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Effective
April 2, 2020 - June 10, 2021*
Please note: Information has been tailored to provide clearer guidance as it pertains to LPCA personnel.
Emergency Paid Family Medical Leave Act (EFMLA)
The FFCRA provides employees up to 12 weeks of FMLA leave if they are unable to work (or tele-work) because they must care for a son or daughter under 18 years of age. The need for leave must be caused by the closing of the child’s elementary or high school or place of care, or the unavailability of the child’s child care provider, due to a declared COVID-19 public health emergency. “Child care provider” means a provider who receives compensation for providing child care services on a regular basis.
Eligibility
Eligibility
All employees, who have worked for 30 calendar days are eligible for the new FMLA leave.
An employee who has already taken 12 weeks of FMLA leave within the last 12 months is not eligible for an additional 12 weeks of Emergency Family Medical Leave. Such an employee, however, could still be eligible for two weeks of Emergency Paid Sick Leave.
Compensation
Compensation
The first 10 days of the new FMLA leave are unpaid. However, employees may substitute any accrued vacation leave, personal leave, or medical or sick leave for this period of unpaid leave. Thereafter, the employee will be compensated for FMLA leave taken under the new provision at a rate of at least two-thirds of the employee’s regular rate of pay (Primary Pay only), based on the number of hours the employee would otherwise normally be scheduled to work, up to a maximum of $200 per day ($10,000 maximum over the course of the employee's absence).
Example #1: If an employee's daily rate is $250 the employee will be paid $166.67 per day
Example #2: If an employee's daily rate is $400 the employee will be paid $200 per day
Special calculation rules apply for employees with variable schedules.
Apply for Paid EFMLA
Apply for Paid EFMLA
Apply for Paid EFMLA
Employees who must utilize the emergency FMLA as outlined above must submit an online form linked below. Once processed, the employee will be notified of next steps.
*The board has approved an extended expiration on these benefits.
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