Category: Sick Leave

The NY DOL Issues Guidance on COVID-19 Sick Leave

On January 20, 2021, the Commissioner of the New York State Department of Labor (DOL) issued new guidance on New York’s COVID-19 Sick Leave Law (“Sick Leave Law”), which was enacted on March 18, 2020. (A copy of the guidance can be found here.) As discussed in our previous blog post, the Sick Leave Law requires New York employers to provide varying levels of paid and unpaid sick leave (depending on employer size and net income) and access to expanded paid family leave and temporary disability benefits to employees subject to an order of quarantine or isolation due to COVID-19. All employees, regardless of the size of their employers, are entitled to job protection upon their returns from leave. The Guidance (which supplements the DOL’s earlier guidance on the use of leave) is summarized below: An employee who returns to work following a period of mandatory quarantine or isolation need not be tested before returning to work, with a limited exception for nursing home staff. If, however, an employee subsequently tests positive for COVID-19, the employee must cease reporting to work and is entitled to leave under the COVID-19 Sick Leave Law (“COVID-19 Sick Leave”) even if the employee already received sick leave for the first period of quarantine or isolation. Similarly, an employee who...

The DOL Amends FFCRA Paid Leave Rule

The United States Department of Labor’s Wage and Hour Division (“DOL”) recently announced amendments to regulations regarding the paid leave provisions of the Families First Coronavirus Response Act (FFCRA). By way of background, and as discussed in detail in our prior blog post, the FFCRA provides two types of leave to employees of covered employers (private employers with fewer than 500 employees and public employers of any size, with certain exceptions) – emergency paid sick leave (EPSL) and expanded family and medical leave (EFML). An employee may be eligible for 80 hours of EPSL if he or she is unable to work or telework (without regard to the employee’s length of employment) if the employee: Is subject to a federal, state, or local quarantine or isolation order related to COVID-19; Has been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19; Is experiencing COVID-19 symptoms and seeking a medical diagnosis; Is caring for an individual who is subject to a quarantine or isolation order, or has “been advised” to self-quarantine; Is caring for a child, because the child’s school or place of care has been closed (or the child’s care provider is unavailable) due to COVID-19 related reasons; or Is experiencing any other substantially-similar condition specified by the Secretary of Health...