COVID-19 Related Absences APM Temporary Procedure - Response To - - PowerPoint PPT Presentation

TM Employee to Employee Donations LWOP Use TM Negative 80 hours of TM

Approved by Directors or HHS Division Managers Approved by Supervisor/Manager Approved by Supervisor/Manager Approved by Directors or HHS Division Managers

• Sick with COVID like symptoms
• Caring for family with COVID like symptoms
• Caring for child due to school or childcare closures
• Considered “high-risk” according to CDC guidelines
• Member of household is considered “high-risk”

according to CDC guidelines

• Self-quarantined due to suspected exposure
• Doctor directed self-quarantine

Qualifying Reasons:

If out of TM TM Pool (40‐80 hrs)

COVID-19 Related Absences

APM Temporary Procedure - Response To COVID-19

Eligibility = Regular part time and full time employees not eligible for telework *can also be used to supplement partial telework As of 20200331

COVID-19 Related Absences

Emergency Paid Sick Leave (EPSLA) – 80 hours

Qualifying Reasons for COVID‐19 Paid Sick Leave (1) Quarantine — to comply with a federal, Oregon or local quarantine or isolation order related to COVID‐19. This does not include situations where a city or county orders its residents to “shelter in place”. (2) Self‐Quarantine — to self‐quarantine, if the employee has been advised to do so by a local healthcare provider. (3) Diagnosis or Treatment — to obtain a medical diagnosis or treatment if the employee is experiencing symptoms of COVID‐19. (4) Care for a Quarantined Individual — to care for an individual required to be quarantined or advised to be quarantined. (5) Child Care — to care for an employee’s son or daughter if the son or daughter’s school or child care provider has been closed or is unavailable due to COVID‐19‐related issues. (6) Substantially Similar Care — to care for a substantially similar condition, as determined by the secretary of health and human services. Eligibility = employee not eligible for telework Reasons 1, 2, and 3 Reasons 4, 5, and 6 As of 20200331 Federal Law requires 80 hours

• f regular pay, capped at

$511/day, $5,110 in aggregate Federal Law requires 80 hours

• f 2/3 regular pay, capped at

$200/day, $2,000 in aggregate Lane County has elected to remove caps and fill the gaps, providing employees with 80 hours of full regular pay for all 6 qualifying reasons Reasons 1 ‐ 6 Lane County Requirements under Federal Law

Qualifying Reasons for EFMLEA (Emergency Family Medical Leave Expansion Act) Employee is unable to work or telework due to a need to care for a son or daughter under 18 if school or place of care has been closed or childcare provider is unavailable due to public health emergency.

EFMLEA 2/3 Paid (10 weeks)

COVID-19 Related Absences

Emergency Family Medical Leave Expansion Act (EFMLEA)

FMLA Protection (12 weeks) Eligibility = not eligible for telework, employed for 30 days, available FMLA balance As of 20200331 Federal Law requires 10 weeks of 2/3 regular pay, capped at $200/day, $10,000 in aggregate Lane County has elected to pay the 2/3 regular pay but remove the daily and aggregate caps. Employees can supplement with TM or LWOP as necessary EFMLEA Unpaid (2 weeks) Can use EPSLA (2 weeks) Lane County Requirements under Federal Law