Special Supplement: COVID-19 - Questions & Answers SPECIAL SUPPLEMENT: COVID-19 APA's Top Payroll Questions & Answers for 2020 take leave until she has used all of it. An employer cannot use her request for leave (or an assumption a request might be made) in an employment decision, such as which employees to recall to work from furlough. Using FFCRA leave intermittently Q. Can employees take paid sick leave or emergency family and medical leave intermittently? A. It depends on why the employee is taking paid sick leave and whether the employer agrees. Unless an employee is teleworking, paid sick leave for qualifying reasons related to COVID-19 must be taken in fullday increments. It cannot be taken intermittently if the leave is being taken because an employee: * Is subject to a federal, state, or local quarantine or isolation order related to COVID-19; * Has been advised by a health care provider to selfquarantine due to concerns related to COVID-19; * Is experiencing symptoms of COVID-19 and seeking a medical diagnosis; * Is caring for an individual who either is subject to a quarantine or isolation order related to COVID-19 or has been advised by a health care provider to self-quarantine due to concerns related to COVID-19; or * Is experiencing any other substantially similar condition. Unless an employee is teleworking, once they begin taking paid sick leave for one or more of these qualifying reasons, they must continue to take paid sick leave each day until they either (1) use the full amount of paid sick leave or (2) no longer have a qualifying reason for taking paid sick leave. This limit is imposed because if an employee is sick or possibly sick with COVID-19, or caring for an individual who is sick or possibly sick with COVID-19, the intent of FFCRA is to provide such paid sick leave as necessary to keep people from spreading the virus to others. If an employee no longer has a qualifying reason for taking paid sick 108