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Emergency Paid Sick Leave Act

Under the Federal Emergency Paid Sick Leave Act, employees may be entitled to paid sick leave in certain situations related to the coronavirus disease (COVID-19).

Eligible employers Businesses with less than 500 employees
  • The Department of Labor has the authority to issue regulations exempting employers with fewer than 50 employees from leave to care for a son or daughter if school or child care is closed/unavailable if that requirement would jeopardize the viability of the business.
Eligible employees All full and part-time employees who cannot work or telework
  • Exemption: an employer of a healthcare provider or an emergency responder may elect to exclude the employee from the paid sick leave requirement.
Qualifying reasons for leave related to COVID-19
1. Employee is subject to a Federal, State or Local quarantine or isolation order related to COVID-19
2. Employee is subject to a Federal, State or Local quarantine or isolation order related to COVID-19
3. Employee is awaiting a medical diagnosis while experiencing symptoms of COVID-19
4. Employee is caring for an individual subject to an order described in (1) or self-quarantine as descried in (2)
5. Employee is caring for a child due to school or childcare closure on account of COVID-19 related reasons
6. Employee is experiencing any other substantially similar condition specified by the US Department of Health and Human Services
Amount of paid leave Up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave based on the higher of the employee’s regular rate of pay, or the applicable State or Federal minimum wage, paid at:
  • 100% for qualifying reasons #1-3 listed above, up to $511/day and $5,110 total
  • 2/3 for qualifying reasons #4-6 listed above, up to $200/day and $2,000 total

This information is provided as a courtesy to assist in your understanding of the subject matter covered and on the impact of certain regulatory requirements and should not be construed as tax or legal advice. Such information is by nature subject to revision and may not be the most current information available.

This information is provided with the understanding that CASA Payroll Service is not rendering legal advice or other professional services. Consult experienced counsel and/or tax advisors for legal advice and review your jurisdictional requirements.
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