A quarantine order, or other determination by a local, state or federal public official, a health authority having jurisdiction, the employee’s employer or a health care provider that the employee’s presence on the job or in the community would jeopardize the health of others because of the employee’s exposure to COVID-19 or exhibiting of symptoms, regardless of whether the employee has been diagnosed with COVID-19.needs medical diagnosis, care or treatment for COVID-19 symptoms.is self-isolating due to a COVID-19 diagnosis or.
If the employee needs to care for a family member who:. Obtain immunization related to COVID-19 or they are recovering from an injury, disability, illness or condition related to such immunization. Seek or obtain medical diagnosis, care or treatment for COVID-19 symptoms or. Self-isolate and care for oneself because of their COVID-19 diagnosis. An employee’s leave ends at the beginning of the next scheduled work shift immediately following the termination of their need for leave.Įmployees may take COVID-19 Emergency Paid Sick Leave for the following reasons: If the employee did not work over this 6-month period, equal to the employee’s reasonable expectation upon hiring of the average number of hours they would work per week.Įmployees may take leave intermittently and in hourly increments. Equal to the average number of hours they were scheduled to work per week over the 6-month period immediately preceding the date on which the employee takes leave, or. Employees who work less than 40 hours per week but maintain a regular schedule with consistent hours each week are eligible for an amount of leave equal to the number of hours they work per week, on average over a 14-day period of their regular schedule.įor employees whose schedule varies weekly, employers must provide leave in an amount that is either: Employers with separate, more generous COVID-19 sick leave policies do not need to provide additional COVID-19 emergency paid sick leave under this legislation.Įmployees who work 40 or more hours per week are eligible for 40 hours of COVID-19 emergency paid sick leave. Employers may not require employees to use other paid leave before using COVID-19 Emergency Paid Sick Leave, unless federal law requires. This is subject to the caveat that the COVID-19 Emergency Paid Sick Leave may be reduced if the total amount an employee would receive would exceed their weekly wage. The leave is in addition to all paid or unpaid time off that the employer is required to provide under the MA Earned Sick Time Law, employers’ existing policies, pursuant to a CBA, and under federal law, to the extent permitted by federal law. Employees are eligible to receive – and employers may be reimbursed for – up to $850 of leave per week. The legislation provides that employers must provide COVID-19 Emergency Paid Sick Leave to their employees who are absent from work and unable to work for certain enumerated reasons. Employees are eligible for COVID-19 Emergency Paid Sick Leave until September 30, 2021, or until the Fund (explained below) runs out, whichever is earlier. The revised bill, signed into law on May 28, 2021, takes effect on Monday, June 7, 2021. Governor Baker vetoed an earlier version of the bill in April. Last week, Massachusetts Governor Charlie Baker signed legislation providing for COVID-19 Emergency Paid Sick Leave for Massachusetts employees.
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