Skip to Search Skip to Global Navigation Skip to Local Navigation Skip to Content

Emergency FMLA (EFMLA) & Paid Sick Leave (EPSL) Eligibility Guidelines


  1. If employee is ordered to quarantine by a government or health care provider, or if employee is self-quarantined:
Applicable Law Eligibility Duration Pay
EPSL Employed at least 1 day 2 weeks
(or 80 hours)
Paid sick time at regular rate of pay for normally scheduled hours. Prorated for part-time employees. Capped rates may apply.*
  1. If employee is experiencing COVID-19 symptoms and seeking medical diagnosis:
Applicable Law Eligibility Duration Pay
EPSL Employed at least 1 day 2 weeks
(or 80 hours)
Paid sick time at regular rate of pay for normally scheduled hours. Prorated for part-time employees. Capped rates may apply.*
  1. If leave reason is to care for a child (any age) whose school or childcare provider closed or is unavailable for reasons related to COVID-19:
Applicable Law Eligibility Duration Pay
EPSL Employed at least 1 day 2 weeks
(or 80 hours)
Paid sick time at 2/3 regular rate of pay for normally scheduled hours. Prorated for part-time employees. Capped rates may apply.*
  1. If leave reason is to care for a child (under age 18) whose school or childcare provider closed or is unavailable for reasons related to COVID-19:
Applicable Law Eligibility Duration Pay
EPSL Employed at least 1 day 2 weeks
(or 80 hours)
Paid sick time at 2/3 regular rate of pay for normally scheduled hours. Prorated for part-time employees. Capped rates may apply.* Contact HR Benefits or Leave Administration for detailed guidance.
  1. If leave reason is to care for a COVID-19 quarantined individual:
Applicable Law Eligibility Duration Pay
EPSL Employed at least 1 day 2 weeks
(or 80 hours)
Paid sick time at 2/3 regular rate of pay for normally scheduled hours. Prorated for part-time employees. Capped rates may apply.*
  1. If leave reason is for any other substantially similar condition specified by HHS secretary:
Applicable Law Eligibility Duration Pay
EPSL Employed at least 1 day 2 weeks
(or 80 hours)
Paid sick time at 2/3 regular rate of pay for normally scheduled hours. Prorated for part-time employees. Capped rates may apply.*

 *Capped Rates
Under EFMLA:

  • After the first 10 days: institutions must provide paid leave as follows: For employees with regular (non-variable) hours of work, at least 2/3 of regular pay for hours normally scheduled to work, not to exceed $200/day and $10,000 in aggregate. For variable-hour employees who worked for six months prior to taking leave, at least 2/3 of regular pay for the average number of hours the employee was scheduled per day. For variable-hour employees who did not work for six months prior to taking leave, the employee’s reasonable expectation when hired of the average number of hours per day that the employee would normally be scheduled to work.

Under EPSL:

  • For ordered quarantine, self-quarantine, or COVID-19 symptoms: regular rate of pay but no more than $511/day and $5,110 total.
  • For caring for individual under quarantine or with symptoms, caring for child due to school closure of unavailability of childcare or other substantially similar reason, 2/3 regular rate of pay, but no more than $200/day and $2,000 total. 

 

 

 

 


April 2020