Employees qualify for emergency paid sick leave if they are unable to work or telework because:
- The employee is in self-isolation due to a federal, state, or local quarantine or isolation order related to COVID-19 (this presumably includes government-issued shelter-in-place orders);
- The employee has been advised by a health-care provider to self-quarantine due to concerns regarding COVID-19;
- The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis;
- The employee is caring for a person who is subject to a quarantine or isolation order related to COVID-19 or who has been advised by a health-care provider to self-quarantine due to concerns regarding COVID-19; or
- The employee is caring for a child of the employee whose school or daycare provider is closed or unavailable due to COVID-19 precautions.
Employee Notice Requirement
You are required to notify employees of the new leave provisions by displaying this poster (shown at right) in your workplace. if you have employees who are working remotely, are out sick or are at home caring for children or other family members, you must satisfy the notification requirement for each of those employees by doing one of the following:
- emailing or direct-mailing the notice to each employee or
- posting the notice on an on internal or external employee information website.
For more information about employee notification requirements, please see the U.S. Department of Labor's Q&A page on employee notification.
Although the purpose of the law is to provide some level of financial protection to lower-paid workers
who are adversely affected by the COVID-19 crisis, we understand very well that these requirements potentially impose new financial burdens on you during a time of great difficulty. We recommend these two websites as good sources of information about the new law: