COVID-19 Related Leave and Pay Programs

• Employees who are seriously ill or must care for a family member with a serious medical condition may qualify for Family Medical Leave (FML) job protection (unpaid). More information is available on the Family Medical Leave webpage.
• Employees who contract COVID-19 in the workplace may be eligible for exclusion pay. Please contact Human Resources if you believe that you may qualify for exclusion pay.
• Staff who are able to work virtually in spite of a COVID-19 diagnosis should consult with their supervisor. Faculty who are able to work virtually in spite of a COVID-19 diagnosis should inform their department head/chair.

COVID-19 Supplemental Paid Sick Leave 2022 (Senate Bill 114)

Employees who are unable to work due to COVID-19-related reasons may request up to 80 hours (10 days) of Supplemental Paid Sick Leave (SPSL) pursuant to California Senate Bill (SB) 114 (Chapter 4), signed by the Governor on February 9, 2022. All employees are eligible for SPSL except for work study student employees. SPSL hours are pro-rated for part-time employees according to their full-time equivalency or the time base of their appointment.

SB 114 and SB 114 with Enhancements

SB 114 provides for SPSL retroactively to January 1, 2022, through September 30, 2022. SB 114 establishes a daily maximum for SPSL pay at $511.00.

For unrepresented employees, the CSU extended the deadline for SPSL to December 31, 2022, and eliminated the SPSL pay maximums prescribed in SB 114. Represented employees have been offered these same enhancements through their unions. As of April 7, 2022, these enhancements are available to all represented employees except for those represented by APC or the Teamsters.

SPSL is administered to represented employees in other bargaining units pursuant to SB 114 unless and until agreements are reached with the remaining unions, at which time the resulting MOU will govern the administration of SPSL.

Rehired annuitants are only eligible for provisions specifically outlined in SB 114, not the enhancements offered by CSU. Unused SPSL has no value if an employee separates from CSU employment.

Requesting SPSL

Employees requesting retroactive SPSL for time already taken which they believe qualifies for SPSL must submit this form to request approval and restoration of personal leave credits or reimbursement of pay for docked time.

Employees may only utilize SPSL for time period(s) in which they are scheduled to work and are unable to work on site or to telework, thus making time off necessary. SPSL cannot be used to extend a temporary appointment or to receive pay during periods in which an employee is not scheduled to work.

Employees who have been noticed by the campus of potential exposure of COVID-19 on campus and are required to quarantine remain eligible for Exclusion Pay if they are unable to telework. Employees exposed outside of the worksite who are required to quarantine and unable to telework must use SPSL. In cases where an employee received Exclusion Pay in order to remain in pay status but is not otherwise eligible for Exclusion Pay, SPSL will be applied (except for employees in Units 1, 3, and 8) and the employee will be notified.

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:

1. Employee is subject to 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;* or
2. Employee is advised by a health care provider to isolate or quarantine due to concerns related to COVID-19; or
3. Employee is attending an appointment for themselves or a family member to receive a COVID-19 vaccine or a vaccine booster (See limit on use of hours below.); or
4. 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 limit on use of hours below.); or
5. Employee is experiencing COVID-19 symptoms and seeking a medical diagnosis; or
6. 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; or
7. 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.

*If an employee is subject to more than one of the above “jurisdictions”, the employee is permitted to use SPSL for the minimum quarantine or isolation period under the order or guidance that provides for the longest such minimum period.

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.

Vaccine or Vaccine Booster Time Limits

For each vaccination or vaccine booster, the total COVID-19 supplemental paid sick leave is limited to 3 days (24 hours). If the employee or their family member continues to experience symptoms related to the vaccine or vaccine booster beyond 3 days (24 hours) limit, the employee must provide verification from a health care provider upon request. The 3 day or 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).