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Employee Leave Guidance

Families First Coronavirus Response Act

Through December 31, 2020, The Families First Coronavirus Response Act (FFCRA) , requires the University, to provide paid leave for specified reasons related to the COVID-19 pandemic under the Emergency Paid Sick Leave Act (EPSLA) and the Emergency Family and Medical Leave Expansion Act (EFMLA).  Eligible employees who are unable to work, including unable to telework because the employee: 

  1. Is subject to a Federal, State, or local quarantine or isolation order related to COVID-19; 
  2. Has been advised by a health care provider to self-quarantine related to COVID-19; 
  3. Is experiencing COVID-19 symptoms and is seeking a medical diagnosis; 
  4. Is caring for an individual subject to an order described in (1) or self-quarantine as described in (2); 
  5. Is caring for his or her child whose school or place of care is closed (or childcare provider is unavailable) due to COVID-19 related reasons or 
  6. Is experiencing any other substantially similar condition specified by the U.S. Department of Health and Human Services. 

To determine if you are eligible for paid leave under the FFCRA, please complete the questionnaire or email

Healthcare Providers and Emergency Providers

Time off without the loss of pay, annual or sick leave may be granted to any healthcare provider or emergency responder who was exempted from the Families First Coronavirus Response Act (FFCRA) by the Governor’s Proclamation and who has tested positive for COVID-19 or who has been advised by a healthcare provider to self-quarantine related to COVID-19, or experiencing COVID-19 symptoms and seeking a medical diagnosis.  Such special leave shall not extend beyond 15 working days and will be in addition to any other leave benefits afforded by law. 

Asymptomatic Employee

Employees who are directed by appointing authority to be tested for COVID-19 and /or self-quarantine will be placed on special leave not to extend beyond 14 calendar days as recommended by the Centers for Disease Control and Prevention (CDC).

High-Risk Immunological Disorder

It is encouraged that those employees who need to be isolated from the workplace to avoid a risk of exposure, work remotely from home. The high-risk immunological disorder (compromised immune system) must be supported by medical certification.  Such certification should be forwarded to the Office of Human Resources ( If an employee is not able to work remotely, accrued sick leave may be utilized by the employee. As appropriate the authorize use of compensatory and or accrued annual leave, may be utilized.

Employees who are instructed to report on-site for work and do not report for duty, when required, must use available compensatory and annual leave time.  These employees do not have an eligible leave reason, or a high-risk immunological disorder, that prevents them from reporting for duty due to risk exposure.  Employees will not be eligible to be paid sick or special leave. Once compensatory and annual leave have been exhausted, the employee will receive LWOP. 

NOTE: Effective May 31, 2020, the use of special leave under Civil Service 11.23(d) shall not be granted by an appointing authority for any employee absence related to COVID-19 health pandemic.

For the most up-to-date guidelines from Louisiana State Civil Service, please visit: Employees should direct any questions regarding employee leave to the Office of Human Resources, Consultancy at

Employees Not Covered by Leave Provisions

Employees whose reason for being away from work is not covered by one the leave provisions above will be required to report to work as directed.  The supervisor may, at their discretion, allow these employees to use available compensatory and annual leave time. Employees who have exhausted all annual and compensatory leave or who are not eligible to earn leave will not automatically be placed on leave without pay.  Leave without pay must be approved in advance by the President. Employees without available annual or compensatory time will be required to report to work until LWOP is approved.  These employees are not eligible to use sick or special leave.