Texas Tech University

The Families First Coronavirus Response Act

The Families First Coronavirus Response Act was signed into law on March 18, 2020. This Act extends the eligibility criteria for Family and Medical Leave (FML) to employees who have been employed for at least 30 calendar days for qualifying reasons as explained in this memorandum. In addition, there are two acts mandating paid leave: The Emergency Paid Sick Leave Act (EPSLA); and The Emergency Family and Medical Leave Expansion Act (EFMLA).

Emergency Paid Sick Leave Act (EPSLA):

The Emergency Paid Sick Leave Act entitles eligible employees up to 80 hours of paid sick leave, starting on the first day of employment, when the employee is unable to work (or telework) due to: an order to quarantine or self-quarantine; displaying COVID-19 symptoms; or caring for a child because of a school closure.

Duration of Paid Sick Time

Eligibility begins on the first day of employment

  • Full-time employees are granted up to 80 hours of EPSL.
  • Part-time employees are granted EPSL equivalent to their FTE, or an average number of hours worked over a two-week period.

Qualifying Reasons for Leave

  • Subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
  • Has been advised by a health care provider to self-quarantine related to COVID-19;
  • Experiencing COVID-19 symptoms and is seeking a medical diagnosis;
  • Caring for an individual subject to an order described in 1. or self-quarantine as described in 2.;
  • Caring for a child of any age whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19; or
  • Experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.

Employees with a qualifying reason will use EPSL prior to using any other leave accruals.

Application Process

Employees are required to notify their department and Human Resources of an EPSL qualifying event with as much notice as practicable if leave is not foreseeable.

Employees who need leave for a qualifying reason under EPSLA should inform their supervisor as soon as practicable. Employees should then contact Human Resources at hr.leaveadministration@ttu.edu or 806-742-3650 to make application.

Emergency Paid Sick Leave Application

Emergency Family and Medical Leave Expansion Act (EFMLA):

The EFMLA expands the FMLA establishing a new provision allowing leave due to school closure or unavailability of childcare. The first 10 days may be unpaid, but the employee may elect to be paid by substituting accrued paid leave such as sick and vacation. The employer, however, cannot require an employee to use accruals for the purpose of EFML. Employees may use Emergency Paid Sick Leave during these two weeks.

EFML Eligibility

Full-time and part-time employees who have worked at least 30 calendar days.

EFML Entitlements

Up to 12 workweeks of combined leave in a 12-month rolling period for any FMLA or EFML qualifying reason.

Qualifying EFMLA Events

  • School closure in response to Coronavirus prevention measures.
  • Unavailability of childcare in response to Coronavirus prevention measures.

Application Process

Employees are required to notify their department and Human Resources of an EFML qualifying event with as much notice as practicable if leave is not foreseeable.

Employees who need leave for a qualifying reason under EFMLA should inform their supervisor as soon as practicable. Employees should then contact Human Resources at hr.leaveadministration@ttu.edu or 806-742-3650 to make application.

Expanded Family and Medical Leave Act Application

Resources

EFMLA Flowchart