COVID-Related Leave for Academic Employees

updated 11/12/2020 (UC EPAL extended through June 30, 2021)
updated 1/8/21 (FFCRA leaves removed; expired 12/31/20 - EPSL and EFML are no longer available)
updated 3/17/21 (Information on COVID-19 vaccine-related paid time off added)
updated 4/1/21 (Information on 2021 EPSL program added)
updated 7/12/21 (UC Expanded Paid Administrative Leave (EPAL) removed; expired 6/30/21)
updated 9/17/21 (time to use 2021 EPSL extended through June 30, 2022)
updated 10/7/21 (additional detials on Extended EPSL + webpage updated to reflect in-person operations) 

 

On this page:

Instructional Continuity

The delivery of instruction is an essential university service. Faculty and graduate student instructors who are unable to continue delivering instruction, either temporarily or for an extended time, should immediately notify their department chair. Teaching Assistants who are unable to perform their assigned duties, either temporarily or for an extended time, should immediately notify their faculty supervisors. 

For leave taken for closure of school/child care (reason #5), appointees should provide notice of their need to take such leave as soon as practicable and, when possible, two weeks in advance so that the department can plan for the appointee’s absence.

COVID-19 Vaccine

  • Hourly (non-exempt) academic employees may take up to four hours of paid time to obtain each dose of the SARS-CoV-2 (COVID-19) vaccine. Employees must provide advance notice to their supervisor.  If an appointee needs more time for this purpose, the appointee may request EPSL (Reason 3-d) for the additional time. 
  • All academic employees can use their available EPSL allotment if they are unable to work due to side effects caused by the SARS-CoV-2 (COVID-19) vaccine. 
  • If an appointee has exhausted EPSL or opts not to use it, the appointee would be able to use accrued sick leave, vacation leave, and/or PTO

Extended Emergency Paid Sick Leave (EPSL)

The University’s 2021 EPSL expired on September 30, 2021, but eligible employees can use any remaining hours as Extended Emergency Paid Sick Leave (Extended EPSL) through June 30, 2022. For more information, see the announcement posted on UCnet.

Extended Emergency Paid Sick Leave (EPSL) is available for all academic employees, hired on or before September 30, 2021, if they are unable to work or telework for a reason below. 

Summary Chart

Extended Emergency Paid Sick Leave (Extended EPSL)

Extended EPSL is effective October 1, 2021 – June 30, 2022.

Academic appointees, including represented appointees, hired on or before September 30, 2021 are able to use their available balance of EPSL21 for a qualifying reason. 

EPSL21 Leave allotment: 80 hours for full-time appointees or the two-week equivalent for part-time appointees

May be used consecutively in one block or incrementally. For exempt appointees, leave is recorded in whole days. For hourly appointees, leave taken is entered in hours. 

Qualifying reason for Extended EPSL use – unable to work due to:

  1. Quarantine or isolation order: appointee is subject to a federal, state, or local quarantine or isolation order related to COVID-19
  2. Self-Quarantine: appointee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19
  3. Testing, Diagnosis, and/or Immunization:    Appointtee (a) is experiencing symptoms of COVID-19 and is seeking a medical diagnosis from a health care provider (b) has been exposed to COVID-19 and is seeking or awaiting the results of a diagnostic test for, or a medical diagnosis of, COVID-19 (c) is awaiting results of a COVID-19 diagnostic test that was requested by the University (d) is obtaining COVID-19 immunization (e) is recovering from an injury, disability, illness, or condition related to a COVID-19 immunization
  4. Caring for an Individual: Caring for an individual who is either subject to a federal, state, or local quarantine or isolation order related to COVID-19 or who has been advised by a health care provider to self-quarantine due to concerns related to COVID-19
  5. Closure of School/Child Care: Caring for child whose school/place of care is closed or child care provider unavailable because of COVID-19.
*Pursuant to APM-715-0(b), "family member" is defined as an appointee's child, parent, spouse, or domestic partner.

Interaction with Paid Medical Leave 

If an employee is unable to work due to their own COVID-19-related illness or that of a family member, and the absence extends beyond the leave provision, the employee may be eligible for additional paid medical leave in accordance with APM 710-11 (Faculty Medical Leave) or a collective bargaining agreement.

Divisions shall follow existing procedures for processing an extended medical leave for an academic employee, understanding that certification from health care providers may take longer than usual to obtain. Leaves may be approved and processed while medical certification is being obtained. Divisions should also consider that it may be difficult for employees to get appointments with health care providers to verify they are able to return to work.

 

See Also