Q: Employment and Covid related laws in the state of Missouri
It was within my 90 days probationary so I’m probably screwed but there was a number of days that I was out due to either quarantine order and childcare being closed due to Covid and I am I was told the entire time that nothing Covid related would count against me I was reassured and then they fired me due to absences and then said that I was policy so I was confused I haven’t been at this new job long enough to draw unemployment and I’ll they did not give me Covid pay the entire time I was out quarantined. As I said I know it’s a shot in the dark because it was within my first 90 days but I wasn’t sure if Covid could legally count against you at work even within your 90 days or what I’m just trying to better understand some of the laws him maybe if I could draw unemployment even if I hadn’t been at the job long enough due to the fact that it was Covid I don’t know I’m about to be homeless and I have a kid I just need to understand what I can do it one of my rights are
Does your employer have less than 500 employees? The Families First Coronavirus Response Act requires employers with less than 500 employees to provide to all employees two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined and two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual whose school or child care provider is closed due to reasons related to COVID-19.
Your answer doesn't say how long you worked there, only that it was within your first 90 days, but all employees are entitled to the above. You also may be entitled to an additional 10 weeks of paid expanded family and medical leave at two thirds your pay if you were employed for at least 30 days. I would reach out to an employment lawyer in your state for a consultation.
A: The Families First Coronavirus Response Act requires employers to give two weeks leave at full pay to employees who are sick with Covid or quarantining, regardless of the length of their employment with the company. If you are unable to work because your child’s school or daycare is closed due to coronavirus, employers must also give two weeks at two-thirds pay. You may also be eligible for FMLA (Family Medical Leave Act) benefits, which allows for ten weeks of paid leave if you need to leave work for medical reasons, or to care for a family member who is sick.
The Families First Coronavirus Response Act requires employers to give two weeks leave at full pay to employees who are sick with Covid or quarantining, regardless of the length of their employment with the company. If you are unable to work because your child’s school or daycare is closed due to coronavirus, employers must also give two weeks at two-thirds pay. You may also be eligible for FMLA (Family Medical Leave Act) benefits, which allows for ten weeks of paid leave if you need to leave work for medical reasons, or to care for a family member who is sick.
In most cases, communication is key. Were there any communications from your employer saying you could take time off for Covid-related reasons? Did you properly communicate with your employer that you needed to miss work for a Covid-related reason? Contact an employment lawyer for a free consultation to discuss your legal options.
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