Mobile Toggle

HCSD Employment

Employee Resources

COVID-19 Absences & Leave Entitlements

The federal government and the State or New York have enacted legislation that provides paid leave to employees who are adversely affected by COVID-19 under certain conditions:

  • Families First Coronavirus Response Act:
     
    • Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay (up to $511 per day) where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or
    • Two weeks (up to 80 hours) of paid sick leave at two-thirds (2/3) the employee’s regular rate of pay (up to $200 per day) because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or 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, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor; and
    • Up to an additional 10 weeks of paid expanded FMLA leave at two-thirds (2/3) the employee’s regular rate of pay (up to $200 per day) where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19. Note: Employees who qualify for and seek this expanded FMLA leave at two-thirds (2/3) the employee's regular rate of pay (up to $200 per day) due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19, shall be required to take such leave continuously and shall not be permitted to take such leave intermittently.  Employees who seek this expanded FMLA may be required to furnish written proof that the need for such leave is to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.

If you believe you qualify for these benefits, contact the Office of Human Resources.