Expanded COVID-19 Related Leave

Summary

Pursuant to agreements reached between the California State University (CSU) and many collective bargaining agreements, Expanded COVID-19 Related Leave (ECRL) (see table below) has been granted for use effective January 1, 2021 through December 31, 2021.  This leave is available for 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.  For most units, ECRL is in compliance with SB 95 and the hours indicated in the table below are the total maximum hours available.  

Eligibility

Teamsters, UAPD, CSUEU, APC, SUPA, IUOE, UAW and non-represented employees (including non work-study student assistants) 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. 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). There is no waiting period to become eligible for this leave, and new employees hired after the effective date are considered eligible upon hire. Employees may only utilize ECRL for time periods in which they are scheduled to work, thus making time off necessary and given the employee is unable to work on site or telework. ECRL cannot be used to extend a temporary appointment or to receive pay during periods in which an employee is not scheduled to work.

ECRL Maximum Hours

Bargaining Unit

Maximum ECRL Hours

UAPD (unit 1)

128 hours (16 days)

CSUEU (unit 2,5,7,9)

128 hours (16 days)

APC (unit 4)

128 hours (16 days)

SUPA (unit 8)

128 hours (16 days)

International Union of Operating Engineers (unit 10)

128 hours (16 days)

Teamsters (unit 6)

256 hours (32 days)

Non-represented (Confidential, MPP, non work-study student assistants)

128 hours (16 days)

CFA (unit 3)

N/A*

UAW (Unit 11)

128 hours (16 days)

*CFA and Unit 11 still have 80 hours available for use as outlined in Senate Bill 95.

Qualifying Reasons for Leave:

  • 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. 

NOTE: ECRL may be used before using other accrued leave balances, any other paid leave, or continuation pay.  

Full Time Employees

Employees receive up to the total maximum hours if full-time, (1.0 FTE) or, on average, if 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).  In the case of an employee whose schedule varies from week to week to such an extent that the campus is unable to determine with certainty the number of hours the employee would have worked if such employee had not taken leave, the campus shall use the following in place of such number:

If the normal hours scheduled are unknown, or if the part-time employee’s schedule varies, campuses may use a six-month average to calculate the average daily hours. If this calculation cannot be made because the employee has not been employed for at least six months, use the number of hours that the employee is expected to work.

Calculation of Pay

Employees on ECRL will be paid at their “regular rate of pay” as defined by FLSA. This includes pay the employee is receiving currently which could include base pay, shift differential, stipends, allowances, etc. ECRL shall not be used to extend temporary appointments. If an employee separates from employment unused ECRL has no value.

Requesting ECRL

Employees should request ECRL by submitting a Request for Expanded COVID-19 Related Leave Form (see links below) to their appropriate administrator and self-certify the reason for the leave.  Administrators should provide signed ECRL request forms to Ariel.Aaron@humboldt.edu.  

If requesting for retroactive hours/dates, HR will work with Payroll to have the personal leave credits or docked time credited back to the employee.   

Reporting in Absence Management: If requesting leave for the current month, employees should choose the “PAL/FFCRA” leave code and indicate “ECRL” in the comments section.  Payroll will update these records for retroactive requests.

Questions regarding the use of ECRL should be directed to Ariel.Aaron@humboldt.edu
Questions regarding leave credits and pay should be directed to Payroll@humboldt.edu

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