From MGMA Community post regarding employees and vacations during Covid times:
Denise in Colorado writes:
“Per the CDC guidelines, our office would require that the employee self-quarantine for 14 days upon return from Mexico. The employee is likely going to be able to work from home — ie. no medical reason why they could not work. If we require the employee to work from home, then emergency paid sick leave does not come into play, correct? So the employee either works from home or takes another 14 days of PTO if they have it available. That means 3-4 weeks of absence from the clinic.
In our case we are talking about a Medical Assistant who normally takes vitals and rooms patients. So, since working from home is generally not as productive from the company’s point of view, it seems as if the company gets caught in a double-whammy — having to find coverage for the Mexico vacation and then having to supplement coverage for the 14 days of quarantine. I certainly want to be able to allow staff to take vacations. However, staffing is already difficult enough without having to cover for the suggested quarantine period in addition to the vacation itself. This seems like a pretty good deal for the staff member, and a pretty lousy deal for the company and the rest of the staff who has to cover the extended absence. I’m not suggesting that we ignore the quarantine period. We have to ensure the safety of all our staff. But I’m not happy about the effect the quarantine period has on the organization. Thoughts?”
MGMA Associate Director, Government Affairs replies:
Thanks for posting this question. MGMA’s FFCRA employment provisions resource outlines the qualifying reasons an employee can use emergency paid sick leave under the FFCRA:
1. Employee is subject to federal, state or local quarantine or isolation order
2. Employee has been advised by healthcare provider to self-quarantine
3. Employee is experiencing COVID-19 symptoms and seeking medical diagnosis
4. Employee is caring for individual who is subject to order described in #1 above
5. Employee is caring for his or her child if school or place of care is closed due to COVID19 precautions
6. Employee is experiencing any other substantially similar condition specified by Secretary of Labor
Per the Department of Labor temporary rules, an employee must provide his or her employer documentation in support of paid sick leave or expanded family and medical leave. Such documentation must include a signed statement containing the following information: (1) The employee’s name; (2) the date(s) for which leave is requested; (3) the COVID-19 qualifying reason for leave; and (4) a statement representing that the employee is unable to work or telework because of the COVID-19 qualifying reason. An employee must also provide additional documentation depending on the COVID-19 qualifying reason for leave. For instance, an employee requesting paid sick leave under @ 826.20(a)(1)(ii) must provide the name of the health care provider who advised him or her to self-quarantine for COVID–19 related reasons.
I highlighted (bolded) qualifying reason #2 and the related documentation required, as that would be the likely reason your employee would use for this circumstance.