Can I take paid sick leave intermittently during the COVID-19 pandemic?

See full answerIt depends on why you are taking paid sick leave and whether your employer agrees. Unless you are teleworking, paid sick leave for qualifying reasons related to COVID-19 must be taken in full-day increments. It cannot be taken intermittently if the leave is being taken because:• You are subject to a Federal, State, or local quarantine or isolation order related to COVID-19;• You have been advised by a health care provider to self-quarantine due to concerns related to COVID- 19;• You are experiencing symptoms of COVID-19 and seeking a medical diagnosis;• You are caring for an individual who either is subject to a quarantine or isolation order related to COVID-19 or has been advised by a health care provider to self-quarantine due to concerns related to COVID-19; or• You are experiencing any other substantially similar condition specified by the Secretary of Health and Human Services.

Can I take paid sick leave to care for any one who is subject to a quarantine or isolation order or in self-quarantine?

See full answerNo. You may take paid sick leave under the FFCRA to care for an immediate family member or someone who regularly resides in your home. You may also take paid sick leave under the FFCRA to care for someone where your relationship creates an expectation that you care for the person in a quarantine or self-quarantine situation, and that individual depends on you for care during the quarantine or self-quarantine.However, you may not take paid sick leave under the FFCRA to care for someone with whom you have no relationship. Nor can you take paid sick leave under the FFCRA to care for someone who does not expect or depend on your care during his or her quarantine or self-quarantine due to COVID-19.

Can employees take paid leave concurrently with expanded family and medical leave?

Yes. After the first two workweeks (usually 10 workdays) of expanded family and medical leave under the EFMLEA, you may require that your employee take concurrently for the same hours expanded family and medical leave and existing leave that, under your policies, would be available to the employee in that circumstance. This would likely include personal leave or paid time off, but not medical or sick leave if your employee (or a covered family member) is not ill.