Families First Coronavirus Response Act Policy

In response to the Coronavirus (also known as COVID-19) global pandemic, and consistent with federal law, we are implementing this Families First Coronavirus Response Act Policy (the “Policy” or “FFCRA Policy”), which is effective as of April 1, 2020, and will end on December 31, 2020. This Policy is subject to change based on additional guidance we receive from the federal government.

The FFCRA Policy has two parts:

  1. Emergency Paid Sick Leave (“EPSL”)
  2. Emergency Paid Family and Medical Leave (“EPFML”)
EMERGENCY PAID SICK LEAVE

Each full-time employee of the Company who is unable to work or telework is entitled to 80 hours of EPSL, and each part-time employee of the Company who is unable to work or telework is entitled to EPSL in an amount equal to the number of hours that the employee works, on average, over a two-week period, for any of the following reasons:

  1. the employee is subject to a federal, state, or local quarantine or isolation order related to COVID-19 that causes the employee to be unable to work (this does not include the current Ohio Stay at Home Order);
  2. the employee has been advised by a health care provider to self-quarantine because of COVID-19;
  3. the employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis;
  4. the employee is caring for an individual subject to an order described in (1) or advised to self-quarantine as described in (2);
  5. the employee is caring for his/her child whose school or place of care is closed, or childcare provider is unavailable, due to COVID-19 related reasons; or
  6. the employee is experiencing substantially similar conditions as specified by the U.S. Department of Health and Human Services.

Employee will be compensated for EPSL at their regular rate, up to $511 per day, where leave is taken for reasons (1), (2) and (3) above (own illness or quarantine).

  • Employees are not eligible for EPSLA paid leave for the time spent making, waiting for or attending an appointment for a COVID-19 test or if the employee is choosing to self-quarantine without seeking a medical diagnosis. 
  • If an employee can telework, EPSL is not available.
  • After 80 hours of emergency paid leave, the leave is exhausted.

The Employee will be compensated for EPSL 2/3 their regular rate, up to $200 per day, where leave is taken for reasons (4) or (5) above (care for others or school closures).

  • The First working 10 days of any leave are unpaid.

An employee is not required to use any other available paid time off described in our Employee Handbook before using EPSL under this Policy but may choose to do so. In other words, it is an employee’s choice to use available paid leave in any order of the employee’s choice, including EPSL under this Policy.

Nothing in this Policy alters or waives an employee’s responsibility to follow the Company’s regular call-off procedures for absences.

Employees may be required to provide sufficient documentation to support the need for EPSL. An employee’s right to take EPSL under this Policy ends once the qualifying need for the EPSL ends.

Employees will not be paid for any EPSL otherwise made available under this Policy at the end of the calendar year. EPSL provided under this Policy cannot be carried over into the next calendar year. Upon termination of employment or layoff for any reason, an employee will not be paid for any EPSL provided under this Policy. EPSL is strictly “use it or lose it” between April 1 and December 31, 2020.

We will not discriminate or retaliate against any employee who uses leave, attempts to use leave, or otherwise exercises his or her rights under this Policy.

EMERGENCY PAID FAMILY AND MEDICAL LEAVE

An Emergency Paid Family and Medical Leave (“EPFML”) of up to 12 weeks will be granted to any full-time or part-time employee who has worked for the Company for at least 30 calendar days when such employee is unable to work (or telework) to care for a minor child if the child’s school or place of child care has been closed or is unavailable because of the current and ongoing COVID-19 public health emergency.

The first 10 working days of any such leave are unpaid. Employees may choose to substitute paid sick leave (see COVID-19 Emergency Paid Sick Leave Policy) or any other available paid leave during this initial period of unpaid leave.

The remaining 10 weeks of leave will be paid at two-thirds of the employee’s regular rate, for the number of hours the employee would otherwise be scheduled to work. This paid leave is capped at a maximum payment of $200 per day and $10,000 total during the EPFML.

An employee is not required to use any other available sick time, vacation, or other paid time off described in our Employee Handbook, including COVID-19 Paid Sick Leave, before using EPFML under this Policy, but may choose to do so. In other words, it is an employee’s choice to use available leave in any order of the employee’s choice, including EPFML. An employee may use available paid time off to “top off” his/her compensation only with the Company’s authorization.

Coverage under the Company’s existing Group Health Insurance Plan will be continued during the EPFML under the same terms as if the employee continued to work. The employee must continue copayment of premiums as applicable to maintain coverage.

The request for leave must be made by an employee at the earliest possible time reasonable under the circumstances. Nothing in this Policy alters or waives an employee’s responsibility to follow the Company’s regular call-off procedures for absences. Employees may be required to provide sufficient documentation to support the need for the EPFML.

Once your EPFML ends, we will restore you to the same or equivalent position upon your return to work, provided that your position has not otherwise been eliminated as the result of economic conditions or other changes in operations.

EPFML may be taken on an intermittent or reduced work schedule basis only upon agreement with the Company, including telework arrangements.

________

We will not discriminate or retaliate against any employee who uses leave, attempts to use leave, or otherwise exercises his or her rights under this Policy.

In addition to the leaves of absence described above and consistent with the needs of each employee and the Company, an additional COVID-19 related leave of absence may be granted at the sole discretion of the Company and in accordance with applicable law.

This Policy has an effective date of April 1, 2020, and expires on December 31, 2020. There will be no carry-over or cashing out of any unused EPFML at year-end.

If you have any questions on this policy or need leave for any reason under this FFCRA Policy, please contact the Controller Kathleen Bodnar at kbodnar@staffsol.com or your direct supervisor.