The information below summarizes the three COVID-19 related paid leave provisions potentially available to academic appointees. Appointees who are eligible for more than one of these leave options may apply for all entitlements they are eligible for and can choose which to take first. Regardless of whether academic appointees have exhausted their administrative and emergency paid leave options, they may use paid leave throughout the current Stay-at-Home time frame by using any remaining personal time off or vacation. They may also use any remaining other sick leave balances provided for in the APM or applicable collective bargaining agreement for their COVID-19 related or family member’s COVID-19 related illness.
COVID-19 Related Leaves Chart
| UC Expanded Paid Administrative Leave (EPAL) | 2022 Emergency Paid Sick Leave (EPSL) (updated 10/3/2022) | FFCRA Expanded Family & Medical Leave (EFML) |
|---|---|---|
| EPAL is available for all academic employees, policy-covered and represented, for the COVID-19-related reasons described in President Napolitano’s March 16, 2020 Executive Order. | EPSL is available for all academic employees, policy-covered and represented, for the six COVID-19-related reasons listed below. Employees hired on, or before, September 30, 2021 who did not exhaust their 2021 EPSL entitlement are also eligible to used any remaining 2021 EPSL. | EFML is available for all academic employees, policy-covered and represented, if they have been on the University’s payroll for 30 calendar days immediately prior to the day that their leave would begin. |
| 128 hours or 16 days for FTE | 80 hours for FTE or the two-week equivalent for part-time appointees plus any remaining hours from an academic appointee’s 2021 Emergency Paid Sick Leave (2021 ESPL) entitlement (See FAQ 4 from the UCOP issuance for additional information.) | Up to 12 workweeks for any eligible appointee |
| March 1 – June 30, 2021 | February 19, 2022 – December 31, 2022 (and retroactive to January 1, 2021) (See FAQ 2 from the UCOP issuance for additional information.) | April 1 – December 31, 2020 |
| No prior service requirements | No prior service requirements | Must be on payroll for 30 calendar days immediately prior to the leave |
| May be used consecutively in one block or incrementally | May be used intermittently. (See FAQ 9 from the UCOP issuance for specified circumstances.) | May only be taken in blocks of a minimum of two weeks |
| Qualifying reason for use – unable to work or telework because of: Appointee’s own COVID-19 related illness or that of a family member*Appointee directed not to come to the worksite for COVID-19 related reasons and/or worksite has COVID-19 related remote work program or is under shelter in place order and it is not operationally feasible for the employee to work remotelyCOVID-19 related school or daycare closure requires the appointee to be at home with child/dependent and it is not operationally feasible for the appointee to work remotely or in conjunction with childcare commitmentThe use of EPAL “shall not adversely affect the delivery of essential University services.” Instruction is an essential service of the University. Instructors are not eligible to take EPAL during their scheduled remote lectures/class sessions for criterion 3 above. | Qualifying reason for use – unable to work or telework because of: Quarantine or isolation orderTold by a health care provider to self-quarantine (a) appointee is experiencing COVID-19 symptoms and seeking a medical diagnosis; (b) appointee 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) the University has requested that appointee obtain a diagnostic test for, or a medical diagnosis of, COVID-19, an appointee is seeking or awaiting those results; (d) appointee is obtaining immunization related to COVID-19; or (e) appointee is experiencing symptoms, or caring for a family member experiencing symptoms, related to obtaining COVID-19 vaccine or vaccine booster. Caring for an individual subject to quarantine/isolation order or who was told by health care provider to self quarantine. Caring for a child whose school/place of care is closed or child care provider unavailable b/c of COVID-19. Appointee tests positive for COVID-19 or the appointee is caring for a family member who tests positive for COVID-19. | Qualifying reason for use – unable to work or telework because of: Caring for child whose school/place of care is closed or child care provider unavailable b/c of COVID-19 (same as reason #5 under EPSL)Health care workers and emergency responders are not eligible for EFML. First two weeks unpaid unless appointee elects to use other available paid leave |
Application Process
- Communicate with your chair and/or equity advisor as soon as possible if you would like to apply.
- Complete the following forms:
- UCI-AP-76, Leave of Absence. Check the box for the COVID-19 related leave.
- University of California Employee Request for EPSL https://ucnet.universityofcalifornia.edu/forms/pdf/extended-epsl-notice-and-request-form.pdf.
- Retroactive RForm can be found here: https://ucnet.universityofcalifornia.edu/forms/pdf/retro-2021-epsl-request-form.pdf
- Submit forms to your chair for approval and the department will forward them to the dean for approval. For EPAL leaves, the dean is the final authority.
- School submits signed UCI-AP-76 and the University of California Employee Request for EPSL and/or EFML to the Office of Academic Personnel.
- Final approval of the leave request rests with the Vice Provost for Academic Personnel. The decision regarding the leave request will be communicated to the requestor via the school/department.