(1) the employee is subject to a federal, state or local quarantine or isolation order;
(2) a health care provider has advised the employee to self-quarantine; (3) the employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis; (4) the employee is caring for someone who has been advised or ordered to quarantine; (5) the employee is caring for a son or daughter whose school or place of care has closed, or whose childcare provider is unavailable, because of COVID-19 precautions; or (6) the employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services. The rate of pay that an employee may receive for sick leave under the EPSLA depends on the reason why the leave is needed. If sick time is needed because of any of the first three reasons set forth above, i.e., the employee is subject to a federal, state or local quarantine or isolation order, a health care provider has advised the employee to self-quarantine, or the employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis, then the employee’s paid sick time is capped at $511 per day and $5,110 in the aggregate. If, however, sick time is needed for any other reasons set forth in the EPSLA, the employee’s paid sick time is capped at $200 per day and $2,000 in the aggregate. |