SAU29 and Member District Employee COVID-19 Resources
Our administration wants to assure all of our employees that, with the ever-changing guidelines concerning benefits you may or may not be eligible for, our Human Resources office is doing everything possible to keep you informed. Below you will find information and links that will serve as a foundation of information and resources. As always, we stand committed to making sure our employees are served to the best of our ability, your time and patience during this time is greatly appreciated.
- Unemployment Benefits
- Families First Coronavirus Response Act (FFCRA)
- Emergency Paid Sick Leave qualifications
- Emergency Family and Medical Leave Expansion qualifications
- US Department of Labor FAQ’s
- How to Determine Your Eligibility of Benefits
Unemployment Benefits: New Hampshire Employment Security (NHES)
On March 17th, 2020, Governor Sununu issued in an executive order, broadening New Hampshire unemployment benefits to provide relief for a broad range of people effected by COVID-19.
In addition, on March 27th, 2020, new federal benefits were enacted through the Federal CARES Act. Such benefits include up to an additional $600 per week for all individuals filing for unemployment in New Hampshire through July 31st, 2020. The Act also extends unemployment benefits for effected employees for an additional 13 weeks, changing it from 26 to 39 weeks of eligibility. There is no additional work or application process for the federal benefits, they are based solely on claims filed with unemployment.
SAU 29 or member district employees who are unable to work due to lack of work or who are being furloughed or laid off are advised to contact NHES to file for unemployment benefits. Please find the mandated employer posting from NHES here.
At this time, NHES is advising that all claims and questions should be directed to nhes.nh.gov or the Unemployment Assistance Hotline at 603-271-7700 or you can view their Unemployment Compensation Quick Tips here.
Families First Coronavirus Response Act (FFCRA) (Effective April 1, 2020 – December 31, 2020)
On March 28th, 2020 in response to the current pandemic surrounding COVID-19, the federal government enacted the Families First Coronavirus Response Act (FFCRA). In short, the Act expands paid benefits to full-time and part-time employees. There are two major parts of this Act that help facilitate paid time outlined below. To view the mandated employer posting please click here.
Qualifying employees are eligible for up to two weeks of paid leave under the Emergency Paid Sick Leave Act. This paid leave is capped at 80 hours for full-time employees, prorated for any employee working less than 40 hours regularly per week. In certain circumstances, this leave may be taken intermittently.
Under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work (or unable to work remotely) due to a need for leave because the 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 self-quarantine related to COVID-19;
- is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
- is caring for an individual subject to an order described in (1) or self-quarantine as described in (2);
- is caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19; or
- is experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.
Qualifying employees are eligible for up to an additional ten (10) weeks of 2/3 paid leave so to be caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19. In certain circumstances, this leave may be taken intermittently.
Calculation of Pay under FCCRA
For leave reasons (1), (2), or (3): employees taking leave are entitled to pay at either their regular rate or the applicable minimum wage, whichever is higher, up to $511 per day and $5,110 in the aggregate.
For leave reasons (4) or (6): employees taking leave are entitled to pay at 2/3 their regular rate or 2/3 the applicable minimum wage, whichever is higher, up to $200 per day and $2,000 in the aggregate.
For leave reason (5) and EFMLEA: employees taking leave are entitled to pay at 2/3 their regular rate or 2/3 the applicable minimum wage, whichever is higher, up to $200 per day and $12,000 in the aggregate.
On a near daily basis, the US Department of Labor is posting answers to questions both employees and employers have presented concerning the many moving pieces of this newly enacted legislation. We, as your employer(s), are continually asking questions and searching for answers. We highly encourage you to check the US DOL FAQ website to help answer questions you may have for you or your loved ones.
How to Determine Your Eligibility of Benefits
If you are an employee of SAU 29 or a member district and you feel you may qualify for any/all of the above benefits listed on this page, we encourage you to visit the provided websites as well as review our benefit application form. To better help determine which, if any, benefits you may be eligible for please review the document linked here to help map out your eligibility. If applicable you are able to print the appropriate request forms by selecting the appropriate box link as indicated.
Other Staff Resources
Below you will find all the latest information that has been made available by our providers. It is important to note that all employees are welcome to the information provided on the wellness and employee assistance program, however, materials relating specifically to coverage details are limited to those covered under such plans.