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The following information supersedes any previous guidance about leaves of absence during the pandemic. There is more general information on leaves available on our Paid Time Off page.

ADA Accommodations

These are normally given to people with a disability who need reasonable workplace accommodations that can be provided to such employees using the interactive process required under the Americans with Disabilities Act (ADA). Centers for Disease Control (CDC) guidelines have now added that members who have a medical condition that is considered at high risk for COVID-19 by CDC standards can also apply for an ADA reasonable workplace accommodation. Members can request accommodations (such as teleworking or other modifications to the workplace) and that request will be evaluated and considered and a determination will be made. Medical documentation is required.

ADA applies only to employees with disabilities or who have medical, cognitive or psychological limitations. In addition, employees who live with high-risk family members can apply for a workplace accommodation. If a member is asking for workplace accommodations for a parent that is at risk they need to show proof of residency. They do not need to submit medical documentation for someone else’s illness.  The application will also be considered and a determination will be made.

Forms to Apply for ADA Accommodation

Instructions for ADA Forms on HR4U (rev. Oct. 2019) [PDF]

CPS ADA Accommodation Form [PDF]

Authorization for Release of Medical Information (rev. Oct. 2019) [PDF]

ADA Request for Reasonable Accommodation Form (rev. Oct. 2019) [PDF]

Healthcare Provider Certification (rev. Oct. 2019) [PDF]

Short-Term Disability

If you are currently being treated for a serious health condition, you may apply for short-term disability. The threshold and qualifications for the Short-Term Disability benefit have not changed. Refer to the Paid Time Off page for further details.

Emergency Paid Sick Leave

This provides a two-week leave to find care for a child because a daycare or school is closed. It has a $200 per day pay cap.

Public Health Emergency Leave

Members that cannot attend school or teach remote learning due to lack of available child care can get a 12-week leave through the Public Health Emergency Leave. This leave has a $200 per day pay cap. An intermittent leave is also available if your child’s schedule will allow you to teach on certain days. Proof of documentation is needed to show your child’s care has been suspended. Please note that the time taken on this leave counts towards FMLA. If you use the full 12 weeks, you will not be eligible for another FMLA leave for one full year. This twelve-week leave cannot be extended.

CDC Regulations

A two-week paid leave will be provided to anyone that has been exposed to COVID and ordered to self-quarantine. Medical documentation is required.

Emergency Paid Leave

Expectant mothers that are asked to self-quarantine before their expected due date will be given two weeks of leave under this Emergency Paid Leave with a salary cap of $511 per day. Any additional time needed before the birth will be unpaid. The Emergency Paid Sick Leave may only be taken once in each year and will end, due to current legislation, on December 31, 2020.


If you have a sick family member that needs your care, you should apply for the standard FMLA leave. This provides you a five-month leave. This is an unpaid leave. Benefit days are applied to receive pay. Medical documentation is required.

Discretionary Leave

If you do not meet the qualifications for other leave options, but still feel the need for a continuous leave of absence, you can apply for a discretionary leave. This is an unpaid leave and it does not provide job protection.