Condo Media - January 2022 - 35

The Act also applies to employees who
are working remotely and need to stop
working for a period for these COVIDrelated
reasons.
employee's Social Security number,
work ID number for their position (if
any), the length of the leave expressed
in hours and wages paid that are not
Covered employees are those who are staying home
to take care of a family member who is recovering
from any unfortunate results of their vaccinations,
employees who are required to stay home for
quarantine reasons (for themselves or other
family members), and other COVID-19 reasons.
The amount of paid leave varies
depending on whether or not the employee
is full-time, part-time, or has a
variable work schedule. In fact, even
variable work employees who have
not worked for six months are entitled
to paid leave equal to the number of
hours per week they had reasonably
expected to work.
REQUESTS FOR LEAVE
A request for leave under the Act
must be in writing. In fact, after the
fi rst day an employee utilizes the Act,
the employer has a right to require
reasonable notice procedures to be
followed in order to continue to obtain
the benefi t of the Act. If the employee
is requesting the Act's benefi t because
of either a quarantine order or selfquarantine
advice, the written request
must provide the name of the " governmental
entity ordering quarantine or
the name of the health care provider
advising self-quarantine, " as well as
the relationship of the quarantined
person to the employee. Of course, as
with all other health information, this
request is confi dential and cannot be
disclosed to third parties without the
employee's permission.
It should come as no surprise that
the employer who will be applying for
and receiving reimbursement must
retain records. Among the required
information to be maintained is the
eligible for federal tax credit or are
not paid under any other program or
applicable law, and benefi ts available
to the employee during the leave. As
for those employees who do not have
regular schedules, the hours would be
calculated either as the weekly hours
scheduled to be worked over the sixmonth
period prior to the emergency
leave or, if the employee had not
worked for six months prior to that
date, the number of hours reasonably
anticipated at the time of hiring.
It goes without saying that
retaliation against any employee
who qualifi ed for this paid leave is
strictly prohibited.
Unfortunately, it appears that
this virus will be around in one form
or another for an unknown period of
time into the future. Speaking for CAI
and myself, it is certainly our hope
that no one will ever need to read this
article in order to fi nd out about leave
needed and benefi ts available as a
result of the conditions that allow
for such payments.
■ ELLEN A. SHAPIRO, ESQ., CCAL
IS A PARTNER IN THE LAW FIRM
MARCUS, ERRICO, EMMER &
BROOKS, P.C.
*
Professional Property
Management Since 1994
Empire is an experienced
team of professionals
dedicated to providing
high level service to
associations. We take a
hands-on approach to
management and work
closely with trustees and
owners to establish
immediate and long-term
goals for the property.
2018 Management
Company of the Year
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Condo Media - January 2022

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