Please note that the FFCRA expired on 12/31/2020. We are now covered under NYS COVID-19 sick leave legislation. This is a little different from the FFCRA. Please see below and reach out your building reps, if you have questions. NYS COVID can be used more than once. - In order to qualify for the NYS COVID leave, the employee must be mandated to quarantine due to a positive test result or close contact by a local dept. of health. If an employee has not been contacted by the DOH, they can request a letter from them via the links below. The request for the leave cannot be approved without the letter from the DOH. Employees will be entering their time as sick and will then be reimbursed after completing the paperwork and having it approved. Employees should reach out to HR for leave requests.
- The NYS COVID leave does NOT cover time for employees who are awaiting test results, unless that time counts as part of the quarantine due to a positive test result.
- The NYS COVID leave does not cover time for employees who have childcare issues due to schools or childcare centers being closed due to COVID. It only covers the individual employee for a mandated quarantine period.
- The NYS COVID leave is not capped and does cover full pay
- The NYS COVID leave does not apply, if you travel outside of NY to a non-contiguous state and have to quarantine upon return.