TEMPORARY EMERGENCY PAID SICK LEAVE POLICY
All eligible employees shall be entitled to emergency paid sick leave in compliance with
the 2020 Families First Coronavirus Response Act (FFCRA) as follows:
A. Use of Leave
All full-time and part-time employees may use emergency paid sick leave if they are unable to work (or telework) before using other accrued paid leave for the following reasons:
1. The employee is subject to a federal, state, or local quarantine, or isolation order related to COVID-19 and is unable telework
2. The employee has been advised by a health-care professional to self-quarantine because of COVID-19 and is unable to telework
3. The employee is experiencing symptoms of COVID-19 and is currently seeking a medical diagnosis or awaiting the results of a COVID-19
4. The employee is unable to work (or telework) due to a bona fide need to care for an individual who has been ordered or advised to quarantine or isolate. The “individual” for purposes of this reason for leave is an immediate family member, roommate, or a similar person with whom the employee has a relationship that creates an expectation that the employee would care for the person if he or she has been ordered or advised to quarantine or isolate.
5. The employee is unable to work (or telework) due to a need to care for a child whose school or place of child care has closed reasons related to COVID-19. The child must be under the age of 18, or over the age of 18 and incapable of self-care
because of a mental or physical disability.
B. Intermittent Leave
Employees may take leave intermittently or on a reduced schedule basis for reason #5 as described in Section A of this policy, subject to the employer’s approval.
Employees may not take leave intermittently or on a reduced schedule basis for
reasons #1-4 as described in Section A of this policy.
C. Length of Leave and Compensation
1. Employees taking leave for reasons #1-3 as set forth above are entitled to two weeks of emergency sick leave at full pay. Employees are entitled to the equivalent of the hours they work on average in a two-week period. This sick leave will not be deducted from an employee’s accrued sick leave balance.
2. Employees taking leave for reasons #4-5 as set forth above will receive two-thirds of their regular rate of pay or two-thirds of minimum wage, whichever is greater. Employees are entitled to the equivalent of hours they work on average in a two week
period. Employees who do not work a regular schedule, the two-week equivalent will be based on an average number of hours worked in the previous six months.
3. Employees are entitled to up to eighty (80) hours of pay at their regular rate (up to $511 per day and $5,110 in total) for leave taken for reasons #1, #2, and #3 as described above and two-thirds of their regular rate of pay if emergency sick leave is used for reasons #4 and #5 as described above (up to $200 per day and $2,000 in total).
4. Employees who exhaust their two weeks of leave under this policy for reasons 1-3 as set forth in Section A and are unable to return to work due to that reason may use paid sick or vacation time that has been accumulated. They may also take unpaid leave.
(The Library is not eligible for traditional FMLA leave)
5. Employees taking emergency sick leave for reason #5 in Section A and are unable to return to work after this period due to the unavailability of school or childcare for COVID-19 reasons may apply for Extended FMLA leave provided by the FFCRA as set forth in Harris-Elmore Public Library’s temporary policy.
6. Employees are entitled to a total of two weeks of emergency sick leave under this policy regardless of the reason(s) for the leave.
D. Employee Notification and Documentation
When an employee is unable to report to work due to illness or other acceptable sick leave reason under the FFCRA, they shall notify the Director. An employee taking leave, or their representative, must complete a leave request form provided by the Harris-Elmore Public Library and provide the requested documentation of the need for leave. An employee taking leave must follow the Harris-Elmore Public Library’s policies for regular reporting of absences. An employee must continue such notification each succeeding day of absence except in cases of prolonged illness or absences where the employee has been granted a set period of leave.
Employees taking leave under this policy are expected to engage in conduct consistent with their need for such leave. If circumstances change, employees must notify the Director of the new facts so a determination can be made concerning the appropriate leave, if any, that is available to the employee.
The Harris-Elmore Public Library reserves the right to require documentation verifying that the need for requested leave meets the conditions set forth in this policy, including medical documentation if applicable.
E. Medical Information
The Harris-Elmore Public Library will maintain employees’ medical information in a separate medical file and will treat the information in a confidential manner. Employees who are concerned that their medical information is not being treated in a confidential manner should report such concerns to the Director.
An employee will not be retaliated against for exercising his or her right to emergency sick leave in accordance with this policy.
This policy is temporary and is in effect from May 11, 2020 until December 31, 2020. Emergency paid sick leave accrued under this policy may not be carried over past December 31, 2020. Any unused emergency sick leave will not be paid out under any
circumstances--as approved by the Board of Trustees
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