!!!Emergency Paid Sick Program (HR 6201) !Overview This is the configuration required for the payroll processing, time collection and capping the earnings maximums based on maximum employee rates. Pease see the separate document describing a sample E-Sick leave policy. !General Notes *FT employees could be eligible for 80 hours *PT employees have a pro-rated entitlement. **Part-time employees are entitled to the number of hours of paid sick time equal to the number of hours they work, on average, over a 2-week period. *Approach – prorate the PT employees’ entitlement based on their work assignment’s FTE, otherwise enter the hours to be granted on the employee’s statistic records (IEST). The Stat will be used as an override. Whether or not an employee is eligible would be handle outside of the system. *In the case of leaves to care for a family member or child, however, the required sick pay is based on 2/3rds of the regular rate of pay. *For part-time employees whose schedule varies from week to week, special rules apply to calculate the average number of hours. *The maximum amount of required sick pay per employee is $511 per day and $5,110 in the aggregate. *In the case of leaves to care for a family member of child, however, the maximum amount of required sick pay per employee is $200 per day and $2,000 in the aggregate *All unused leave expires December 31, 2020. No payout at separation. !Sick Leave Reasons Emergency paid sick leave will be available for an employee who is unable to work or work remotely because: #The employee is subject to a federal, state, or local quarantine or isolation order related to COVID-19; #The employee has been advised by a health care provider to self-quarantine because of COVID-19; #The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis; #The employee is caring for an individual subject (or advised) to quarantine or isolation; #The employee is caring for a son or daughter whose school or place of care is closed, or childcare provider is unavailable, due to COVID-19 precautions; or #The employee is experiencing substantially similar conditions as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury. \\ Payments are capped at $511 a day ($5,110 in total) for dealing with an employee’s own illness or quarantine (reasons 1, 2 and 3 above). Employees who are caring for an individual affected by COVID-19 and those whose children's schools have closed (reasons 4, 5 and 6 above) receive up to two-thirds of their pay, and that benefit is limited to $200 a day ($2,000 in total). \\ As well, it is our understanding that reason 5 also applies to the regular FMLA bank. If this is not your understanding then E-SICK Tkn Child is not required below. The set up can remain the same except for the E-Sick Taken Child will not be tied to the FMLA leave policy. \\ \\ Therefore, three sets of pay components and time codes will be: *E-Sick Tkn Self – EE hrs and dollars – paid at a maximum rate of $511 per day. *E-Sick Tkn Care – EE hrs and Dollars paid at a maximum of $200 per day. *E-Sick Tkn Child - EE hrs and Dollars paid at a maximum of $200 per day. Reason 5 above, this bank will reduce the E-Sick bank and the regular FMLA bank. !Approach Both self and family care are eligible for the paid sick leave. Our understanding is that the daily totals would be added together to form the aggregate maximum. So if someone used 2 days to care for a family member at $200/day and the other 8 days to care for themselves at $511/day the aggregate would be $4488 ($400 + $4088). \\ \\ Therefore, each employee could have their own dollar aggregate maximum. The Leave Policy will apply the aggregate maximum to the HOURS between the three categories to a maximum of 80. The rates will be capped on the individual pay components therefore the total dollar aggregate amount is unnecessary. \\ The leave bank must be set up to disallow over 80 hours. Therefore, any hours in the PC’s will be paid at the reduce/capped rate.