Employees with Children Impacted by School Closure. An employee who must care for the employee’s child because of a school closure or unavailability of the care provider due to COVID-19 precautions may choose to come to work at a District work site when required by the employee’s assignment or may choose to access any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law:
i. Alternative assignment for work/services which may be provided from home, if available;
ii. EPSL with possible supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($200/day) by other paid leaves identified below;
iii. Emergency Family and Medical Leave (EFML) under the FFCRA (partially unpaid, and partially paid at 2/3 regular wages up to a maximum of $200/day) with possible supplementation up to the employee’s regular daily salary by other paid leaves identified below;
iv. Leave for illness, injury or emergency;
v. Personal leave; and
vi. Unpaid leave of absence for the duration of the COVID19 pandemic crisis. The District will seek community partners to provide child care options to employees.
Employees with Children Impacted by School Closure. An employee who must care for the employee’s child because of a school closure or unavailability of the care provider due to COVID-19 precautions may choose to come to work at a District work site when required by the employee’s assignment or may choose to access any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law:
Employees with Children Impacted by School Closure. An employee who must care for the employee’s child because of a school closure or unavailability of the care provider due to COVID-19 precautions may choose to come to work at a District work site when required by the employee’s assignment or may access any or all of the following benefits under the CBA or law:
4.6.1 Alternative assignment for work/services which may be provided from home, if available (see Section 4.10 below);
4.6.2 EPSL with possible supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($200/day) by other paid leaves identified below;
Employees with Children Impacted by School Closure. An employee who must care for the 4 the employee’s assignment or may choose to access any or all of the following benefits under 5 the terms of the applicable collective bargaining agreement (CBA) or law:
6 a. Alternative assignment for work/services which may be provided from home, if 7 available (see paragraph 11 below).
8 b. EPSL with possible supplementation up to the employee’s regular daily salary if the 9 employee’s salary exceeds the statutory EPSL cap ($200/day) by other paid leaves 10 identified below.
11 c. Emergency Family and Medical Leave (EFML) under the FFCRA (partially unpaid, 12 and partially paid at 2/3 regular wages up to a maximum of $200/day) with possible 13 supplementation up to the employee’s regular daily salary by other paid leaves 14 identified below.
15 d. Leave for illness, injury, or emergency.
16 e. Personal leave and/or vacation leave after all other leaves are exhausted.
17 f. Unpaid leave of absence.
Employees with Children Impacted by School Closure. An employee who must care for the employee’s child because of a school closure or unavailability of the care provider due to COVID-19 precautions may choose to come to work at a District work site when required by the employee’s assignment or may choose to access any or all of the following benefits as legally applicable under the terms of the collective bargaining agreement (CBA) or law:
1. An accommodation to work remotely shall be provided if the essential functions in the job description for the employee are able to be performed remotely (see paragraph I below);
2. EPSL with possible supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($200/day) by other paid leaves identified below;
3. Emergency Family and Medical Leave (EFML) under the FFCRA (partially unpaid, and partially paid at 2/3 regular wages up to a maximum of $200/day) with possible supplementation up to the employee’s regular daily salary by other paid leaves identified below; Human Resources will provide a weekly update of members who are on leave that includes a reduction in pay. The District and the Association will work in partnership to ensure members are using appropriate leave as necessary.
Employees with Children Impacted by School Closure. An employee who must care for the employee’s child because of a school closure or unavailability of the care provider due to COVID-19 precautions may choose to come to work at a District work site when required by the employee’s assignment or may choose to access any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law:
1. Continue regular assignment remotely, if available;
2. EPSL with possible supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($200/day) by other paid leaves identified below;
3. Emergency Family and Medical Leave (EFML) under the FFCRA (partially unpaid, and partially paid at 2/3 regular wages up to a maximum of $200/day) with possible supplementation up to the employee’s regular daily salary by other paid leaves identified below;
4. Personal leave and/or vacation leave (only available under the terms of some CBAs); and
5. Unpaid leave of absence.
Employees with Children Impacted by School Closure. An employee who must care for the 11 employee’s child because of a school closure or unavailability of the care provider due to 13 the employee’s assignment or may choose to access any or all of the following benefits under 14 the terms of the applicable collective bargaining agreement (CBA) or law:
15 a. Alternative assignment for work/services which may be provided from home, if 16 available (see paragraph 11 below).
17 b. EPSL with possible supplementation up to the employee’s regular daily salary if the 18 employee’s salary exceeds the statutory EPSL cap ($200/day), provided the employee 19 qualifies for such leave, by other paid leaves identified below.
20 c. Emergency Family and Medical Leave (EFML) under the FFCRA (partially unpaid, and 21 partially paid at 2/3 regular wages up to a maximum of $200/day) with possible 22 supplementation up to the employee’s regular daily salary by other paid leaves 23 identified below.
24 d. Leave for illness, injury, or emergency.
25 e. Personal leave and/or vacation leave after all other leaves are exhausted.
26 f. Unpaid leave of absence.
Employees with Children Impacted by School Closure. An employee who must care for a minor living in the household because of a school closure or unavailability of the care provider due to COVID-19 precautions may choose to come to work at a District work site when required by the employee’s assignment or may choose to access any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law:
i. Alternative/remote work assignment if available;
ii. Shared leave;
iii. Paid sick leave;
iv. Personal leave;
v. Unpaid leave of absence for the 2020-21 school year.
Employees with Children Impacted by School Closure. An employee who must care for the employee's child because of a school closure or unavailability of the care provider due to COVID-19 precautions and who are expected to report to the worksite may choose to access any or all of the following benefits for which they eligible under the terms of the applicable collective bargaining agreement (CBA) or law:
1. Alternative assignment for work/services which may be provided from home, if available (see paragraph J below); FWEA LETTER OF AGREEMENT Re: Impacted by the COVID-19 Crisis September 4, 2020 111Page
2. EPSL with supplementation up to the employee's regular daily salary if the employee's salary exceeds the statutory EPSL cap ($200/day) by other paid leaves identified below, unless the employee opts not to supplement;
Employees with Children Impacted by School Closure. An employee who must care for the employee’s child because of a school closure or unavailability of the care provider due to COVID- 19 precautions may choose to come to work at a District work site when required by the employee’s assignment or may choose to access any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law:
i. Alternative assignment for work/services which may be provided from home, if available;
ii. Emergency Family and Medical Leave (EFML) under the expired FFCRA (partially paid, and partially paid at 2/3 regular wages up to a maximum of $200/day with possible supplementation up to the employee’s regular daily salary by other paid leaves identified below:;
iii. Leave for illness, injury or emergency;
iv. Personal leave; and
v. Unpaid leave of absence for the 2020-21 school year. The District will seek community partners to provide childcare options to employees.
