HR-Related Coronavirus (COVID-19) Resources

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2021 Expanded COVID-19 Related Leave NEW
2021 COVID-19 Supplemental Paid Sick Leave
2020 COVID-19-Related Leaves (Archives)

Expanded COVID-19 Related Leave

The California State University system is offering an enhancement to SB 95's Supplemental Paid Sick Leave.

Paid leave up to 128 hours (16 days) has been granted effective January 1, 2021 through December 31, 2021 for eligible employees unable to work due to COVID-19-related
reasons as outlined in Senate Bill 95 which was signed by the Governor on March 19, 2021.

Eligibility

Unit 1 (UAPD), Units 2, 5, 7, 9 (CSUEU), Unit 4 (APC), Unit 8 (SUPA), Unit 10 (IUOE), Unit 11(UAW), represented employees and non-represented employees eligible for ECRL include the following:

Most employees, including exempt and non-exempt, are eligible for ECRL. Retired annuitants are ineligible as they are excluded by law from receiving any leave benefits. There is no waiting period to become eligible for this leave, and new employees hired after the effective date are considered eligible upon hire.

Qualifying Reasons for Leave

ECRL 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 period related to COVID-19 as defined by federal, state, or local orders or guidelines.
• Employee is advised by a health care provider to self-quarantine due to concerns related to COVID-19.
• Employee is attending an appointment to receive a COVID-19 vaccine.
• Employee is experiencing symptoms related to a COVID-19 vaccine.
• 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 self-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.

NOTE: The quarantine or isolation period related to COVID-19 is the period defined by an order or guidelines of the California Department of Public Health, the federal Centers for Disease Control and Prevention, or a local health officer with jurisdiction over the workplace.

Full Time Employees

Employees receive 128 hours if fulltime, time base is 1.0 (FTE) or, on average, they worked or were scheduled to work at least 40 hours per week in the two weeks preceding the date they took leave.
• Exempt Employees – Under the Fair Labor Standards Act (FLSA), exempt employees must use paid leave in full day increments unless the leave is designated under qualified medical and family reasons covered by CSU Family and Medical Leave (FML).
• Non-Exempt employees - Under the Fair Labor Standards Act (FLSA), non-exempt employees may use time in less than full day increments.

Less than Full Time Employees

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

Retroactive Corrections

ECRL is effective on March 29, 2021 and retroactive to January 1, 2021. 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 ECRL between January 1, 2021 and March 29, 2021. Employees must request a retroactive correction verbally or in writing. The campus requires an employee requesting a retroactive correction to submit an ECRL request form.

2021 COVID-19 Supplemental Paid Sick Leave (Unit 3)

Covered Employees in the public or private sectors who work for employers with more than 25 employees are entitled to up to 80 hours of COVID-19 related sick leave from January 1, 2021 through September 30, 2021, immediately upon an oral or written request to their employer. If an employee took leave for the reasons below prior to March 29, 2021, the employee should make an oral or written request to the employer for payment.

A covered employee may take leave if the employee is unable to work or telework for any of the following reasons:

Caring for Yourself: The employee is subject to quarantine or isolation period related to COVID-19 as defined by an order or guidelines of the California Department of Public Health, the federal Centers for Disease Control and Prevention, or a local health officer with jurisdiction over the workplace, has
been advised by a healthcare provider to quarantine, or is experiencing COVID-19 symptoms and seeking a medical diagnosis.
Caring for a Family Member: The covered employee is caring for a family member who is subject to a COVID-19 quarantine or isolation period or has been advised by a healthcare provided to quarantine due to COVID-19, or is caring for a child whose school or place of care is closed or
unavailable due to COVID-19 on the premises.
Vaccine-Related: The covered employee is attending a vaccine appointment or cannot work or telework due to vaccine-related symptoms.

Paid Leave for Covered Employees

80 hours for those considered full-time employees. Full-time firefighters may be entitled to more than 80 hours, caps below apply.
- For part-time employees with a regular weekly schedule, the number of hours the employee is normally scheduled to work over two weeks.
- For part-time employees with variable schedules, 14 times the average number of hours worked per day over the past 6 months.
Rate of Pay for COVID-19 Supplemental Paid Sick Leave: Non-exempt employees must be paid the highest of the following for each hour of leave:
- Regular rate of pay for the workweek in which leave is taken
- State minimum wage
- Local minimum wage
- Average hourly pay for preceding 90 days (not including overtime pay)
Exempt employees must be paid the same rate of pay as wages calculated for other paid leave time.