If the employee is asymptomatic but took a COVID-19 test due to potential exposure, the employee is highly encouraged to not report to the worksite. The employee may request to use annual leave, compensatory time, credit hours, or emergency sick leave under the Families First Coronavirus Response Act (FFCRA). FFCRA leave expires on December 31, 2020 and may not be used after this date. If the employee does not have any leave to his/her credit, he/she may request advanced annual leave or take leave without pay (LWOP). If the employee is telework-eligible and has an approved telework agreement, the supervisor may grant situational telework.
If the employee is asymptomatic but took a COVID-19 test without potential exposure, the employee may report to the worksite. The employee may request to use annual leave, compensatory time, credit hours, or emergency sick leave under FFCRA (expires December 31, 2020) if ordered to quarantine by a federal, state, or local public health official. If the employee does not have any leave to his/her credit, he/she may request advanced annual leave or take LWOP. If the employee is telework-eligible and has an approved telework agreement, the supervisor may grant situational telework.
If the employee is symptomatic and is pending COVID-19 test results, the employee is highly encouraged to not report to the worksite. The employee may request to use annual leave, compensatory time, credit hours, sick leave, or emergency sick leave under the FFCRA (expires December 31, 2020). If the employee does not have any leave to his/her credit, he/she may request advanced annual leave, advanced sick leave, request donated leave from the Voluntary Leave Transfer Program (VLTP) if he/she obtains the required medical documentation and obtains approval for the program, or LWOP. If the employee is telework-eligible and has an approved telework agreement, the supervisor may grant situational telework if requested/the employee is able.