HR-Related Coronavirus (COVID-19) Resources

COVID-19 Supplemental Paid Sick Leave (SPSL) 2022

On February 9, 2022, the Senate Bill (SB) 114 was passed for COVID-19 Supplemental Paid Sick Leave (SPSL) up to 80 hours (10 days), pro-rated based upon FTE, and is available effective January 1, 2022, through September 30, 2022 , for employees unable to work due to COVID-19-related reasons.

The CSU is extending the program’s deadline to December 31, 2022, and eliminating the daily SPSL pay maximums prescribed in SB 114 for non-represented and represented employees.

Click here to request SPSL SPSL INFO POSTER

Eligibility

Pursuant to SB 114, all employees are eligible for COVID-19 SPSL with the exception of work study student employees.

Retired annuitants are only eligible for provisions specifically outlined in SB 114, not the enhancements offered by CSU to non-represented employees or to represented employees through the collective bargaining process as inclusion in such programs is expressly prohibited by CalPERS for retired annuitants.

The number of hours available for employees who work less than full-time shall be prorated according to their full-time equivalency, or the percent of the appointment (hours normally scheduled to work).

Qualifying Reasons for Leave

Up to 40 hours (5 days) of SPSL can be used for the following reasons when employees are unable to work on site or telework:

Employee is subject to a quarantine or isolation related to COVID-19, as defined by the State Department of Public Health, Centers for Disease Control and Prevention, or a local health officer who has jurisdiction over the workplace.
Employee is advised by a health care provider to isolate or quarantine due to concerns related to COVID-19.
Employee is attending an appointment for themselves or a family member to receive a COVID-19 vaccine or a vaccine booster. (see note below about vaccine and vaccine booster time limits)
Employee is experiencing symptoms, or caring for a family member experiencing symptoms, related to a COVID-19 vaccine or vaccine booster that prevents the employee from being able to work. (see note below about vaccine and vaccine booster time limits)
Employee is experiencing COVID-19 symptoms and seeking a medical diagnosis.
Employee is caring for a family member who is subject to a quarantine or isolation order or guideline or who has been advised to isolate or quarantine by a health care provider due to concerns related to COVID-19.
Employee is caring for a child whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises.

Up to 40 hours (5 days) of additional SPSL can be used only for the following reason when employees are unable to work on site or telework:

h. Employee, or a family member that is under their care, tests positive for COVID-19. Usage of the leave must be supported by a positive COVID test. Employee testing is made available on or by the campus.

If an employee requests to use additional SPSL because a family member for whom they are providing care tests positive for COVID-19, upon request, employees must provide documentation of that family member’s COVID-19 test results before being granted the additional leave.

Vaccine or Vaccine Booster Time Limits

For each vaccination or vaccine booster, employees may use up to 3 days (24 hours) of SPSL unless the employee provides verification from a health care provider that they or their family member is continuing to experience symptoms related to a COVID-19 vaccine or vaccine booster. The 3-day (24-hour) limitation applies to each vaccine or vaccine booster and includes the time used to get the vaccine or vaccine booster.

Total Time Available under SPSL

Eligible employees may utilize up to 80 hours (10 days) under SPSL. A maximum of 40 hours (5 days) may be used for reasons a) through g) and an additional maximum of 40 hours (5 days) may be used for reason h). Leave may be used from January 1, 2022, through December 31, 2022.

Retroactive Corrections

SPSL is effective immediately and retroactive to January 1, 2022. Campuses are not required to proactively process retroactive corrections for employees who may have used their own leave balances or were docked pay for reasons that qualify for SPSL after January 1, 2022. The campus requires an employee requesting a retroactive correction to submit a Supplemental Paid Sick Leave Request form.

Click here to request SPSL