About Emergency Pandemic Leave (EPL)

Effective on 4/1/2020, the City Council approved a Memorandum of Agreement (MOA) created by Human Resources and signed by all bargaining unions to be used for COVID-19 related incidences. This MOA created the Emergency Pandemic Leave (EPL) to use in addition with other existing leave benefits such as Earned Sick and Safe Time (ESST). Effective 12/1/2021, all City employees received an additional 16 hours of EPL that can be used for COVID related reasons, including receiving the vaccine and recovering from any side effects related to the vaccine. EPL leave is currently set to expire on December 31, 2022.

Order in which leave should be taken is as follows: 

  1. Emergency Pandemic Leave, up to 96 hours for full-time employees. The EPL hours will be prorated for part-time employees, as well as non-benefits earning employees based on the average number of hours worked per pay period.
  2. Accrued Leave Balances (sick leave, vacation, ESST, or other accrual leave balances)
  3. Negative ESST - Employees are allowed to go into a negative balance of up to forty-eight (48) hours for employees who have worked for the City for less than one year, and eighty (80) hours for employees who have worked for the City for one year or longer 

Use the guide below to assist you in identifying the types of benefits available, and whether you qualify for the leave and/or benefits, based on your particular situation related to the current Covid-19 situation.


Printable guide outlining COVID-19 Leave and Benefits

COVID-19 Scenarios and Benefits Document Preview (PDF)

Download a printable PDF of COVID-related benefits.

Earned Sick and Safe Time (ESST) policy guidelines MUST continue to be followed, and all prior guidance documents on this topic should be followed.

Continuation of Benefits for Leave No Pay

  • If someone has an approved FMLA leave, employees will have medical coverage until the end of their leave (as if they were working).
  • When an employee has no more paid leave on the books, and is not on an FMLA leave, their health care coverage would continue through the end of the month and then they would have the option to go onto COBRA coverage, and pay the full cost of coverage. ​​If, however, the employee cannot return to work because of COVID-19 related reasons, even if their initial reason was not COVID-19 related, the benefit extension would extend to June 30th. 

Coverage for COVID-19 diagnostic testing

Medica has announced a coverage change related to the diagnostic testing for COVID-19 that follow guidelines issued through the U.S. Centers for Disease Control and state health departments. Medica will waive co-pays, co-insurance and deductibles related to COVID-19 testing for all members. This change applies to all members throughout the Medica service area and is effective immediately. (3/9/2020) 
 
To help limit the spread of COVID-19, Medica provides coverage for virtual care or telehealth services, often a more convenient way to access health care services from home. When appropriate, members are encouraged to utilize virtual care benefits. 
 
The health and well-being of members is a priority and Medica will continue to monitor the status of COVID-19 and its impact on our members. 

If you are sick with COVID-19 or suspect you are infected with the virus that causes COVID-19, call ahead before visiting your doctor and follow additional guidelines from the Centers for Disease Control to prevent the disease from spreading to people in your home and community.

Continuation of Benefit Coverage for City of Saint Paul Employees during COVID-19 Pandemic

The City has worked with its benefit providers to ensure continuity of benefits for employees who have exhausted all available leave and cannot work due to lack of work or layoff, having tested positive for COVID-19, caring for a family member diagnosed with COVID-19, or the need to self-quarantine due to exposure to someone testing positive for COVID-19.

  • Medica has given the City the option to keep currently enrolled employees on their plans as active employees, even when hours are reduced below the average hours worked eligibility requirement or they are laid off/furloughed. This is in effect through June 23. Should eligibility end June 23, medical benefits would term at the end of the month (June 30).
  • Delta Dental of Minnesota will waive the Actively at Work eligibility provision of your dental benefits for 120 days and allow continued coverage for employees that may be impacted by a layoff/furlough. This would extend dental coverage through July 31.
  • The Standard has agreed to continue short- and long-term disability coverage for employees not working due to a partial or full furlough or temporary layoff occurring on or after March 1, through June 30.
  • Securian will continue coverage for up to 60 days for those workers who are laid-off as a result of the COVID-19 pandemic. If it appears unpaid employees will not be returning to work within 60 days, they are open to discuss additional options closer to that time. No increases in coverage will be permitted while and employee is not actively at work.

It is expected that the employee will continue to make any contributions for his/her coverage, either through payroll deduction if leave credits are available, or via check, or via back charges applied after the employee returns to work. The back charges can be spread out over the remaining paychecks in 2020.

Health Insurance for Family Members Due to Job Loss

Many Minnesota employees have been laid off due to the closure of restaurants and other businesses during the COVID-19 outbreak. If your spouse or dependent child under age 26 is in this situation, you have 30 days from the date of their loss of coverage to add them to your City health plan.

Use the Insurance Application and Change Form to add your dependent(s) to your City health plan, returning it with documentation of the job loss WITHIN 30 DAYS of them losing coverage to one of the following:​ Nance.lee.mosquera@ci.stpaul.mn.us, ​Jane.wateland@ci.stpaul.mn.us, or ​Rachel.larson@ci.stpaul.mn.us

Unemployment Information related to COVID-19 

Employees would qualify for Unemployment benefits immediately under the Governor’s Emergency Declaration under these criteria: 

  1. Determination has been made by health authorities or by a health care professional that the presence of the applicant in the workplace would jeopardize the health of others, whether or not the applicant has actually contracted a communicable disease; 
  2. A quarantine or isolation order has been issued to the applicant; 
  3. There is a recommendation from health authorities or by a health care professional that the applicant should self-isolate or self-quarantine due to elevated risk from COVID-19 due to being immunocompromised; 
  4. The applicant has been instructed by their employer not to come to the employer’s place of business due to an outbreak of a communicable disease; 
  5. The applicant has received a notification from a school district, daycare, or other child care provider that either classes are cancelled or the applicant’s ordinary childcare is unavailable, provided that the applicant made reasonable effort to obtain other childcare and requested time off or other accommodation from the employer and no reasonable accommodation was available. 

Minnesota Unemployment Insurance Program   

Ramsey County Employment Assistance Program  

Last Edited: October 20, 2022