As a valuable contributor to our university community, the safety and well-being of our workforce is our priority. We are committed to supporting you during the temporary remote work environment. The Telework Employee Reference Guide and the following resources are available to assist our workforce with their temporary remote work environment.
Families First Coronavirus Response Act (FFCRA)
In response to the Families First Coronavirus Response Act (FFCRA), you may qualify for emergency sick time under the FFCRA if you are unable to work (or unable to telework) due to a need for leave because you are:
- Subject to a federal, state, or local quarantine or isolation order related to COVID-19;
- Have 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 whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19; or
- Is experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.
Families First Coronavirus Response Act (FFCRA) FAQ's
To find out more about FFCRA, view webinar here.
- How much emergency sick time or extended leave will I be eligible for?
For reasons (1)-(4) and (6): A full-time employee is eligible for up to 80 hours of paid emergency sick leave.For reason (5): A full-time employee is eligible for up to 12 weeks of leave at 40 hours a week (which would include the 80 hours of paid emergency sick leave).See question below for calculation of a part-time employee’s benefit.
- Will I be paid at my full pay during the emergency sick leave?
Pay under the FFRCA depends on the reason for the emergency leave and is subject to maximums. For leave reasons (1), (2), or (3): employees taking leave shall be paid at either their regular rate or the applicable minimum wage, whichever is higher, up to $511 per day and $5,110 in the aggregate (over a 2-week period).
For leave reasons (4): employees taking leave shall be paid at 2/3 their regular rate or 2/3 the applicable minimum wage, whichever is higher, up to $200 per day and $2,000 in the aggregate (over a 2-week period).
For leave reason (5): employees taking leave shall be paid at the 2/3 their regular rate or 2/3 the applicable minimum wage, which is higher, up to $200 per day and $12,000 in the aggregate (over a 12-week period – two weeks of paid sick leave followed by up to 10 weeks of paid expanded family and medical leave).
You may choose to combine your 2/3 pay with current leave accruals for the first two weeks to ensure a full paycheck. If you are approved for an additional 10 weeks leave under leave reason 5, there is a mandatory combining of your current accruals in accordance with the FMLA/Maternity/Paternity & Medical Leave policy.
- I’m a part-time employee. How does this work for me?
A part-time employee is entitled to the FFCRA leave for his or her average number of work hours in a two-week period. Therefore, we will calculate hours of leave based on the number of hours you are normally scheduled to work. If your schedule varies, FIU will use a six-month average to calculate the average daily hours. You may take paid sick leave for this number of hours, per day, for up to a two-week period, and may take expanded family and medical leave for the same number of hours, per day, up to ten week following, upon approval.
- I am considered essential personnel. What options do I have with respect to taking sick leave under the new Act?
There are certain situations in which essential personnel may use the leave provisions under the Act. If you have work to do, the Act does not apply to you. If you cannot perform your duties as a result of one of the 6 categories, you are eligible for the FFCRA benefits.
- May I take 80 hours of paid sick leave for my self-quarantine and then another amount of paid sick leave for another reason provided under the Emergency Paid Sick Leave Act?
No. You may take up to two-weeks – or ten days – (80 hours for a full-time employee, or for a part-time employee, the number of hours equal to the average number of hours that the employee works over a typical two-week period) of paid sick leave for any combination of qualifying reasons. However, the total number of hours for which you receive paid sick leave is capped at 80 hours under the Emergency Paid Sick Leave Act.
- How do I apply for leave under the FFCRA?
Effective immediately, there is a link in your Employee Peoplesoft Home Page where you can complete a request for FFCRA. Below is a screenshot of the location.
Once completed, the form will be routed to your supervisor and then either Office of Provost, Planning and Finance or HR Leaves for acknowledgment that you have requested this leave. Please note that you will be contacted by firstname.lastname@example.org with respect to your request and any other information that is required.
- What documents do I need to submit to get paid sick leave or expanded family and medical leave?
We will be requesting documentation to substantiate the specific leave requested. For medical-related reasons, a doctor’s note may be sufficient. We will also require you to provide additional documentation in support of your expanded family and medical leave taken to care for your child whose school or place of care is closed, or child care provider is unavailable dur to COVID-19 related reasons. For example, this may include a notice of closure or unavailability from your child’s school, place of care, or child care provider, including a notice that may have been posted on a government, school, or day care website, published in a newspaper, or emailed to you from an employee or official of the school, place of care, or child care provider.
We will retain this notice or documentation in support of expanded family and medical leave, including while you may be taking unpaid leave that runs concurrently with paid sick leave if taken for the same reason.Please also note that all existing certification requirements under the normal FMLA remain in effect if you are taking leave for one of the existing qualifying reasons under the FMLA. Furthermore, if you are taking leave beyond the two weeks of emergency paid sick leave because your medical condition for COVID-19-related reasons rises to the level of a serious health condition, you must continue to provide a Medical Clearance form under the FMLA as required.
- May I take my paid sick leave or expanded family and medical leave intermittently while teleworking?
Yes, if you are unable to maintain your normal schedule of hours due to one of the qualifying reasons in the Emergency Paid Sick Leave Act, you may take the leave intermittently with agreement from your supervisor. Similarly, if you are prevented from working your normal remote schedule of hours because you need to care for your child whose school or place of care if closed, or child care provided is unavailable, because of COVID-19 related reasons, you and your supervisor may agree that you can take expanded family medical leave intermittently while working remotely.FIU is encouraging staff and faculty to collaborate to achieve flexibility and meet mutual needs. We are supportive of such voluntary arrangements that combine remote work and intermittent leave.
- I am a student employee. Do I qualify for the FFCRA?
Generally, yes, if you are a student employee (including Graduate Teaching Assistants), you may be eligible for the FFCRA as long as your circumstances fall into one of the six scenarios and have no work due to COVID-19. There are some student employment classifications that would not qualify, such as Research Assistants and Residential Life Assistants.
- The FFCRA came into effect on April 1st. May I request a retroactive payment under the FFCRA?
In most cases, we will be implementing the FFCRA payments in the pay period in which they are received. Employees requesting retroactive payments will reviewed with on a case-by-case basis.
- How will my time be tracked if I am taking leave under FFCRA?
FIU has developed unique time reporting codes that will be utilized during an employee’s FFCRA leave. HR will work with you and your supervisor to ensure that the correct codes are use.
- I have additional questions about FFCRA. Who can I contact?
For additional questions, please contact the Division of Human Resources at 305-348-2190 or email@example.com.
If you have any questions regarding this regulation, please contact the Benefits Administration Office at 305-348-2181 or firstname.lastname@example.org and an HR representative will be available to assist. If you want additional information on the Act, you can visit the Department of Labor at dol.gov.
COVID-19 HR Tools
Service Excellence During Remote Work
Please visit our service excellence page for more information.
Division of Information Technology Resources
All employees are to remain connected to secure systems during normal working hours and follow all university policies related to access, data security and data confidentiality. Please refer to the Division of Information Techonlogy’s Remote Work page for more information.
The FIU PantherTech remains open with limited operation hours to assist our university community via special drive-through. Please visit Panthertech.fiu.edu for appointment and special instructions.
Visit https://it.fiu.edu or contact the university’s Division of Information Technology for additional support at (305) 348-2284.
For additional general remote work questions, please visit our HR COVID-19 FAQ’s.