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COVID-19 FAQ: Leave and Compensation

When might SFO place employees on Paid Administrative Leave?
If you are sent home because of possible workplace exposure to COVID-19 and you cannot do your work from home, then you may be placed on Paid Furlough or Paid Administrative Leave (PAL). Your supervisor will determine whether you can telecommute (for example, do phone consultations). If there are work projects you can do by telecommuting, then you may remain on regular paid status.

What should I do if I am unable to come to work because my child’s school or childcare provider has closed?
Talk to your supervisor. Your supervisor may allow you to telecommute if you can do work projects from home, and if you can still work a full day while providing childcare.

If you cannot telecommute, you will be able to use paid sick leave or any other paid leave (vacation, floating holidays, compensatory time off).

If you exhaust your paid leave balances, you may take unpaid sick leave.

Eligible employees may request up to 80 hours of advance sick leave or vacation to care for a child during a COVID-19 related school closure.

Effective April 2, 2020, employees who cannot telecommute may take up to 12 weeks of job-protected FMLA leave to care for a child during a COVID-19 related school closure. The first 10 workdays of this leave are unpaid, but employees may elect to use accrued sick leave, or other accrued time to receive pay. After 10 days, employees who have exhausted all accrued leave will receive up to 10 additional weeks of paid leave at the employee’s regular pay, but not to exceed $511 per day.

Supervisor guidance: Please contact HR at or (650) 821-2000 to discuss options and other safety, health, and wellness protocol.