Effective 1/1/2021, the Paid Sick Leave and eFMLA Hours are no longer available to employees. Employees whose child's school or daycare is closed and unable to perform their job duties remotely may use their accrued Vacation, Personal, or Comp time.
The Families First Coronavirus Response Act (FFCRA or Act) requires Madison County to provide their employees with expanded family and medical leave (EFMLA) for employees needing to care for his or her child whose school or place of care is closed. The following options are established for County Board Departments to maintain compliance with this act, and encouraged for Elected Official Departments as well. However, Elected Official Departments have the final decision to enact all or part of the following options.
These options are not intended to provide employees with additional benefits. These are being set to provide our departments with standard guidance in an effort to lessen the impact on our employees during these challenging times and ultimately continue to offer the same level of service the taxpayers expect.
Departments will need to analyze their needs and determine which positions can successfully Telework.
All Managers and those Employees who will Telework will be required to complete a set of Training's, via LocalGovU web site. In addition, a signed Telework agreement will also be required for those who Telework. Additional information regarding the Telework Trainings and Agreement will be provided in the coming days.
In order to comply with the documentation requirements set under the FFCRA, we are required to have the following documentation:
- Employee Child Care Work Schedule
- If an employee’s schedule is affected by any of these types of child care challenges, this form must be completed. The purpose of this form is for the department and employee to have an understanding and expectation of the employee's schedule. This form should be held within your department and reviewed on a periodic basis, depending on future schooling decisions.
- Emergency Family & Medical Leave Request
- If the employee requires the use of eFMLA hours, this form must be completed. These forms should be forwarded to Craig Edwards so he can setup this leave accrual within Paycom for the employees’ use.
Schools throughout Madison County have different protocols for this school year, which are subject to change throughout the year. Here are 3 specific types of child care challenges employees may encounter:
- School is “closed” for remote learning (these days are eligible for eFMLA if needed)
- School is open for in-person learning
- School is open for in-person learning, but parents have chosen to keep their child home for remote learning
Below are work and leave options for these scenarios:
1. If school is “closed” and employee’s child has remote learning:
2. If employee’s child has in-person learning:
3. If employee chooses to keep their child home, instead of in-person learning:
If employee is unable to work on-site or work remotely to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, here are their options for leave:
|12 Weeks of Leave under FFCRA||Option 1||Option 2|
|First 2 Weeks (80 hours if intermittent)||
Use Emergency Paid Sick Leave (ePSL) paid at 2/3 regular rate of pay
|Substitute accrued Sick, Vacation, or Comp Leave|
|Next 10 Weeks (400 hours if intermittent)||Use Emergency Family Medical Leave (eFMLA) paid at 2/3 regular rate of pay||Use accrued Vacation or Comp Leave. Employee can use eFMLA after exhausting accrued leave time.|
The information above is subject to change at any time based on further guidance from DOL.