Emergency FMLA and Paid Sick Leave Chart

Understanding how and when FFCRA leave can be used

If This Happens

Employee Can Do This

Employer Must Do This

Why

If This Happens

School is closed because of COVID-19 and you need to stay home with your child

You used part of your FMLA leave earlier this year for other reasons, and now you must stay home with your child because of school closure

You need to go on medical leave for 3 months due to a nonCOVID-19 illness

You need to care for your elderly mother who is quarantined due to COVID-19

You need to care for a friend or neighbor who is quarantined due to COVID-19

You have to be quarantined due to having COVID-19 symptoms

You may have come in contact with COVID-19 and your doctor has told you to selfquarantine

Your state provides additional protections for the above situations

Employee Can Do This

If you can’t telecommute, you can stay home for up to 12 weeks

If you can’t telecommute, you can stay home for what is left of your 12 weeks

You can take normal FMLA leave if you and your employer qualify under the previous FMLA rules

Claim up to 80 hours of paid sick leave for the hours you are unable to work or telecommute

Get Federal and State protections

Employer Must Do This

First 10 days are unpaid, but after that, you need to pay employees 2/3 of their pay (up to $200 per day; $10,000 total)

Apply paid sick leave for the first 80 hours (up to $200 per day; $10,000 total)

As above, but limited to what is left of the 12 weeks

Provide unpaid leave under traditional FMLA rules, and protect the employee’s job for when they return

Pay 2/3 of their pay for the entire period (up to $200 per day; $2,000 total)

Pay regular pay for the entire period (up to $511 per day; $5,110 total)

If the employee can telecommute, you don’t need to provide paid sick leave – you will provide regular wages instead. If the employee cannot telecommute, pay regular pay for the entire period (up to $511 per day; $5,110 total)

Meet Federal and State requirements

Why

Emergency FMLA expansion added a new qualifying reason for school closures

Emergency Paid Sick Leave Act, as applied to conditions of others

As above

Doesn’t fall under the new qualifying reasons of the Emergency FMLA Expansion Act

Emergency Paid Sick Leave Act, as applied to conditions of others

Emergency Paid Sick Leave Act, as applied to conditions of others (doesn’t require a family relationship)

Emergency Paid Sick Leave Act, as applied to condition of the employee

The more stringent/ protective requirements apply

CONTACT INFO

Address: 2600 South Loop West, Ste 595A Houston, TX 77054

Email Us to: sittersworld@gmail.com

Call Us to: (832) 850-3254

Address: 2600 South Loop West, Ste 595A Houston, TX 77054

Email Us to: sittersworld@gmail.com

Call Us to: (832) 850-3254

Emergency FMLA and Paid Sick Leave Chart

Understanding how and when FFCRA leave can be used

Understanding how and when FFCRA leave can be used

If This Happens

Employee Can Do This

Employer Must Do This

Why

If This Happens

School is closed because of COVID-19 and you need to stay home with your child

You used part of your FMLA leave earlier this year for other reasons, and now you must stay home with your child because of school closure

You need to go on medical leave for 3 months due to a nonCOVID-19 illness

You need to care for your elderly mother who is quarantined due to COVID-19

You need to care for a friend or neighbor who is quarantined due to COVID-19

You have to be quarantined due to having COVID-19 symptoms

You may have come in contact with COVID-19 and your doctor has told you to selfquarantine

Your state provides additional protections for the above situations

Employee Can Do This

If you can’t telecommute, you can stay home for up to 12 weeks

If you can’t telecommute, you can stay home for what is left of your 12 weeks

You can take normal FMLA leave if you and your employer qualify under the previous FMLA rules

Claim up to 80 hours of paid sick leave for the hours you are unable to work or telecommute

Claim up to 80 hours of paid sick leave for the hours you are unable to work or telecommute

Claim up to 80 hours of paid sick leave for the hours you are unable to work or telecommute

Claim up to 80 hours of paid sick leave for the hours you are unable to work or telecommute

Get Federal and State protections

Employer Must Do This

First 10 days are unpaid, but after that, you need to pay employees 2/3 of their pay (up to $200 per day; $10,000 total)

As above, but limited to what is left of the 12 weeks

Provide unpaid leave under traditional FMLA rules, and protect the employee’s job for when they return

Pay 2/3 of their pay for the entire period (up to $200 per day; $2,000 total)

Pay 2/3 of their pay for the entire period (up to $200 per day; $2,000 total)

Pay regular pay for the entire period (up to $511 per day; $5,110 total)

If the employee can telecommute, you don’t need to provide paid sick leave – you will provide regular wages instead. If the employee cannot telecommute, pay regular pay for the entire period (up to $511 per day; $5,110 total)

Meet Federal and State requirements

Why

Emergency FMLA expansion added a new qualifying reason for school closures

As above

Doesn’t fall under the new qualifying reasons of the Emergency FMLA Expansion Act

Emergency Paid Sick Leave Act, as applied to conditions of others

Emergency Paid Sick Leave Act, as applied to conditions of others (doesn’t require a family relationship)

Emergency Paid Sick Leave Act, as applied to condition of the employee

Emergency Paid Sick Leave Act, as applied to condition of the employee

The more stringent/ protective requirements apply

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CONTACT INFO

CONTACT INFO