Guide to Using COVID-19 Leaves
For Staff & Temporary Employees

The chart below details how COVID-19 related leaves are applied for staff and temporary employees. Academic employees should consult their campus academic affairs office for guidance. Emergency Paid Sick Leave (EPSL), Keep IU Healthy (KIH) leave, and Emergency Family Medical Leave Act (EFMLA) can only be taken in the event an employee is unable to work on campus or remotely for qualifying COVID-19 reasons. Other requirements apply. Please see the related FAQ for details.

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EPSL
KIH
EFMLA
Effective Date July 1, 2020 July 1, 2020 July 1, 2020
Expiration December 31, 2020 TBD December 31, 2020
Type of Leave Covered
Medical leave for self due to COVID-19 related reasons Yes Yes No
Medical leave to care for an individual due to COVID-19 related reasons Yes No No
Leave to take care of employee’s child (under 18) for child care issues related to COVID-191 Yes No Yes
Key Provisions
Amount of leave available 2 weeks (80 hours)2 Varies3 12 weeks (480 hours)4
Pay amount during leave Full pay Full pay The first two weeks are unpaid.5 After first two weeks, employee uses own accrued time off in prioritized order6

When accrued balances cannot cover a full-day’s absence, EFMLA pay is applied at 2/3 regular pay rate and remainder of day is unpaid7
Can employees use in increments smaller than full-day? No8 No9 No
How can employees use this leave? Full-days

Non-Child Care, Working On Campus - Consecutive only

Non-Child Care, Working Remotely – Consecutive or non-consecutive

Child Care – Consecutive or non-consecutive
Full-days

Working On Campus - Consecutive only

Working Remotely – Consecutive or non-consecutive
Full-days, consecutive or non-consecutive
Qualifications
Minimum period of employment for eligibility No minimum period No minimum period 30 calendar days
Part-time and temporary employees covered? Yes - prorated Yes - prorated Yes - prorated
Covered employee groups All employees All employees All employees

Note – Regular FMLA as provided by Indiana University remains available to eligible individuals for qualifying reasons. For questions regarding regular FMLA, please contact your HR representative.

1 Qualifying child care reasons under FFCRA include school or child care facility closures (or online only options), or if a parent chooses online learning or keeping their child home from a child care facility due to COVID-19 related reasons. Except in special circumstances, the child must be 14 years or younger.
2 EPSL provides a maximum of 80 hours, prorated for part-time and temporary employees.
3 KIH provides employees pay at their regular rate for any scheduled shifts missed during a 14-calendar day period if they are required to self-isolate or are exhibiting symptoms of COVID-19. Generally employees must exhaust their EPSL prior to using KIH. If an employee is sent home at the department’s direction due to a COVID-19 related situation, such as someone they live with is being tested but has not yet received results, they may use KIH prior to EPSL while a decision is made by EHS/MRT as to whether the employee may be required to self-quarantine or be tested. Depending on the outcome of the EHS/MRT decision, an employee required to self-quarantine or test for COVID-19 will need to use EPSL. Employees otherwise may be able to return to work.
4 Combination of regular FMLA and EFMLA in calendar year 2020 is limited to 12 weeks. Part-time and temporary employees will be eligible for a prorated amount of leave time based on their normal or average schedule.
5 During the first two weeks of EFMLA, employees may supplement unused EPSL time or choose to use their own accrued time off (in same prioritized order as below).
6 After the first two weeks, for remaining EFMLA time employees must use their own accrued time off in the following prioritized order: compensatory time, vacation/PTO, holiday, income protection/ PTO sick leave
7 The remaining third will be recorded on an employee’s time sheet with AFL (absent no pay – FMLA). Employees who have a balance of accrued time off that is less than a fullday absence cannot supplement that accrued time off to fill in the remaining third of pay. For the time an employee is paid at 2/3, the amount will be capped at $200 per day or $10,000 aggregate
8 EPSL must be taken in full-day increments. If a non-exempt employee is sent home in the middle of a shift due to exhibiting symptoms or because they’ve received a positive COVID-19 test, the remaining unworked hours for that day will be charged to KIH
9 Generally KIH must be used in full-day increments. If a non-exempt employee is sent home in the middle of a shift due to exhibiting symptoms or because they’ve received a positive COVID-19 test, the remaining unworked hours for that day will be charged to KIH. This is true even if the employee has not exhausted their EPSL.