Under the Families First Coronavirus Response Act (FFCRA), an
employee is entitled to paid sick leave and/or expanded family and medical
leave if the employee is unable to work (including telework) because he or she
needs to care for his or her child if (a) the child’s school or place of care
is closed, or (b) the child care provider is unavailable, due to
COVID-19-related reasons. An employee
may take paid sick leave to care for his or her child only when the employee
needs to, and actually is, caring for his or her child. The US Dept. of Labor stated
“generally, an employee does not need to take such leave if another suitable
individual — such as a co-parent, co-guardian, or the usual child care provider
— is available to provide the care the employee’s child needs.”
This specific question has not been addressed by the USDOL,
but the answer likely comes down to whether the preferred summer
care provider can be considered “the usual child care provider”. If the employee’s child attended the program
last summer or during some other recent time, for instance, and the program is
closed for COVID-19 reasons, the employee is likely eligible for FFCRA leave. If not, the employee may be required to
consider alternative, suitable child care options.
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