Cambios a licencias de empleados por COVID-19

El 3 de abril entra en efecto dos nuevas leyes federales que otorgan beneficios relacionados a licencias para atender asuntos médicos o personales de salud.

Estas leyes fueron aprobadas como parte de un paquete de legislación aprobado por el presidente de Estados Unidos el 18 de marzo de 2020 denominado Families First Coronavirus Response Act of 2020, Pub. L. 116-127. Las nuevas leyes que tienen que ver con las licencias a empleados son: el Emergency Paid Sick Leave Act y el Emergency Family and Medical Leave Expansion Act. Sus disposiciones aplicarán desde el 1 de abril de 2020 al 31 de diciembre de 2020.

Licencias a otorgarse

En general, los patronos cubiertos por estas leyes deben proporcionar a los empleados hasta dos semanas (80 horas, o el equivalente de dos semanas de un empleado a tiempo parcial) de licencia por enfermedad con goce de sueldo basada en el más alto de su tasa de pago regular, o el salario mínimo estatal o federal aplicable, pagado:

• 100% por las razones # 1-3 detalladas a continuación, hasta $ 511 diarios y $ 5,110 en total;
• 2/3 por las razones # 4 y 6 a continuación, hasta $ 200 por día y $ 2,000 en total;
• Hasta 10 semanas más de licencia por enfermedad pagada y licencia familiar y médica ampliada pagada a 2/3 por la razón # 5 detallada a continuación por hasta $ 200 diarios y $ 12,000 en total.

Un empleado a tiempo parcial es elegible para la licencia por la cantidad de horas que normalmente está programado para trabajar.

Empleados cubiertos

En general, empleados de patronos del sector privado con menos de 500 empleados, y de ciertos sectores públicos son elegibles para hasta dos semanas de licencia por enfermedad total o parcialmente remunerada por razones relacionadas con COVID-19.

Los empleados que han estado empleados durante al menos 30 días antes de su solicitud de licencia pueden ser elegibles para hasta
10 semanas adicionales de licencia familiar y médica ampliada parcialmente pagada por la razón # 5 detallada a continuación.

Razones que cualifican para la licencia relacionada a COVID-19

1. El empleado está sujeto a una orden de aislamiento o cuarentena por disposición federal, estatal o local, relacionada al COVID-19.
2. El empleado es aconsejado por un proveedor de cuidado de la salud que permanezca en cuarentena debido a preocupaciones relacionadas al COVID-19.
3. El empleado experimenta síntomas del COVID-19 y se encuentra procurando un diagnóstico médico.
4. El empleado se encuentra cuidando a un individuo que está sujeto a una orden de aislamiento (según descrita anteriormente).
5. El empleado está cuidando a su hijo o hija menor de dieciocho (18) años, cuya escuela o lugar de cuido ha cerrado, o su proveedor de cuido no está disponible por precauciones relacionadas al COVID-19.
6. El empleado está padeciendo de cualquier otra condición sustancialmente similar especificada por el Secretario de Salud y Servicios Humanos federal, en consulta con el Secretario del Tesoro y el Secretario del Trabajo federal.

Guias del Departamento del Trabajo

El Departamento del Trabajo Federal emitió guías para interpretar estas leyes. Unas cuantas son particularmente relevantes a Puerto Rico dado que hay un toque de queda en vigor. Estas guías son en modo de preguntas y respuestas y las pueden obtener aquí.

Transcribo a continuación algunas que considero importante:

23. If my employer closed my worksite before April 1, 2020 (the effective date of the FFCRA), can I still get paid sick leave or expanded family and medical leave?

No. If, prior to the FFCRA’s effective date, your employer sent you home and stops paying you because it does not have work for you to do, you will not get paid sick leave or expanded family and medical leave but you may be eligible for unemployment insurance benefits. This is true whether your employer closes your worksite for lack of business or because it is required to close pursuant to a Federal, State, or local directive. You should contact your State workforce agency or State unemployment insurance office for specific questions about your eligibility. For additional information, please refer to https://www.careeronestop.org/LocalHelp/service-locator.aspx.

It should be noted, however, that if your employer is paying you pursuant to a paid leave policy or State or local requirements, you are not eligible for unemployment insurance.

24. If my employer closes my worksite on or after April 1, 2020 (the effective date of the FFCRA), but before I go out on leave, can I still get paid sick leave and/or expanded family and medical leave?

No. If your employer closes after the FFCRA’s effective date (even if you requested leave prior to the closure), you will not get paid sick leave or expanded family and medical leave but you may be eligible for unemployment insurance benefits. This is true whether your employer closes your worksite for lack of business or because it was required to close pursuant to a Federal, State or local directive. You should contact your State workforce agency or State unemployment insurance office for specific questions about your eligibility. For additional information, please refer to https://www.careeronestop.org/LocalHelp/service-locator.aspx.

25. If my employer closes my worksite while I am on paid sick leave or expanded family and medical leave, what happens?

If your employer closes while you are on paid sick leave or expanded family and medical leave, your employer must pay for any paid sick leave or expanded family and medical leave you used before the employer closed. As of the date your employer closes your worksite, you are no longer entitled to paid sick leave or expanded family and medical leave, but you may be eligible for unemployment insurance benefits. This is true whether your employer closes your worksite for lack of business or because the employer was required to close pursuant to a Federal, State or local directive. You should contact your State workforce agency or State unemployment insurance office for specific questions about your eligibility. For additional information, please refer to https://www.careeronestop.org/LocalHelp/service-locator.aspx.

26. If my employer is open, but furloughs me on or after April 1, 2020 (the effective date of the FFCRA), can I receive paid sick leave or expanded family and medical leave?

No. If your employer furloughs you because it does not have enough work or business for you, you are not entitled to then take paid sick leave or expanded family and medical leave. However, you may be eligible for unemployment insurance benefits. You should contact your State workforce agency or State unemployment insurance office for specific questions about your eligibility. For additional information, please refer to https://www.careeronestop.org/LocalHelp/service-locator.aspx.

27. If my employer closes my worksite on or after April 1, 2020 (the effective date of the FFCRA), but tells me that it will reopen at some time in the future, can I receive paid sick leave or expanded family and medical leave?

No, not while your worksite is closed. If your employer closes your worksite, even for a short period of time, you are not entitled to take paid sick leave or expanded family and medical leave. However, you may be eligible for unemployment insurance benefits. This is true whether your employer closes your worksite for lack of business or because it was required to close pursuant to a Federal, State, or local directive. You should contact your State workforce agency or State unemployment insurance office for specific questions about your eligibility. For additional information, please refer to https://www.careeronestop.org/LocalHelp/service-locator.aspx. If your employer reopens and you resume work, you would then be eligible for paid sick leave or expanded family and medical leave as warranted.

Para más detalles y determinar si alguna de esta licencias le aplica a su empresa, consulte a su abogado.