Confidential Employee Leave

Situation Order of Leaves *
Employee is self-quarantined due to potential exposure (no symptoms) 1. Personal necessity leave to allowed limits
2. Discretionary leave
3. Vacation leave
Employee is experiencing COVID-19 symptoms and seeking a medical diagnosis 1. Emergency paid sick leave per Act/HR6201 (“EPSL”) a
2. Accrued sick leave
3. Confidential sick leave pool
4. 100 days of extended illness (50% pay) per fiscal year after exhaustion of sick leave b
5. Discretionary leave
6. Vacation leave
7. Catastrophic leave c
Employee is medically quarantined (with note from health care provider) 1. EPSL a
2. Accrued sick leave
3. Confidential sick leave pool
4. 100 days of extended illness (50% pay) per fiscal year after exhaustion of sick leave b
5. Discretionary leave
6. Vacation leave
7. Catastrophic leave c
Employee tests positive for COVID-19 1. EPSL a
2. Accrued sick leave
3. Confidential sick leave pool
4. 100 days of extended illness (50% pay) per fiscal year after exhaustion of sick leave b
5. Discretionary leave
6. Vacation leave
7. Catastrophic leave c
Employee is caring for an individual who has been advised by a health care provider to self-quarantine. 1. EPSL d
2. Accrued sick leave e
3. Discretionary leave
4. Vacation leave
5. Catastrophic leave c
Employee is caring for an individual positive for COVID-19 or an individual subject to a federal, state, or local quarantine or isolation order. 1. EPSL f
2. Accrued sick leave e
3. Discretionary leave
4. Vacation leave
5. Catastrophic leave c
Employee is on childcare leave due to child's school or child care provider closure, and cannot work from home 1. EPSL f
2. Extended FMLA g
3. Discretionary leave
4. Vacation leave
Employee is subject to a federal, state, or local quarantine or isolation order related to COVID-19 and cannot work from home (does not apply to essential employees) 1. EPSL a
2. Personal necessity leave to allowed limits
3. Discretionary leave
4. Vacation leave

* FMLA/HR 6201. Regular unpaid FMLA available, if employee is eligible and has not exhausted annual FMLA entitlement. Runs concurrently with paid sick/extended leave, so may be paid if employee has sick/extended leave available.

Industrial Accident/Illness. 60 days of leave. Available if employee establishes COVID-19 was contracted while at work (w/doctor's note)

a Up to 80 hours (two work weeks) of employer-paid sick leave for full-time employees not to exceed $511 per day and $5,110 in the aggregate. Part-time employees get number of hours of paid leave equal to the average hours worked over a two week period.

b In order to reach 100% salary, employees may use accrued vacation leave, accumulated discretionary leave, and/or accumulated compensated time.

c Illness or injury that is expected to incapacitate an employee for an extended period of time, or that incapacities a member of the employee's family as defined in policy, which requires the employee to take time off from work for an extended period of time to care for a family member as defined in policy, and taking extended time off work creates a financial hardship for the employee because he or she has used all of his/her sick leave and other paid time off.

d If not subject to state, federal, or local isolation order (essential employee) or health care provider advice, employee is entitled to two-thirds pay not to exceed $200 per day and $2,000 in the aggregate. In order to reach 100% salary, employees may use accrued vacation leave, accumulated discretionary leave, and/or accumulated compensated time. If subject to state, federal, or local isolation order or health care provider advice, employee is entitled to full-pay leave not to exceed $511 per day and $5,110 in the aggregate.

e Only if for family member as defined in Labor Code §§ 233 and 245.5. Considered Kin Care, amount available for use is one-half of the "accrued and available sick leave." Depends on how medically sensitive family member is.

f 80 hours (two work weeks) of employer-paid sick leave at 2/3 pay amount for full-time employees not to exceed $200 per day and $2,000 in the aggregate ("Lesser Amount"). In order to reach 100% salary, employees may use accrued vacation leave, accumulated discretionary leave, and/or accumulated compensated time. Part-time employees get number of hours of paid leave equal to the average hours over a two week period.

g Ten workweeks of paid leave at 2/3 amount of pay for full-time employees not to exceed $200 per day and $10,000 in the aggregate (in addition to the $2,000 maximum for EPSL). In order to reach 100% salary, employees may use accrued vacation leave, accumulated discretionary leave, and/or accumulated compensated time. This leave is available only to employees who have at least 30 days of service (defined as on payroll for 30 days immediately preceding the first day of leave) with the District at the time they employee takes the leave.