Generally, under the Emergency Paid Sick Leave Act (EPSLA), employees are eligible for:

A. Two weeks (up to 80 hours, for full-time employees) of paid sick leave at the employee’s
regular rate of pay where the employee is unable to work because the employee is:

1. quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or

2. the employee is experiencing COVID-19 symptoms and seeking a medical diagnosis.

If the employee qualifies under points 1 and/or 2 above, payment shall be equal to the employee’s regular rate of pay or applicable minimum wage (federal minimum wage in effect under the FLSA or State or local minimum wage), whichever is higher, up to $511.00 per day or $5,110.00 in the aggregate over a 2 week period. Employees shall not be required to use accrued paid vacation, personal, medical, or sick leave before the paid sick leave. Employees shall not be required to use accrued paid leave under the District’s policy concurrently with the paid sick leave. If the employee and the District agree, the employee may use preexisting accrued paid leave entitlements in the District to supplement the amount the employee receives from paid sick leave, up to the employee’s normal earnings.

B. Two weeks (up to 80 hours, for full-time employees) of paid sick leave at two-thirds of the employee’s regular rate of pay because the employee is unable to work because of:

1. a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or

2. care for a child (under 18 years of age) whose school or childcare provider is closed or unavailable for reasons related to COVID-19, and/or

3. the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor. For employees who qualify for leave under points 1 or 3, employees shall be paid at 2/3 of their regular rate of pay or 2/3 of the applicable minimum wage (federal minimum wage in effect under the FLSA or State or local minimum wage), whichever is higher, up to $200.00 per day and $2,000.00 in the aggregate over a 2 week period. For employees who qualify for leave under point 2, employees shall be paid at 2/3 of their regular rate of pay or 2/3 of the applicable minimum wage, whichever is higher, up to $200.00 per day. Note, for employees who qualify and go on to take an additional 10 weeks of leave under the Emergency Family Medical Leave Expansion Act (EFMLEA) to care for a child (under 18 years of age) whose school or childcare provider is closed or unavailable for reasons related to COVID-19, payment is ultimately capped at $12,000.00 in the aggregate (over a 12 week period – two weeks of paid sick leave (under the EPSLA) followed by up to 10 weeks of paid leave (under the EFMLEA). Following the expiration of the above noted 2 weeks of leave under the EPSLA, eligible employees (those employed for at least 30 days) are entitled to an additional 10 weeks of leave under the EFMLEA because the employee is unable to work due to a need for leave to care for the son or daughter (under 18 years of age) of such employee if the school or place of care has been closed, or the childcare provider of such son or daughter is unavailable, due to a public health emergency. During the 10 additional weeks of leave, the employee is entitled to at least 2/3 of the employee’s pay up to $200.00 per workday and $10,000.00 in the aggregate. However, as noted, over the entire 12 week period (two weeks of paid sick leave under the EPSLA followed by 10 weeks of paid leave under the EFMLEA, the employee’s total payment is capped at $12,000.00 in the aggregate).