly Leave Form (XLSX)
- Employee Leave Under FFCRA (PDF)
- COVID19 EE Self-Certification to Return to Work (DOCX)
- Department of Labor FFCRA Employee Rights Poster (PDF)
- Department of Labor FAQ