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Effective January 1, 2021, employees who are working or teleworking may take up to 10 days of paid sick leave for reasons relative to COVID-19 from January 1, 2021 through either December 31, 2021 or the expiration of Governor Wolf‘s Proclamation of Disaster Emergency (whichever occurs first). 
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Employees, on their first day of employment with the State System, may be eligible for COVID-19 EPSL, if the employee is unable to work, including unable to telework, because:  

a. The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19; or

b. The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19; or

c. The employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis; or

d. The employee is caring for an individual who is subject to an order as described in paragraph (a) or has been advised to self-quarantine as described in paragraph (b), above

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If an employee who is teleworking becomes unable to telework based upon a qualifying event, the employee may be eligible for COVID-19 EPSL so long as the employee’s qualifying event actually prevents the employee from being able to telework.

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Full-time employees, defined as those who work 37.5 or 40 hours per week, are eligible for up to ten (10) days (75/80 hours) of COVID-19 EPSL.

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Part-time employees, defined as those who work less than 37.5 or 40 hours per week, are eligible for up to ten (10) days of COVID-19 Emergency Paid Sick Leave. Part-time employees are entitled to leave for their average number of normally worked hours in a two-week period. 

If the normal scheduled hours are unknown, or vary in a two-week period, the number of hours of leave to which a part-time employee is entitled shall be determined based on a six (6)-month average of daily hours. 

If the employee has been employed for less than six (6) months, the number of hours shall be determined based on the average daily hours from the date of hire through the last workday prior to the first day of COVID-19 EPSL. For example, if a part-time employee normally works, on average, 25 hours per week, the employee would be eligible for up to 50 hours of COVID-19 EPSL.

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If you are taking leave for one of the qualifying events outlined in a. through c. in question 2, above, payment is at your regular rate of pay, up to $511 per day and $5,110 in total. 

If you are taking leave for one of the qualifying events outlined in d. in question 2, above, payment is at 66.67% of your regular rate of pay, up to $200 per day and $2,000 in total.

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When there is a qualifying event under a. through d. in question 2 above, beginning January 1, 2021. COVID-19 EPSL does NOT carryover from one year to the next and expires on December 31, 2021, or when Governor Wolf's Proclamation of Disaster Emergency expires, whichever is sooner.

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An individual is defined as an employee’s immediate family member, a person who regularly resides in the employee’s home, or a similar person with whom the employee has a relationship that created an expectation that the employee would care for them if he or she self-quarantined or was quarantined.

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Yes, as long as you are eligible because of a qualifying event listed in question 2, above. COVID-19 EPSL is a separate paid leave entitlement from your accrued or anticipated annual, personal, sick, or compensatory leave. You are not required to use other paid leave before using the ten (10) days of COVID-19 EPSL.

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Yes. For qualifying events a. through d. in question 2, above, notice of quarantine or isolation orders, a doctor’s recommendations, or other relevant documentation should be provided.

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A request for emergency paid sick leave should be submitted to COVID19LeaveRequest@passhe.edu

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​No. Any payments made pursuant to the State System COVID-19 EPSL​ are not retirement-covered compensation and you will not receive retirement credit for any wages paid.