FFCRA Rule Summary.pdf

Employers who fail to provide EPSLA leave are subject to enforcement proceedings, and EPSLA prohibits employers from discharging or discriminating against employees who take leave. Quarantine and isolation orders include shelter-in-place and stay-at-home orders, and employees can take EPSLA leave only if being subject to such orders prevents them from working or teleworking. Employees subject to quarantine or isolation orders may not take EPSLA leave if the employer does not have work for them, and employees who can telework may not take EPSLA leave if they have work and no extenuating circumstances prevent them from performing it. Advice to self-quarantine from a healthcare provider must be based on the provider's belief that the employee has or may have Covid-19, or is particularly vulnerable to it. Symptoms that qualify for EPSLA leave include fever, dry cough, and shortness of breath, and employees may take leave to obtain a medical diagnosis or while awaiting Covid-19 test results if unable to telework. Employees may also take EPSLA leave to care for an individual subject to a quarantine or isolation order, or advised to self-quarantine, if there is a genuine need to care for the individual and the employee would be able to work but for the need to care for them. Full-time employees are those normally scheduled to work at least 40 hours per week, and part-time employees are entitled to EPSLA leave equal to the number of hours they are normally scheduled to work over a two-week period, or fourteen times their average daily hours over a six-month period.