Congress passed the Families First Coronavirus Response Act (H.R. 6201) on March 18 to cover the expanding needs of employees during this pandemic. The legislation includes the first federally required type of paid sick leave and expands the Family and Medical Leave Act to include a paid leave component.
The Coronavirus Response Act states -
Private-sector employers with fewer than 500 employees, and public-sector employers in general, are required to provide employees, regardless of how long they have worked for their employer, with paid sick leave if any of six situations related to coronavirus is applicable to the employee.
The paid sick leave would be available to full-time employees for us to 80 hours and to part-time employees for the average number of hours that they work, or are expected to work, over a two-week period. Employers cannot require employees to use other types of employer-provided paid leave before the employee uses nationally required paid sick leave related to COVID-19.
The six situations related to coronavirus for which an employee is eligible for this paid sick leave are those in which the employee cannot be at a worksite in person or telework because:
|1.||A federal, state, or local quarantine or isolation order related to COVID-19 has limited the employee’s ability to travel;|
|2.||A health-care provider advised the employee to self-quarantine because of concerns regarding COVID-19;|
|3.||The employee is experiencing symptoms associated with COVID-19 and is in the process of determining whether he or she has contracted the virus;|
|4.||The employee is caring for someone who is subject to a governmental quarantine or isolation order for COVID-19 or whose health-care provider advised that person to self-quarantine because of COVID-19;|
|5.||The employee needs to care for his or her child because of the closure of the child’s school or child-care facility, or the unavailability of a child-care provider, because of COVID-19 considerations (although this is separate from similar leave available via an extension to the Family and Medical Leave Act, discussed later in this article); and|
|6.||The employee is experiencing a situation that was specified by the Department of Health and Human Services as substantially similar to any of the five aforementioned situations.|
Deltek has put together instructions to set up Costpoint for the National Sick Leave related to COVID-19. The instructions take you through –
- How to set up pay types
- How to set up the Leave Type and Leave Code for COVID-19 National Paid Sick Leave Accrual and Charging
- How to assign the COVID-19 National Paid Sick Leave Type and Leave Code to the Employee
- How to create a beginning balance record for the employee, leave type, and open leave year
- How to compute and post the COVID-19 National Paid Sick Leave Type accrual for the employee
- How to charge time to the leave type
- How to adjust labor costs for the average hourly compensation rate
- How to reverse paid family leave adjustments
- How to set up FMLA paid-leave component for COVID-19 National Paid Sick Leave
We at CRI are in the process of testing these new setups and determining if there are additional items that need to be addressed or patches that need to be made. To access these instructions and documentation please visit the Deltek Customer Care Site. If you have any questions about this update or would like assistance or more information, please reach out to our Systems Team.