When the COVID-19 pandemic hit in March 2020, many school districts elected to shut down campuses and move to distance learning, with the assumption and hope that it would be temporary. There was a sense that, while it was difficult, we could figure out how to manage with distance learning to the end of the school year, and then prepare for the return of normalcy in the fall.
As schools reopened this year, they rolled out a variety of programs to address learning needs during the pandemic while complying with government health and safety guidelines. It’s unclear how long students will be learning from home — but it will likely be several weeks, if not months, for some counties, based on state requirements.
The patchwork of programs and schedules will be challenging for both employers and employees, who have numerous legal and practical considerations to keep in mind: availability of various COVID-19-specific leaves under federal, state and local laws; vacation/paid time off (PTO); school activities leave; remote working arrangements; and alternative schedules.
Download CalChamber's free "Employer Guide to Distance Learning Leaves of Absence" white paper for answers to the most frequently asked legal questions about leaves of absence, employee eligibility, documentation, pay, the tax credit, job protection and notices as they pertain to COVID-related school closures.
Published October 1, 2020
