Employment
More info coming soon
Schools & Daycares are Closed
I can work or Tele-work
I do not qualify for EFLMA
I may be able to use PTO based on my company policy
I may be able to collect unemployment for reduced hours"
"I've worked over 30 days--EFLMA
I cannot work or Tele-work
I've worked over 30 days--EFLMA
- 2 weeks unpaid leave (use PTO if available or EPSL)
- Then 10 weeks paid (2/3 regular rate up to $200 day ($2000 total))
- Employer may voluntarily pay difference (no tax credit)
- Employer can require use of PTO (except for sick time) to fill the gap (ex: use 1/3 regular rate each day).
- Employers Pay Employee in their regular paycheck and then receive a tax credit from fed government
- 12-week job protection – with exceptions for less than 25 employees"
I've worked at least one day--EPSL
- Pays up to 80 hours the first two weeks (prorated for PT)
- 66.7% regular rate - capped at $200 day ($2000)
- May also use PTO (not sick time)
- Cannot be required to do so
- Can be used intermittently if the employer agrees (ex: take turns with a spouse)
- Employers Pay Employee in their regular paycheck and then receive a tax credit from the federal government"
Exemption
Companies are Exempt from EFLMA and EPSL if one is true:
- Providing leave would financially cause business it to cease operating; or
- Absence of the employee is a substantial risk to the operation because of their specialized skills, knowledge or responsibilities; or
- Not enough workers who are able, willing, and qualified, to operate at a minimal capacity
I have to stay home
Quarantined by order, by medical advice, or seeking a COVID diagnoses
Emergency Paid Sick Leave
- Pays up to 80 hours the first two weeks (prorated for PT)
- Paid 100% regular rate up to $511 day ($5110max)
- May also use PTO (including sick time) if available
- Cannot be required to do so
- Can be used intermittently if you’re quarantined more than once
- Employers Pay Employee in their regular paycheck and then receive a tax credit from fed government
I'm caring for someone at home
Quarantined by order or medical advice
Emergency Paid Sick Leave
- Pays up to 80 hours the first two weeks (prorated for PT)
- 66.7% regular rate - capped at $200 day ($2000)
- May also use PTO (not sick time)
- Cannot be required to do so
- Can be used intermittently if the employer agrees
- Employers Pay Employee in their regular paycheck and then receive a tax credit from fed government
I'm scared to go to work
You May Stay Home
- If you are non-critical and your employer agrees
- May use PTO depending upon your company policy
- No Unemployment or emergency funds are available because you have been offered work but chose not to do it; or
- You want to wear a mask and your employer won't let you; or
- Safety precautions are not being taken in your workplace and you have a reasonable fear
- You “may” be eligible for unemployment, but it depends on how reasonable it is
Employer Can Order You to Work
- You are a critical employee
- There is no “legitimate threat” and you don’t require special accommodation
Furloughs and Layoffs
Lay-Off
- No return date specified or expected
- Operates just as a regular layoff and you are eligible for unemployment
Furlough/Close Worksite
- Not entitled to EPSL or EFMLA because no work is available to you
- Employees are not entitled to take paid sick leave or expanded family and medical leave
- Eligible for unemployment insurance benefits
- Apply as soon as possible
Temps, Tests, Questions, and Notice
Employers May:
- Ask about your symptoms but only if they are specific to COVID-19 (Do you have covid symptoms or do you have a dry cough; not “how are you feeling”)
- Require you wear a mask unless a medical condition prevents it
- May take your temp but only because we are in a pandemic
- May require you to follow doctors’ orders before returning to work, but not require a note
- Must notify co-workers they have been exposed, but not by which employee
Reducing Hours or Pay
Non-Exempt Employee
- Reducing both/either number of hours or rate of pay is permissible
- Do not go under minimum wage or fail to pay overtime
- If reducing hourly rate, give written notice (paper or electronic) and ensure it is not applied retroactively
- An employer need to pay only for actual time worked
- Exception - sending people home too early
Exempt Employee
- Can implement a pay cut, either for everyone or for certain departments or types of jobs
- It cannot be discriminatory
- Can reduce hours, but exempt employees must be paid their regular weekly salary regardless of how many hours they work (no pro-rating)
- Must remain above the minimum salary range for exempt employees
- Exempt employees may be reclassified to non-exempt
- It needs to be “long-term”
- Provide proper notice and pay overtime if applicable
Unemployment Insurance (UI) for COVID-19
Benefits
- Available to employees unable to work (or with significantly reduced hours) as a result of the coronavirus public health emergency
- Also available to self-employed, independent contractors, and limited work history
- And some state, local, tribal governments, churches and non-profit organizations not part of the UI system.
- Provides funding for the 1st week of unemployment for states to waive the traditional “waiting week” before benefits begin
- Pays 50% salary
- Also pays an additional $600/week payment to each UI or Pandemic Unemployment Assistance recipient through the end of July 2020
- Provides an additional 13 weeks of unemployment to help those who remain unemployed after weeks of state unemployment are no longer available.
- Normal requirements are relaxed (ex: no need to look for other work while waiting)
- An employer’s State UI premium will not be affected
Apply
If the last number of your SSN is:
- 0, 1, 2—Apply on Mondays
- 3, 4, 5—Apply on Tuesdays
- 6, 7, 8, 9—Apply on Wednesdays
Thursdays & Fridays are for people who missed their scheduled date.