OXNARD SCHOOL DISTRICT

1051 South “A” Street • Oxnard, California 93030 • 805/385-1501

To: OSD Employees

From: Dr. Jesus Vaca, Assistant Superintendent, Human Resources and Support Services

Re: Families First Coronavirus Response Act (FFCRA)

Date: April 28, 2020

The Families First Coronavirus Response Act (FFCRA) requires certain employers to provide their
employees with paid sick leave and expanded family and medical leave for specified reasons related to
COVID-19. These provisions will apply from April 1, 2020 through December 31, 2020.

PAID LEAVE ENTITLEMENTS

Up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid leave based on
the higher of their regular rate of pay, or the applicable state or Federal minimum wage, paid at:

 100% for qualifying reasons #1-3 below, up to $511 daily and $5,100 total;
 2/3 for qualifying reasons #4 and 6 below, up to $200 daily and $2,000 total; and
 Up to 12 weeks of paid sick leave and expanded family and medical leave paid at 2/3 for
qualifying reason #5

A part-time employee is eligible for leave for the number of hours that the employee is normally
scheduled to work over the period.

QUALIFYING REASONS FOR LEAVE RELATED TO COVID-19

An employee is entitled to take leave related to COVID-19 if the employee is unable to work,
including unable to telework, because the employee:
1. is subject to a Federal, State, or local 5. is caring for his or her child whose school or
quarantine or isolation order related to COVID- place of care is closed (or child provider is
19; unavailable) due to COVID-19 related reasons; or
2. has been advised by a health care provider to 6. is experiencing any other substantially-similar
self-quarantine related to COVID-19.; condition specified by the U.S. Department of
3. is experiencing COVID-19 symptoms and is Health and Human Services.
seeking a medical diagnosis;
4. is caring for an individual subject to an order
described in (1) or self-quarantine as described in
(2);
For your reference, additional information is listed below for Emergency Paid Sick Leave and Family
Medical Care Leave.

EMERGENCY PAID SICK LEAVE

(a) Employees are entitled to Emergency Paid Sick Leave at their regular rate of pay if they are
unable to work or telework for the following reasons:

(1) The employee is subject to a Federal, State, or local quarantine or isolation order related
to COVID-19.
(2) The employee has been advised by a health care provider to self-quarantine due to
concerns related to COVID-19.
(3) The employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.

(b) Employees are entitled to Emergency Paid Sick Leave at two-thirds of the employee’s regular
rate of pay if they are unable to work or telework because:

(1) The employee is caring for an individual who is subject to a Federal, State, or local
quarantine or isolation order related to COVID-19 or been advised by a health care
provider to self-quarantine due to concerns related to COVID-19 order as described in
subparagraph (1) or has been advised as described in paragraph (2).
(2) The employee is caring for a son or daughter of such employee if the school or place of
care of the son or daughter has been closed, or the child care provider of such son or
daughter is unavailable, due to COVID-19 precautions.
(3) The employee is experiencing any other substantially similar condition specified by the
Secretary of Health and Human Services in consultation with the Secretary of the Treasury
and the Secretary of Labor.

(c) Emergency Paid Sick Leave terms:

(1) Leave taken as Emergency Paid Leave is in addition to any other leave accrued and
does not accrue beyond 80 hours. Unused leave does not carryover for any
employees.

(2) Emergency Paid Sick Leave is subject to the following caps:

 i. $511/Day and $5,110 in the Aggregate for the Following Employee-Related
COVID-19 Absence Reasons

1. The employee is subject to a Federal, State, or local quarantine or

isolation order related to COVID-19.
2. The employee has been advised by a health care provider to self-
quarantine due to concerns related to COVID-19.
3. The employee is experiencing symptoms of COVID-19 and seeking a
medical diagnosis.

ii. $200/Day and $2,000 in the Aggregate for the Following Reasons Related to the
Employee Taking Leave to Care for an Individual or Son or Daughter

1. The employee is caring for an individual who is subject to an order as

described in subparagraph (1) or has been advised as described in
paragraph (2).
2. The employee is caring for a son or daughter of such employee if the
school or place of care of the son or daughter has been closed, or the
child care provider of such son or daughter is unavailable, due to
COVID-19 precautions.
3. The employee is experiencing any other substantially similar condition
specified by the Secretary of Health and Human Services in consultation
with the Secretary of the Treasury and the Secretary of Labor

(3) Employees may supplement the two-thirds pay with their accrued leaves to achieve
100% of their regular rate of pay.

(4) The District may deny this leave to any health care provider or emergency responder.

(5) An employee using Emergency Paid Sick Leave must certify the reason for the leave.

(6) Emergency Paid Leave is protected when used for the reasons specified in sections (a)
and (b).

FAMILY AND MEDICAL CARE LEAVES

Beginning on April 1, 2020, in addition to reasons allowed under the Family and Medical Leave Act,
leave is permitted due an inability to work (or telework) due to the care of a child under the
Emergency Family and Medical Leave Expansion Act on the following terms. (Sec. 110 (a)(2)(A).)

(a) Eligibility
Employees are eligible for up to 12 weeks of job-protected Public Health Emergency Leave if
the following requirements are meet:
(1) The employee has worked for the District for at least 30 calendar days, (FMLA Sec. 110(a)
(1)(A);
(2) The employee is unable to work (or telework) due to a need to care for the son or daughter
(under 18 years of age) who’s school or place of care has been closed, or who’s child care
provider is unavailable due to a COVID–19 emergency declared by either a Federal, State,
or local authority, (FMLA Sec. 110(a)(2)(A) & (B)); and
(3) The employee provided reasonable notice of the need for the leave.
(4) Protected Health Emergency Leave is a form of FMLA leave and is not in addition to any
other FMLA leave.
(b) Paid Leave
The first 10 days of Emergency Family Medical Leave may consist of unpaid leave unless the
employee elects to utilize accumulated leaves, including Emergency Paid Sick Leave in section
804.1 above. For the remaining 10 weeks, an employee is entitled to paid leave at two-thirds of
the employee’s regular rate of pay. (FMLA Sec. 110(b).) However, paid leave is subject to a
cap of $200 per day and $10,000 total.

(c) Restoration to Prior Position

Employees out on Emergency Family and Medical Leave are entitled to reinstatement to their
prior position unless the position held by the employee does not exist due to economic
conditions or other changes in operating conditions caused by a public health emergency during
the period of leave. (FMLA Sec. 110 (d).)

If the District is unable to restore the employee to an equivalent position to the employee’s
prior position, the District will notify the employee if an equivalent position becomes available
within 1-year of either, the date the public health emergency concludes or date which is 12
weeks after the employee started their Emergency Family and Medical Leave, (which ever date
is earlier). Notification shall be by regular mail to the employees address on file.

(d) Expiration
The provision of this section shall expire on December 31, 2020 or when the Emergency
Family and Medical Leave Expansion Act is no longer effective.

(e) Employees shall request leave as soon as practicable and shall certify the need for leave in
writing at the time of the request.
 (f) The District may deny this leave to any employee who is a health care provider or emergency
responder.

Please use attached forms should you seek to access Emergency Paid Sick Leave or Family Medical
Care Leave due to COVID-19.

COVID-19 Request Forms

OXNARD SCHOOL DISTRICT

1051 South “A” Street • Oxnard, California 93030 • 805/385-1501 • www.oxnardsd.org

Employee Certification of Need for Paid Emergency Sick Leave

I, ___________________________, certify that I am unable to work (or telework) for one of the
following reasons:

______ I am subject to a Federal, State, or local quarantine or isolation order related to COVID-
19.
______ I have been advised by a health care provider to self-quarantine due to concerns related
to COVID-19.
______ I am experiencing symptoms of COVID-19 (e.g., fever [defined as 100.4° F [37.8° C] or
greater using an oral thermometer], coughing, and/or shortness of breath) and seeking
a medical diagnosis.
______ I am caring for an individual who is subject to a Federal, State, or local quarantine or
isolation order related to COVID-19 or who has been advised by a health care provider
to self-quarantine due to concerns related to COVID-19. Relationship to individual
_________________________________________
______ I am caring for my child whose school or place of care has been closed, or whose child
care provider is unavailable, due to COVID-19 precautions.
______ I am experiencing another substantially similar condition specified by the Secretary of
Health and Human Services in consultation with the Secretary of the Treasury and the
 Secretary of Labor.
Please use my following leave to supplement the amount covered by FFCRA:
_______ Sick
_______ Vacation

I understand that if my circumstances change, I must immediately inform my supervisor and the Human
Resources Department and I may be directed to report back to work (or telework).

__________________________________ _______________________ ___________

Employee Signature Print Name Date

OXNARD SCHOOL DISTRICT

1051 South “A” Street • Oxnard, California 93030 • 805/385-1501 • www.oxnardsd.org

Employee Certification of Need for Emergency Family and Medical Leave

I, ___________________________, certify that I have a child who is under the age of 18, whose school or

place of care has been closed, or whose child care provider is unavailable due to a COVID–19 emergency

declared by either a Federal, State, or local authority.

Due to the need to care for my child, I am unable to work (or telework). I understand that if my childcare

needs change, I must immediately inform my supervisor and the Human Resources Department and I may

be directed to report back to work (or telework).

__________________________________ _______________________ __________

Employee Signature Print Name Date

__________________________________
School or Childcare Provider