Public Emergency Paid Sick Time (PEPST) and Leave Benefit
Public Emergency Sick Time and Leave Benefits has expired on December 31, 2020
The temporary Public Emergency Sick Time (PEPST) and Leave benefits provided under the Families First Coronavirus Response Act (FFCRS) has expired on December 31, 2020. Under the act employees are not eligible to be paid out for unused PEPST hours.
COVID-19 Related Absences
Employees should work directly with their supervisor when they need time away from work because they are sick or for a COVID-19 related reason. Employees should follow their department’s call in procedures for unplanned absences. Supervisors can approve up to two weeks of time away from work for COVID-19 related reasons for employees who:
- are experiencing COVID-19 related symptoms and\or are seeking medical care because of COVID-19 related symptoms or waiting for test results due to COVID-19 related symptoms;
- have tested positive for COVID-19;
- are directed by a governmental agency, medical provider, or Campus Health to quarantine or self-isolate.
While a supervisor can approve the time away from work, whether or how that time off is paid is dependent on individual employee circumstances.
Paid time off: Regular employees can use any accrued paid time off (Sick, Vacation, Compensatory Time, Paid Flex Time) for any approved COVID-19 absence. Employees who are not eligible for paid time off benefits or who have exhausted all of their accrued paid time off hours should report leave without pay for any approved time away from work. If employees can temporarily work remotely during quarantine or isolation, supervisors are encouraged to provide that flexibility.
Leave of absence: If a regular employee requires more than two weeks of time away from work they can request a leave of absence under one or more of NAU’s leave of absence policies.
If you are part of a high-risk group: Employees who are in a high-risk group (autoimmune issues, serious underlying health conditions, etc.) should work directly with Disability Resources regarding their situation.
Child Care Issues Related to COVID-19 Closures
Employees should work directly with their supervisor when they need time away from work because their child’s school or daycare provider is closed for a COVID-19 related reasons. Supervisors are encouraged to work with their employees whenever possible to approve workplace modifications or time away from work for employees experiencing child care issues related to COVID-19 related closures.
Paid time off: Regular employees can use their accrued paid time off benefits (Sick, Vacation, Compensatory Time, Paid Flex Time) for any absence resulting from the closure of their child’s school or daycare. If the employee is not eligible for paid time off or has exhausted all of their accrued paid time off hours they should report leave without pay.
Leave of Absence: If a regular employee requires more than two weeks of time away from work because of closure of their child’s school or daycare, they can request an approved unpaid time away from work under the Personal Leave of Absence Policy from their department.