The information on this page is for 2020 and 2021 COVID-19 related leaves that have
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,
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
• 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).
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
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
Coronavirus Pandemic (COVID-19) Paid Administrative Leave
All employees requesting the Coronavirus Pandemic (COVID-19) Paid Administrative Leave
(also known as CPAL) must complete the Temporary Paid Administrative Leaves (TPL,
CPAL, & NTWL) Form. This form includes a tool for planning the dates that CPAL will
be used by pay period. Employees must self-certify on the form that the need for leave
Corona Paid Administrative Leave (CPAL) means that for a limited period of time, employees
on this status will receive their normal rate of pay while neither reporting to work
nor working remotely.
The Chancellor's Office has granted use of CPAL up to 256 hours (prorated for those
who do not work full time) effective March 23 through December 31, 2020 for employees
unable to work for COVID-19 related reasons.
Under these specific provisions, the following employees shall be eligible to receive
a one-time allotment of up to 256 hours (pro-rated for those who do not work full-time)
of CPAL that can only be used due to COVID-19 related absences.
- Most employees with an appointment that has an associated timebase, including exempt
and non-exempt employees;
- Academic student employees (R11); and
- Non-represented student assistants
- Hourly/intermittent employees (positive pay)
- Special Consultants
- Retired Annuitants and FERP employees
- Auxiliary/Foundation employees
- Temporary Faculty employed solely to teach summer session, extension, and/or intercession,
with no appointments during the regular terms (e.g. fall and spring semester; or fall,
winter, and spring quarters) within the academic year.
These are employees typically represented by Unit 11 (Instructional Student Assistants).
For most employees, up to 256 hours of CPAL can be used if the employee is unable
to work, on campus or remotely, for the following reasons:
- When an employee is unable to work due to the employee's own COVID-19-related illness
or that of a family member who the employee would normally be able to use sick leave
- When an employee is unable to work because the employee has been directed by their
supervisor or healthcare provider not to come to the worksite for COVID-19-related
reasons and/or it is not operationally feasible for the employee to work remotely;
- When it is not operationally feasible for the employee to work remotely;
- When an employee is unable to work due to a COVID-19-related school or daycare closure
and the employee is required to be at home with a child or dependent, and it is not
operationally feasible for the employee to work remotely or in conjunction with the
Employees are also able to use their own accruals per their standard department protocols.
Nothing in these provisions shall be construed in any way as to diminish the rights
or benefits that an employee is entitled to under any federal, state or local law,
collective bargaining agreement, or any other existing CSU policy.
- All hours must be used by close of business on December 31, 2020 at which time the
remaining allotted hours will expire;
- The hours may be used at any time during this designated period including intermittently,
either before or after the use of any accrued leave or other paid leave, at the request
of the employee, in consultation with the supervisor, provided that such use shall
not adversely affect the delivery of essential university services.
- CPAL can be requested through an employee's Appropriate Administrator.
- Employees can request CPAL by completing the Temporary Paid Administrative Leaves
(TPL, CPAL, & NTWL) Form.
To calculate the number of hours for less than full time employees, take the average
number of hours the employee works per week, divide that number by 40, and then multiply
by 256. For example, an employee who works 10 hours a week (10/40 x 256) will have
64 hours of paid admin leave available.
Student Employees are still limited to 20 hours per week.
Effective March 23, 2020, MPPs and Staff should report CPAL via PeopleSoft HR. Paid
Administrative Leave usage must be coordinated with your supervisor. Usage, up to
the employee's maximum, can be reported by selecting "Organ Donor/Bone Marrow" from
the drop-down menu and in comments, type "CPAL". These absence event must coincide
with the Paid Administrative Leave form that is submitted to your administrator. The
Organ Donor/Bone Marrow leave type will be retitled in the coming months to reflect
the COVID-19 label. Normal reporting for sick, vacation and other types of leaves
Faculty should report CPAL by completing the Temporary Paid Administrative Leaves
(TPL, CPAL, & NTWL) Form. Normal reporting for sick, vacation, and other types of
leave remain unchanged.
Non-represented and Instructional Student Assistants (hourly student employees) –
Click here for Student Employee FAQs.
Currently, CPAL is only appropriate for the time when an eligible employee cannot
perform their duties from home due to the nature of their position or tasks, and have
not been asked by their supervisor to perform essential on-campus functions.
Not at this time, provided the employee has submitted a completed Temporary Paid Administrative
Leaves (TPL, CPAL, & NTWL) Form. Right now, we will continue tracking the CPAL hours
of these employees along with everyone else. All employees should explore what work
can be accomplished remotely. This information could change depending on updated guidance
from the Chancellor's Office.
Employee should complete the Temporary Paid Administrative Leaves (TPL, CPAL, & NTWL)
Form. The form should be used when an employee is unable to work because they have
been directed by their appropriate administrator not to come to the worksite and it
is not operationally feasible for them to work remotely.
Staff and MPPs should send their completed, approved forms by email to firstname.lastname@example.org.
Hourly Student Employees (including ISAs) should complete their request form and forward
to their supervisor to approve and retain for future reference and to assist with
If an employee cannot perform their duties from home due to the nature of their position,
the employee should consult with their supervisor and they may be eligible to use
paid administrative leave. Note that if the employee can perform part of their work
from home, they should do so, and they may be eligible for paid admin leave for the
portion of the day (or week) that they are not working. Employees may receive a telecommuting
assignment that includes checking voicemail, email, catching up on training, or taking
advantage of other professional development opportunities available on CSULearn or
that have been approved by their supervisor.
If employees are still unable to either work remotely or perform essential on-campus
functions, there may be options available and they should reach out to the Department
of Human Resources via email: email@example.com.
Families First Coronavirus Response Act (FFCRA)
Effective April 1, 2020 through December 31, 2020, the federal Families First Coronavirus
Response Act (FFCRA) provides eligible employees the following benefits under specific
conditions related to COVID-19, if they are unable to work or unable to work remotely:
Emergency Paid Sick Leave Act
- Up to two weeks (up to 80 hours) of paid sick leave when the employee is unable to
work or remote work because the employee is quarantined or has a bona fide need to
care for an individual subject to quarantine (pursuant to Federal, State, or local
government order, or advice of a health care provider), experiencing COVID-19 symptoms
and seeking a medical diagnosis, and/or to care for a child whose school or child
care provider is closed or unavailable for reasons related to COVID-19.
Emergency Family and Medical Leave Expansion Act
- Up to an additional 12 weeks of expanded family and medical leave by adding a new
reason to qualify for Family and Medical Leave Act of which 10 weeks are paid and
when an employee, who has been employed for at least 30 calendar days, is unable to
work or work remotely due to a bona fide need for leave to care for a child whose
school or childcare provider is closed or unavailable for reasons related to COVID-19.
Access the FFCRA Form here.
CSU Non-Telecommuting Workers Leave (NTWL)
- Effective May 1, 2020 through June 30, 2020, the CSU's Non-Telecommuting Workers Leave
(NTWL) provides eligible employees the following benefits under specific conditions
related to COVID-19, if they are unable to work on campus and unable to work remotely.
- Up to 304 hours for eligible employees who are not assigned to work on site, who cannot
work remotely based on their job duties, and who have exhausted the hours available
to them under COVID-19 Temporary Paid Administrative Leave (CPAL).
Non-exempt CSUEU (Units 2, 5, 7, and 9) and IUOE (Unit 10) employees are eligible
for Emergency Pay.
Emergency Pay provisions are set out in the following Articles of the CSUEU and IUOE
Emergency Pay is a premium payment made to non-exempt CSUEU and IUOE employees when
they perform essential on-campus work retroactive to March 20, 2020.
No. Emergency Pay is for an employee who is assigned to work on-campus. If an employee
needs to come to campus to get supplies for the purpose of working at home, they are
not assigned on-campus work and they do not qualify for emergency pay. However, the
act of retrieving supplies still counts as time worked.
All stateside members of eligible bargaining units that were, or will be, authorized
to work on-site during the COVID-19 crisis and the governors stay at home order must
record all on campus time worked.
All eligible non-exempt employees called to work will be paid emergency pay for all
hours worked on campus. The Overtime Forms should be used to track and approve these
hours. Email string approvals should include the original email from the employee
with the Overtime Forms attached and the lead/manager certification and authorization included. Emails with
attached Overtime Forms should be forwarded to firstname.lastname@example.org. All certifications and Authorizations can be done through email. Payroll will be
using these to issue emergency pay.
All eligible exempt employees called to work on campus will be paid their normal monthly
salary and are ineligible for overtime and/or emergency pay. However, eligible exempt
employees required to work on campus on a day or days declared as a state of emergency
at a campus, who would otherwise been able to use administrative leave, will be allowed
to take equivalent informal time off on a date mutually determined by the employee
and their manager. Managers are responsible for tracking these hours and ensuring
the informal time off usage.
Department managers must pre-approve all on-campus work and must ensure that the Department
of Human Resources is aware of the tracking requirements for on-campus work.
"Call Back" occurs when you are called back to campus outside of your normal work
hours. If you are called to campus during your regular shift, it is not considered
Call Back (CSUEU Article 19.17-19.19; IUOE Article 12.15).
Faculty Questions & Scenarios
Yes. All faculty with any timebase are eligible for a prorated amount of CPAL.
Yes, faculty with any timebase are eligible for CPAL, prorated by timebase (time base
FTE times 256 hours). This means, for example, that instructors who have a 0.2 appointment
(they teach a single 3-unit class), are eligible for 51.2 hours (0.2 x 256) of CPAL.
Because faculty are exempt employees, paid administrative leave for faculty must be
taken in full-day increments.
Retired annuitants and FERP faculty are not eligible for CPAL but may use their accrued
The number of paid leave hours is prorated by timebase. For example, a .4 faculty
would be eligible for .4 x 256 hours = 102.4 hours of paid leave. Faculty with any
timebase are eligible for a prorated amount of CPAL. Because faculty are exempt employees,
paid administrative leave for faculty must be taken in full-day increments.
Previous leave provisions announced by the Chancellor on March 17, 2020, provided
indefinite leave for employees who have underlying chronic medical conditions and/or
who are 65 years or older. Paid leave will continue until the faculty member can return
to remote work.
Staff and Faculty Payday Information
Throughout the Shelter-in-place and campus closure, staff and faculty may pick up
their pay warrants at the Police Services building between 9:00 AM and 11:00 AM. The
Cashier's Office is open every Thursday from 10:00 AM to 2:00 PM.
Forms and Resources
The CSU's Response to COVID-19
Coronavirus CSU Employees Resources Web Site
Cal Maritime COVID-19 Updates and FAQ's
2021 Supplemental Paid Sick Leave(SB-95) Poster
2021 COVID-19 Supplemental Paid Sick Leave FAQs
Absence Management Reporting for COVID-19 Reference Guide
Overtime Forms for Emergency Pay (CSUEU & IUOE Employees)
HR Letter 2020-04
COVID-19 Information for Student Employees
FFCRA Employees Rights Poster
COVID-19 Related Paid Leave Program Grid