Updates, new information provided for employees regarding COVID-19 pay, leave, time off

Human Resources is informing employees that the Pay and Leave Table, which was included in the Important Employment Information for March 25-June 30 that was shared last week, has been updated to include links to Quick Reference Guides (QRG) outlining how to request Emergency Leave, Emergency FMLA or Other Leave with Pay.

Additionally, the Quick Reference Guide links to an online Emergency FMLA DocuSign Form, which should be used by eligible employees who currently do not have time-off benefits and do not normally request time off (i.e., limited term lecturers) to request Emergency FMLA Leave hours. The form requires the employee’s name, PUID, leave hours and start and end dates of leave. The form routes to the supervisor for approval and processes in Human Resources.

The information was originally released last week following the federal announcement of the Families First Coronavirus Response Act.

FREQUENTLY ASKED QUESTIONS

Q: What constitutes Emergency Family and Medical Leave (Emergency FMLA)?

A: Leave that Purdue is federally required to provide to eligible employees who cannot work or telework due to a COVID-19 Qualifying Need. 

Q: What constitutes Emergency Paid Leave?
A:  Leave that Purdue is federally required to provide to all full- and part-time employees who cannot work or telework due to a COVID-19 Qualifying Need.

Q: How much paid leave is provided by Emergency Paid Leave?

A:  Emergency Paid Leave provides employees up to 10 days of paid leave. Once 10 days has been exhausted, employees may qualify for additional FMLA and must follow the Leaves of Absence Policy.

Q: How much paid leave is provided by Emergency FMLA Leave?

A: Emergency FMLA provides employees up to 60 days paid leave. Once 60 days has been exhausted, employees must follow the Leaves of Absence Policy.

Q: What defines a “COVID-19 Qualifying Need”?

A: The need for leave is considered a COVID-19 Qualifying Need when an eligible employee demonstrates one of the following needs: 

• Employee is self-isolating or self-quarantining due to a COVID-19 diagnosis based on recommendations from a medical provider or public health official; or, is awaiting a COVID-19 diagnosis. (Emergency Paid Leave)
• Employee is caring for a family member who is self-isolating or self-quarantining due to COVID-19 diagnosis based on recommendations from a medical provider or public health official; or, is awaiting a COVID-19 diagnosis. (Emergency Paid Leave)
• Employee is caring for a child due to school or child care closure due to the COVID-19 outbreak. (Emergency FMLA) 

Q: Does my supervisor need to approve my Emergency Paid Leave or Emergency FMLA Leave?

A: Yes, like all other leave requests, all emergency leave requests will be routed to your supervisor for approval.

Q: As a limited-term lecturer currently working through the rest of the semester, how do I request emergency leave if I have to self-quarantine/self-isolate, etc., since I don’t have a leave tile in SuccessFactors?

A: You will complete the online Emergency FMLA DocuSign Form to request Emergency FMLA Leave hours. The form requires the employee’s name, PUID, leave hours and start and end dates of leave. The form routes to the supervisor for approval and processes in Human Resources.

Q: How do I remain in pay status if I do not have a job to perform on campus or via telework?

A: Employees should discuss work options with their supervisor. The supervisor will work with the employee and their HR business partner to determine if there are telework options or other considerations.

MORE INFORMATION

• Refer to Purdue’s “Things you need to know about COVID-19” website.
• Review Human Resource’s “Working Through COVID-19” website for HR-related information and updates.
• Contact Human Resources at 765-494-2222 or via email at hr@purdue.edu.