What leave options are available to employees for COVID-19 related reasons?
The following leave options are available to employees. Due to the distinct options available, for any time off related to COVID-19 managers and employees should reach out to contact Karyn Cote, Leave of Absence Specialist, at Karyn.firstname.lastname@example.org to consult on which leave type they qualify for and to obtain the appropriate leave form.
COVID Paid Administrative Leave (CPAL):
The California State University has granted use of temporary paid Administrative Leave (CPAL) up to 256 hours, effective March 23, 2020 through December 31, 2020 for CSU (state) employees who are unable to work due to COVID-19 related reasons.
Under the new provision, all benefits-eligible employees and academic student employees (TA, GA, and ISA) shall be eligible for this one-time allotment that can only be used due to COVID-19 related absences. For exempt employees, such time must be used in full day increments.
This paid Administrative Leave is only for employees who are 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 for whom 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; or
- 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 childcare commitment.
Federal Families First Coronavirus Act (FFCRA):
The FFCRA outlines two additional types of leave for COVID-19 related reasons that are available for use from April 1, 2020 through December 31, 2020.
Emergency Paid Sick Leave Act (EPSLA)
All CSUN state-side employees are eligible for two weeks (80 hours) of paid sick time for specified reasons related to COVID-19. The eligible hours are pro-rated for part-time employees. For exempt employees, such time must be used in full day increments.
An employee qualifies for the paid sick time if the employee is unable to work (or unable to work remotely) due to a need for leave because the employee:
- Is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
- Has been advised by a health care provider to self-quarantine related to COVID-19;
- Is experiencing COVID-19 symptoms and is seeking a medical diagnosis; or,
- Is caring for an individual subject to an order described in (1) or self-quarantine as described in (2).
Emergency Family and Medical Leave Expansion Act (EFMLEA)
All CSUN state-side employees who have been employed for at least 30 days are eligible for up to 12 weeks of family leave under the expanded Family Medical Leave Act (FMLA) of which 10 weeks are paid. The first 2 weeks may be paid by any unused emergency sick leave, employee’s accrued leave credits or be unpaid. The eligible hours are pro-rated for part-time employees.
This leave time is part of FMLA and tracked by our benefits team accordingly.
Under the FFCRA, an employee qualifies for expanded family and medical leave ONLY if the employee is caring for a child whose school or place of care is closed (or childcare provider is unavailable) for reasons related to COVID-19 AND has not already exhausted all rights in the past 12 months for other reasons, designated as FMLA.
Employees of auxiliary units are asked to consult with Human Resources department liaisons in their respective units regarding any leaves.
Families First Coronavirus Act (Flyer)
How do I know what my leave accrual balances are?
Employees can view their balances by logging into the portal. Instructions can be found at the following: https://www.csun.edu/payroll/accruals-finding-sick-leave-vacation-balances.
Are there alternatives to using leave?
Depending on the operational needs of a department, employees may request to telecommute from home. Such arrangements would be approved by the appropriate administrator in their area, along with the divisional leadership. Please note - This does not qualify for a formal medically-related accommodation through Human Resources. As such, additional documentation does not need to be provided to Human Resources.
If an employee’s duties cannot be performed remotely and they have a significant health concern that makes them feel unsafe in the workplace, they may contact Employee Relations at email@example.com or 818-677-6566.
I still have questions regarding leave and work options.
Employees may contact Employee Relations at firstname.lastname@example.org or 818-677-6566.