Families First Coronavirus Response Act

The Federal Leave provided under the Families First Coronavirus Response Act (FFCRA) is scheduled to sunset December 31, 2020.  Congress has not extended the leave beyond this date.

Due to the expected continued impact of COVID-19 in Maryland, the University will continue the same type of leave provided under the FFCRA to all employees through June 30, 2021.  The University will not change the provisions of the Act or how it is administered.  All information on this web page remains relevant.

Employees will not receive increased hours of leave under the FFCRA; they will have additional time to use any leave already available to them for qualifying COVID-related absences. 

If Congress amends the provisions of FFCRA related to Emergency Paid Sick Leave and Expanded Family and Medical Leave prior to June 30, 2021, this provision will cease to be effective to the extent it conflicts with such amendments.

basic provisions of the law

Emergency Paid Sick Leave (EPSL)

What is Emergency Paid Sick Leave (EPSL)?

EPSL provides up to 80 hours of paid sick leave (pro-rated for part-time employees) for specific reasons related to COVID-19. EPSL is separate from your accrued sick leave. It does not carry over from year to year, nor is it paid-out should you separate from the university.

Who is eligible for EPSL?

All employees, regardless of employment category, FTE, and amount of service, who are scheduled to work (on-site or telework) can apply for EPSL.

What is covered under EPSL?

EPSL can be used for COVID-19 absences when you are unable to work/telework because you:

  1. are subject to a Federal, State, or local quarantine/isolation order;
  2. have been advised by a healthcare provider to self-quarantine;
  3. are experiencing COVID-19 symptoms and seeking a medical diagnosis;
  4. are caring for someone described in (1) or (2) above;
  5. are caring for a child whose school or childcare provider is closed; or
  6. are experiencing a similar condition specified by the Secretary of Health and Human Services.

How much will I be paid?

For reasons #1, #2 and #3 above: Up to 80 hours (pro-rated for part-time employees) of EPSL is paid at your regular, full rate of pay (up to $511 daily and $5,110 total) if you are unable to work or telework.  

For reasons #4, #5 and #6 above: Up to 80 hours (pro-rated for part-time employees) of EPSL is paid at 2/3 your regular rate of pay (up to $200 daily and $2,000 total) if you are unable to work or telework.

For reason #5 above, EPSL and expanded FMLA (EFMLA) will run concurrently.  You will use up to 80 hours (pro-rated for part-time employees) of EPSL during the onset of leave. Please review the EFMLA information for more details.

If I am eligible for EPSL at only 2/3 pay, may I use my own leave to maintain 100% of my pay?

Yes, you may use any type of your accrued leave to supplement 1/3 of your pay.

What if I do not have enough of my own accrued leave to supplement 1/3 of my pay?

You may request advanced sick leave or remain at 2/3 pay. Advanced sick leave is a debt that must be repaid to the University.

For questions regarding eligibility, to make a request, or for more information, please email .

Expanded Paid Leave under the Family and Medical Leave Act (EFMLA)

What is expanded leave under the Family and Medical Leave Act (EFMLA)?

The FFCRA expands the qualifying reasons which allow you take FMLA relative to COVID-19. Specifically, if you have a need to care for a child whose school or place of care is closed, or because the childcare provider is unavailable, you may be eligible to take leave under the expanded FMLA coverage (Reason #5 under the FFCRA).

Who is eligible for EFMLA?

Any employee with 30 calendar days of service, regardless of employment category or FTE, who is scheduled to work (on-site or telework) can apply for EFMLA.

Is EFMLA in addition to regular FMLA?

EFMLA is not an additional allotment of job-protected leave under the FMLA; the maximum entitlement is still 12-weeks. The EFMLA only adds other qualifying reasons to take the leave.

How do I receive paid leave under the EFMLA?

If you are unable to work or telework, here is the sequence of paid leave when utilizing EFMLA:

During the first 80 hours of the EFMLA you will use EPSL.

If you are unable to work or telework after the first 80 hours of EFMLA and have FMLA entitlement remaining, you will use 100% of your accrued leave until you exhaust all leave balances.

If you are still unable to work or telework after exhausting all of your accrued leave and have FMLA entitlement remaining, you have the following choices – (1) continue EFMLA at 2/3 pay, or (2) continue EFMLA at 2/3 pay and supplement 1/3 pay with advanced sick leave. Advanced sick leave is a debt that must be repaid to the university.

For questions regarding eligibility, to make a request, or for more information, please email .

 

Forms Needed to Request Leave under the FFCRA

The forms below are automated DocuSign forms, which accept electronic signatures from the employee and supervisor. After the employee submits the form, it is automatically routed to the supervisor via email. After the supervisor signs the form, it is automatically routed to the Office of Human Resources.

ffcra request forms

  • Request for Expanded FMLA – Use this form to request expanded FMLA. Expanded FMLA may be available if (1) you are unable to work or telework because you are caring for your child whose school/place of care is closed due to COVID-19 related reasons or, (2) you are unable to work or telework because you are caring for your child because your child care provider is unavailable due to COVID-19 related reasons.
  • Request for Leave under the FFCRA – Use this form (1) to accompany your request for expanded FMLA, or (2) to request emergency paid sick leave.

Existing Leave Policies & Advanced Sick Leave

When employees are unable to work or telework due to reasons of COVID-19, the following policies have temporary provisions to lessen the financial burden of employees dealing with issues created by the global pandemic.

Timekeeping

The University has developed leave codes and an internal process to facilitate the new leave provided under the FFCRA. There are different leave codes based on employee classification and type of leave granted.