Specific reasons related to the COVID-19 health pandemic, may require employees to take leave from work. Employees who are required to care for a spouse, child, or parent who test positive for COVID-19, may be eligible for leave time under the Family and Medical Leave Act (FMLA). The Family and Medical Leave Act (FMLA) entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons. To determine your eligibility please complete the questionnaire or email Hrconsultancy@louisiana.edu.
In addition to the leave guidance provided below, employees who test positive for COVID-19, must complete the COVID-19 Positive Test Reporting Form.
Sick Leave (CSR Rule 11.13 (a) 4 and 5)
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 (HRconsultancy@louisiana.edu). 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.
The need to care for a Son or Daughter
Accrued sick leave may be utilized by an employee when there is no other suitable person available to care for the son or daughter, as defined by the Family and Medical Leave Act, because his or her school or place of care has been closed or the childcare provider is unavailable due to a reason directly related to the health pandemic.
Special Leave (CSR Rule 11.35 (b) and (c))
Healthcare Providers and Emergency Providers (expires March 31, 2021)
An appointing authority may grant time off without loss of pay, annual leave or sick leave to any healthcare provider or emergency responder who
- Has tested positive for COVID-19 or
- Has been advised by a healthcare provider to self-quarantine related to COVID-19, or
- Is experiencing COVID-19 symptoms and is seeking medical diagnosis.
Such special paid leave shall not extend beyond 15 working days and will be in addition to any other leave benefits afforded by law.
An appointing authority may grant time off without loss of pay, annual or sick leave to an asymptomatic employee who is directed by the appointing authority to be tested for COVID-19 and/or self-quarantine after being exposed through close contact to an individual with a confirmed positive COVID-19 diagnosis.
Such special paid leave shall not extend beyond 14 calendar days as recommended by the Centers for Disease Control and Prevention. Once the employee develops symptoms of illness or is confirmed with a positive COVID-19 diagnosis, he shall immediately be placed in an appropriate leave status, including leave without pay if the employee has exhausted both annual leave and sick leave.
Families First Coronavirus Response Act
EXPIRED December 31, 2020
For absences between April 1, 2020 through December 31, 2020, The Families First Coronavirus Response Act (FFCRA) , required 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 were unable to work, including unable to telework because the employee:
- Was subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
- Had been advised by a health care provider to self-quarantine related to COVID-19;
- Was experiencing COVID-19 symptoms and is seeking a medical diagnosis;
- Was caring for an individual subject to an order described in (1) or self-quarantine as described in (2);
- Was 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
- Was experiencing any other substantially similar condition specified by the U.S. Department of Health and Human Services.
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.