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| STLCC COVID-19 Related Leave from Work
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| For all of us, COVID-19 has created a great deal of uncertainty, and the College recognizes that employees have questions about leave that may be available to them, including leave that employees may be entitled to under the Families First Coronavirus Response Act (FFCRA) that was signed into law on March 18, 2020 and goes into effect on April 1, 2020. |
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| This communication is meant to address questions employees may have about leave related to COVID-19. Laws around COVID-19 are evolving rapidly, with guidance from the federal government coming out on almost a daily basis. The United States Department of Labor (DOL) has issued a Notice of Rights, as well as a Questions and Answers document related to leave under FFCRA. We encourage employees to review these documents carefully. |
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| This communication provides information specific to how the College is addressing COVID-19 related leave. As conditions and legal requirements change, the College may need to update or amend this information. We appreciate your patience as we work through this challenging time together. Your health and safety remain our primary concern as the College continues to provide educational opportunities to our students. Anyone with questions about this communication should contact Ms. Robin Phillips, associate vice chancellor, human resources. |
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| What type of leave is the College providing to employees, in light of COVID-19? |
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| The College has worked to provide a safe environment while minimizing the need for employees to take leave – most notably, the College has attempted to move as many positions as possible to working remotely. This change has the benefit of reducing workplace density, which then creates a safer environment for employees whose work requires that they be on-site for some or all of the functions of their positions. |
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| The College will continue to evaluate the need for employees to work remotely and the need for essential on-site positions. The College has decided to continue to allow employees, whose supervisors have determined work can be performed remotely, to work remotely through May 18, 2020. Supervisors will continue to communicate with employees about whether employees can work remotely or whether they have work that must be performed on-site. |
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| Employees whose positions do not allow for remote work and have not been designated as essential on-site roles will continue to be compensated at their regular rates. These employees should remain available to respond to requests from supervisors during normal working hours, and, as needed, may be called upon to perform some work on-site. There are some exceptions to the positions for which continued compensation will be provided that apply specifically to temporary full-time or part-time positions funded through external, non-STLCC sources such as grants or contracts for services. Additional information to those employees will come directly from the appropriate associate/vice chancellor. |
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| Even with these changes, we recognize some employees may still need leave for COVID-19 related reasons. As discussed in more detail below, COVID-19 related absences will be handled in compliance with the FFCRA, as well as existing College policy and Joint Resolutions. |
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| What type of leave does the Families First Coronavirus Response Act provide to employees? |
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| The FFCRA creates two new types of leave that are available for use by eligible employees between April 1, 2020 and December 31, 2020. They are: |
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Emergency Family and Medical Act Leave (EFMLA); and
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Emergency Paid Sick Leave (EPSL).
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| Both types of leave are discussed more below. |
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| My child’s school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons. What are my options? |
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If your supervisor has approved you to work remotely and you can continue to meet the needs of your position while being home with your child, you may continue to work remotely while caring for your child.
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Alternative scheduling – If your need to care for your child interferes with your normally scheduled hours, you can contact your supervisor to see if there is the possibility of temporarily altering your schedule (whether on-site or through working remotely) to allow you to continue to work while your child’s school, place of care, or child care provider is unavailable due to COVID-19 related reasons.
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Taking Emergency Family and Medical Act Leave (EFMLA) Leave – If you are unable to work (or work remotely), you may be eligible for EFMFLA Leave.
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To be eligible: |
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You must have worked for the College for the 30 calendar days prior to needing the leave, and |
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You must have some portion of FMLA leave available with the College. |
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Is EFMLA leave paid? |
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The first ten (10) days are unpaid under the EFMLA, but, if eligible, an employee may utilize – |
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Emergency Paid Sick Leave (paid at 2/3 of the employee’s regular rate of pay up to $200/day); AND/OR |
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Substitute any accrued paid time. |
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After the first ten (10) days, EFMLA Leave is paid at 2/3 of the employee’s regular rate of pay up to $200/day. Employees may (but are not required to) supplement the difference between what they would receive through EFMLA Leave and their regular rate of pay with any accrued paid time the employee has. |
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| What is Emergency Paid Sick Leave (EPSL)? |
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FFCRA also creates Emergency Paid Sick Leave, which provides eligible employees with up to 80 hours (10 days) of paid sick leave with certain limitations. This leave does not count against an employee’s leave entitlements with the College.
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| When can I receive EPSL leave and how much will I receive? |
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The chart below lists the reasons an employee may take EPSL leave, and the amount of EPSL leave pay the employee may receive.
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In addition to the amounts listed in the chart, employees may (but are not required to) supplement the difference between what they would receive through EPSL leave and their regular rate of pay with any accrued paid time the employee has.
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Amount |
| The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID–19. |
Regular pay rate ($511/day max, $5110 total) |
| The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID–19. |
Regular pay rate ($511/day max, $5110 total) |
| The employee is experiencing symptoms of COVID–19 and seeking a medical diagnosis. |
Regular pay rate ($511/day max, $5110 total) |
| The employee is caring for an individual who is subject of the above two situations. |
Two-thirds (2/3) regular pay rate ($200/day max, $2000 total) |
| The employee is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID–19 related reasons. |
Two-thirds (2/3) regular pay rate($200/day max, $2000 total)
**This leave could be used for the first 10 days of unpaid EFMLA leave ** |
| The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor. |
Two-thirds (2/3) regular pay rate ($200/day max, $2000 total) |
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| What do I need to do to apply for EFMLA leave, EPSL leave, or both? |
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| You should email Robin Phillips, associate vice chancellor, human resources, to notify HR of your need for the leave. You may reach Ms. Phillips at robinphillips@stlcc.edu. You will be provided a form to complete to determine if you meet the eligibility requirements. The College will review your form then notify you regarding the approval of your request. |
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| I need to take leave unrelated to COVID-19. What should I do? |
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| The College’s regular leave policies, along with any applicable Joint Resolution, remain in effect. You should follow existing processes. |
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Robin Phillips
Associate Vice Chancellor, Human Resources |
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