Keeping You Safe: PLA Reopening Playbook August 2020 | Page 35

3. The employee is experiencing symptoms of COVID–19 and seeking a medical
diagnosis.
4. The employee is caring for an individual who is subject to either number 1 or 2
above.
5. The employee is caring for his or her child if the school or place of care of the child
has been closed, or the child care provider of such child is unavailable, due to COVID–19
precautions.
“Child” means a biological, adopted or foster child, a stepchild, a legal ward, or a child of
a person standing in loco parentis, who is:
Under 18 years of age.
18 or older and incapable of self-care because of a mental or physical disability.
“Individual” means an immediate family member, roommate or similar person with
whom the employee has a relationship that creates an expectation that the employee
would care for the person if he or she self-quarantined or was quarantined.
Additionally, the individual being cared for must: a) be subject to a federal, state or local
quarantine or isolation order as described above; or b) have been advised by a health
care provider to self-quarantine based on a belief that he or she has COVID-19, may
have COVID-19 or is particularly vulnerable to COVID-19.
Furloughed employees are not eligible as there is no work available from which to take
leave.
Amount of Paid Sick Leave
All eligible full-time employees will have up to 80 hours of paid sick leave available to
use for the qualifying reasons above. Eligible part-time employees are entitled to the
number of hours worked, on average, over a two-week period.
For employees with varying hours, one of two methods for computing the number of
hours paid will be used:
If the employee has worked 6 months or more, the average number of hours that the
employee was scheduled per day over the 6-month period ending on the date on
which the employee takes leave, including hours for which the employee took leave of
any type.
If the employee has worked less than 6 months, the expected number of hours to be
scheduled per day at the time of hire.
Increments and Intermittent Use of Leave
When working from home, employees may take emergency paid sick leave
intermittently and in any increment agreed to with their manager. As in the example
for FMLA leave, an employee may only need 4 hours per day of leave to care for his or
her child or may only need to do so on Tuesdays and Thursdays. Managers and
employees are expected to be flexible in scheduling wherever possible.
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