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Human Resources Inside ABA

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HR-Related Coronavirus (COVID-19) Resources

UPDATED: 04/19/2021

Employee-Specific Resources from Human Resources

Do employees have the option to work from home?

  • Yes, all positions that can provide services remotely should be telecommuting. During this state of emergency, Vice Presidents will work with leadership in their divisions to identify those positions who are able to work remotely. Employees who believe their positions fall in that category are encouraged to discuss telecommuting with their appropriate administrator, and fill out the Temporary Telecommuting Agreement – Emergency Corona Virus form.
  • If telecommuting is not operationally feasible, and the employee has a health concern that makes them feel unsafe in the workplace, the employee should call their appropriate administrator to report their absences for that day.

How can employees request telecommuting as an option?

Should an employee out sick provide a health care provider’s note?

Employees who call out sick should inform their appropriate administrator, per the campus RTW Protocols, and not report to campus. Please see information below regarding various leave programs available for employees.

How should employees report time away from work?

As always, employees who do not feel well can utilize their sick leave accruals, in accordance with the negotiated collective bargaining agreements/policy. More detailed information can be found below. Employees should notify their appropriate administrator as soon as practicable.

COVID-19 Related Reasons for Expanded COVID-19 Relief Leave (ECRL):

  • CSUEU, APC, SUPA, UAPD & Non-Represented Staff
    • Eligible employees can receive up to 128 hours of ECRL for full time and prorated for less than full time.
    • Eligible employees should inform their appropriate administrator of their intention to use ECRL hours when following regular call-in procedures, and must fill out the Request for CSU Expanded COVID-19 Relief (Paid) Leave (ECRL) form to request ECRL use.
  • Teamsters-Represented Staff (Unit 6)

What is Supplemental Paid Sick Leave (SPSL)?

  • Effective March 29, 2021, SB 95 mandates that employers provide employees with supplemental paid sick leave (SPSL) for various COVID-19 related absences.
  • On March 30, 2021, Chancellor Castro increased the allotment to up to 128 hours for eligible employees to be used through December 31, 2021 and called it Expanded COVID-19 Related Leave (ECRL).
  • On April 19, 2021, Teamsters agreed to modify their existing MOU to make all 256 hours of ECRL include the SPSL qualifying reasons.
  • All unions except CFA have MOUs agreeing to ECRL use.

How do employees know if they are eligible for SPSL?

CSUEU, APC, SUPA, UAPD & Non-Represented Staff

  • See above
  • Receive up to the full 128 hours of ECRL (includes those 80 hours of SPSL)
  • Retroactive to January 1, 2021, and is effective through December 31, 2021

Teamsters-Represented Staff (Unit 6)

  • See above
  • Receive up to the full 256 hours of ECRL (includes those 80 hours of SPSL)
  • Retroactive to January 1, 2021, and is effective through December 31, 2021

What reasons can SPSL be used for?

CFA-represented employees (Unit 3)

  • Employee is subject to a quarantine order from the appropriate agency
  • Employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19
  • The covered employee is attending an appointment to receive a vaccine for protection against contracting COVID-19.
  • The covered employee is experiencing symptoms related to a COVID-19 vaccine that prevent the employee from being able to work or telework.
  • The covered employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.
  • The covered employee is caring for a family member, as defined in subdivision (c) of Section 245.5, who is subject to a COVID-19 quarantine or isolation period or has been advised by a healthcare provider to quarantine due to COVID-19.
  • The covered employee is caring for a child, as defined in subdivision (c) of Section 245.5, whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises.

CSUEU, APC, SUPA, UAPD, Teamsters & Non-Represented Staff

  • Qualifying reasons are all covered under ECRL
  • See below

What is ECRL?

ECRL is “Expanded COVID-19 Related Leave” and is available in two different categories:

  • CSUEU, APC, SUPA, UAPD & Non-Represented Staff (up to 128 hours) and Teamsters-Represented Staff (up to 256 hours)
    • 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.

Is ECRL a different bucket than exclusion pay?

No. The MOUs between CSU and the applicable labor unions state: ECRL shall be considered “employer-provided employee sick leave” under Cal OSHA General Industry Safety Orders, Section 3205.

How do eligible employees initiate use of ECRL/SPSL time?

  • CSUEU, APC, SUPA, UAPD, Teamsters & Non-Represented Staff
  • CFA-Represented Employees (SPSL)
    • Employees should submit requests for leave under SPSL to their appropriate administrator for review and approval.
    • Appropriate administrators should manually track these requests to ensure:
      • The employee is requesting under a qualifying reason.
      • Employees do not exceed the number of eligible hours under SPSL.
    • Employees are required to indicate the Qualifying Reason for which they are requesting leave, but are not required to provide supporting documentation.

ECRL Approval

How do eligible employees know if their request to utilize ECRL has been approved?

Managers/Appropriate Administrators should inform their staff of the status of their request.

Claiming ECRL

How do eligible employees log their time in the CMS Employee Self-Service: Absence Management Module?

Employees approved for leave under ECRL will be required to report leave in Absence Management CMS as follows:

  • Leave Code/Absence Name: PAL/FFCRA
  • Note in the Comments section: ECRL

Covering Vaccination Time

Will employees be expected to use accruals to cover the appointment time for the COVID vaccination(s)?

No. Eligible employees can obtain the vaccine using time provided to them through the following options:

  • ECRL hours: CSUEU, APC, SUPA, UAPD, Teamsters & Non-Represented Staff
  • SPSL hours: CFA-Represented Staff

Employees should make sure to mark the time on their calendars, log the hours of ECRL/SPSL they used to cover the vaccination appointment, and inform their appropriate administrator of their whereabouts during the workday.

Reinstating Used Accrual Time

How can employees get their accruals reinstated if they needed to take applicable Covid-related time off from January 1, 2021?

Email their appropriate administrator with the dates/hours they are requesting to be reinstated, and the reasons why they believe the dates/hours qualify for use of ECRL/SPSL/Exclusion Pay hours.

  • CSUEU, APC, SUPA, UAPD, Teamsters & Non-Represented Staff
  • CFA-Represented Employees (SPSL)
    • Employees should submit requests for leave under SPSL to their appropriate administrator for review and approval.
    • Appropriate administrators should manually track these requests to ensure:
      • The employee is requesting under a qualifying reason.
      • Employees do not exceed the number of eligible hours under SPSL.
    • Employees are required to indicate the Qualifying Reason for which they are requesting leave, but are not required to provide supporting documentation.

What is exclusion pay?

Exclusion pay is a continuation of pay for employees who are able and available to work but are being excluded from work due to an exposure to COVID-19 at the work site and are directed to quarantine, by Student Health and Counseling Services.

NOTE:

  • CSUEU, APC, SUPA, UAPD, Teamsters & Non-Represented Staff
    • The MOUs between CSU and the applicable labor unions state: ECRL shall be considered "employer-provided employee sick leave" under Cal OSHA General Industry Safety Orders, Section 3205.
  • CFA-Represented Staff
    • Employees are to exhaust their employer provided sick leave accruals before using exclusion pay; except where noted by collective bargaining agreements or CSU policy.

How do employees know if they are NOT eligible for exclusion pay?

  • Employees who are able to telework during the required quarantine are ineligible for exclusion pay.
  • Employees whose exposure occurred outside work are ineligible for exclusion pay.
  • Employees already receiving lost wages through workers’ compensation are ineligible for exclusion pay.

  • Sac State has a dedicated Coronavirus (COVID-19) webpage with updated information and news.
  • Employees and family members in need helpful guidance, counseling, referral to local resources or reliable professional care, may contact LifeMatters by Empathia services 24/7 telephone assessment/counseling at 800-367-7474 (TDD/TTY: 877-307-2812) (password: SacState), or access information and resources online at www.mylifematters.com. All employees, their dependents (including dependent children not residing with the parent) and other family members living in the employee's home are eligible for services and may contact LifeMatters directly.
  • Employees may also make requests for use of vacation, sick leave and Personal Holiday through their normal departmental process.