Coronavirus Information from Administration & Finance

Visit the Human Resources Virtual Front Desk. Monday-Friday 10 a.m. - 3 p.m.

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COVID-19 Reporting Form for Cal Poly Faculty and Staff

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COVID-19 Related Leave and Pay Programs

2021 COVID-19 Supplemental Paid Sick Leave: Department of Labor notice on COVID-19 supplemental paid sick leave More information to follow.

Cal Poly recognizes that many faculty and staff face enduring, complex challenges balancing work and personal responsibilities while the pandemic continues. Although the paid leave programs of 2020 are no longer available, please be aware of the options available below in the event that you:

Expiration of Leave Programs

The CSU temporary leave and pay programs in response to the COVID-19 pandemic (i.e. CPAL) and the federal leave programs under the Families First Coronavirus Response Act (FFCRA) expired on 12/31/2020 as initially indicated. As of this date, no additional leave programs have been made available.

Employees who have a medical condition/disability that puts them at increased risk of severe illness due to COVID-19 should contact Human Resources regarding requests for reasonable accommodation under the Americans with Disabilities Act including, but not limited to, telework or use of their own leave credits.

Employees who have COVID-19 related family care needs are encouraged to work with their appropriate administrator to explore flexible work schedules, telework, use of their own leave credits as appropriate, and/or a voluntary timebase reduction.

Leave for Employees with Children with Special Needs or a Serious Medical Condition

Recently, in response to the expiration of the leave programs above, the Chancellor’s Office has indicated that unpaid FMLA/CFRA leave may be taken by employees with children who have special needs or a serious medical condition and require additional assistance with remote learning. If employees have children with special needs or a serious medical condition and on campus instruction for the child is not an option or the condition requires the employee to oversee remote learning of the child during COVID-19, the employee may be able to use unpaid FMLA/CFRA leave (full or partial day). In such cases, the employee would need to provide documentation to Human Resources, signed by a doctor, testifying to the child’s medical needs because of a developmental disability or other FMLA/CFRA-qualifying serious health condition. Unpaid FMLA/CFRA leave may be paid through use of sick leave, vacation or CTO.

Care of a Sick or Disabled Family Member

In addition, employees unable to work because they must care for a sick or disabled family member, related or not related to COVID, may be able to use unpaid FMLA/CFRA leave (full or partial day). Employees must provide medical certification to Human Resources, signed by a doctor, testifying to the family member’s medical needs because of a disability or other FMLA/CFRA-qualifying serious health condition. Unpaid FMLA/CFRA leave may be paid through use of sick leave, vacation or CTO.

Employees who have Exhausted FMLA

Employees who have already taken FMLA-related FFCRA leave may still be eligible for unpaid leave, related to the circumstances stated above, under the California Family Rights Act (CFRA). Unpaid CFRA leave may be paid through the use of sick leave, vacation or CTO.

University Directed Quarantine or Isolation

Employees who work on campus and are directed by the university to stay off campus and isolate or quarantine due to COVID-19 exposure or illness will remain in paid status and will be advised by Human Resources regarding appropriate use of leave credits as applicable. (Cal OSHA General Industry Safety Orders, Section 3205 (c) (10) provides that employees shall, at the discretion of the employer, be provided either telework or placed on sick leave. Telework shall be offered if operationally feasible and available. If sick leave is not available, the employee shall be placed on leave and will receive exclusion pay.)