University of Georgia Human Resources Logo
215 S. Jackson St.
Athens, GA 30602
Tel (706) 542-2222
Email: hrweb@uga.edu

What is the Families First Coronavirus Response Act? 

The United States Congress enacted and the President signed into law the Families First Coronavirus Response Act (FFCRA), which includes a provision for emergency paid sick leave and an expansion of Family Medical Leave Act (FMLA) coverage.

The provisions of the Families First Coronavirus Response Act provide paid leave to employees to assist with various circumstances related to the Coronavirus COVID-19 public health emergency and expanded Family Medical Leave Act eligibility for Coronavirus COVID-19 related leave needs. These new requirements take effect on April 1, 2020 and expire on December 31, 2020.

Instructions for Requesting Emergency Paid Sick Leave and/or Expanded Family Medical Leave Act:

  • Fill out the applicable request form which is linked below.
  • Save the completed form to your computer.
  • Please send the form to University Human Resources using one of the following:
    • Email the request form as an attachment to HRWeb@uga.edu OR
    • Print the completed request form and mail the request form to:University Human Resources
      215 S. Jackson Street
      Athens, GA 30602 OR
    • Fax the request form to (706) 542-7321
  • If you need assistance with this process, email HRWeb@uga.edu or call 706-542-2222.
  • University Human Resources Leave Administrators will confirm with the employee and department when the request has been processed within OneUSG Connect.

 

Training

Leave and Time Reporting Job Aid (matrix)

 

Request Using Online Forms

Request for Emergency Paid Sick Leave

Request for Expanded FMLA

 

Request Using Printable Forms

Request for Emergency Paid Sick Leave

Request for Expanded FMLA

 

Frequently Asked Questions

The Families First Coronavirus Response Act was enacted into law on 3/18/2020 with an effective date of 04/01/2020 and will expire on 12/31/2020. While the act has many provisions addressing the impact of the COVID-19 outbreak, there are two key leave provisions that apply to USG as an employer: • The Emergency Paid Sick Leave - Provides up to 80 hours of a new type of paid leave for 6 qualifying reasons (listed below) relating to absences caused by COVID-19. The act allows COVID 19 Leave Options and Procedures FAQs | pg. 4 an employee to take leave due to an inability to work or telework because the employee is: 1) subject to a federal, state or local quarantine or isolation order related to COVID19; 2) advised by a health care provider to self-quarantine due to COVID-19 concerns; 3) experiencing COVID-19 symptoms and seeking medical diagnosis; 4) caring for an individual subject to a federal, state or local quarantine or isolation order or advised by a health care provider to self-quarantine due to COVID-19 concerns; 5) caring for the employee’s child if the child’s school or place of care is closed or the child’s care provider is unavailable due to public health emergency; or, 6) 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. • The Emergency Family and Medical Leave Expansion Act -Adds a qualifying reason that an employee may take job-protected family and medical leave if the eligible employee is unable to work or telework and must care for a child under the age of 18 because of a school closure or loss of childcare due to a public health emergency. The new emergency family and medical leave provision also increases eligibility for FML for this limited reason to any employee employed for 30 calendar days or more. The first 10 days of the Emergency FML is unpaid but may run concurrently with the Emergency Paid Sick Leave. After those 10 days, employers must provide two-thirds of the employee’s regular rate up to a cap of $200 per day or $10,000 in the aggregate. The 80 hours of emergency paid sick leave must be provided at the employee’s regular rate of pay for reasons one, two and three listed above, capped at $511 per day or $5,110 in aggregate and at two-thirds the employee’s regular rate of pay for reasons four, five and six listed above, capped at $200 per day or $2,000 in the aggregate.
If an employee is subject to a federal, state or local quarantine or isolation order related to COVID19 or is advised by a healthcare provider to self-quarantine due to COVID-19 concerns, they may request up to 80 hours of emergency paid sick leave at the employee’s regular rate of pay, capped at $511 per day or $5,110 total. Eligible employees may elect to use accrued leave or compensatory time to cover the absence. Note the use of accrued leave or compensatory time will not count against an employee’s FFCRA entitlement.
If an employee is experiencing COVID-19 symptoms and is seeking medical diagnosis they mayrequest up to 80 hours of emergency paid sick leave at the employee’s regular rate of pay capped at $511 per day or $5,110 total. Eligible employees may elect to use accrued leave or compensatory time to cover the absence. Note the use of accrued leave or compensatory time will not count against an employee’s FFCRA entitlement.
If an employee cannot come to work or telework because they are caring for their child because the child’s school or place of care is closed or the child’s care provider is unavailable due to public health emergency, they may request up to 80 hours of paid sick leave at two-thirds the employee’s regular rate of pay, capped at $200 per day or $2,000 total. Eligible employees may elect to use accrued annual leave, personal leave or compensatory time to cover the absence. Note the use of accrued leave or compensatory time will not count against an employee’s FFCRA entitlement. Eligible employees (those employed for thirty calendar days or more) may also request to receive emergency family and medical leave for up to 12 work weeks. The employee will receive twothirds the employee’s regular rate of pay, capped at $200 per day for the period after the first 10 days that emergency family and medical leave is taken. Eligible employees may elect to use the emergency paid sick leave, annual leave, personal leave or compensatory time to cover the initial 10 workdays of emergency family and medical leave. Note the use of accrued leave or compensatory time will not count against an employee’s FFCRA entitlement.
No, the FFCRA Emergency Paid Sick Leave provides a new leave requirement in addition to leave already provided by the state, effective April 1, 2020.
An employee who is caring for an individual subject to a federal, state or local quarantine isolation order or who is advised by a health care provider to self-quarantine due to COVID-19 concerns may request up to 80 hours of paid sick leave at two-thirds the employee’s regular rate of pay, capped at $200 per day or $2,000 total. Eligible employees may elect to use accrued leave or compensatory time to cover eligible absences. Note the use of accrued leave or compensatory time will not count against an employee’s FFCRA entitlement.
Part-time employees are eligible to receive emergency paid sick leave up to their regularly scheduled work hours per week or their full-time equivalent (FTE).
Employees who have been employed for at least 30 calendar days may take up to 12 weeks of jobprotected leave to allow an employee who is unable to work or telework to care for their child (under 18 years of age) if the child’s school or place of care is closed or the childcare provider is unavailable due to a public health emergency.
Yes, generally speaking FFCRA leave is available to an individual who is actively employed with work available and meets the qualification requirements of the new law. Federal work-study students are subject to the guidance of the Department of Education regarding financial aid payments during the COVID-19 pandemic you may contact your campus HR office for additional support.