In recognition of the ongoing challenges of the COVID-19 pandemic, UC provided Emergency Paid Sick Leave (EPSL) in 2021 and again in 2022. The University provided up to 80 hours of 2022 EPSL for full-time UC employees and the two-week equivalent for part-time employees (capped at 80 hours). The University is extending the time to use any remaining 2022 EPSL or 2021 EPSL entitlement from September 30, 2022, to December 31, 2022. There is no increase in allotment of EPSL.
See the 2022 Emergency Paid Sick Leave (EPSL) Notice and Request Form for details about how to request EPSL.
Eligibility for EPSL
All UC employees are eligible for 2022 EPSL if the University has work for the employee and one or more of the six qualifying reasons below prevents the employee from being able to perform that work.
Qualifying Reasons
- Reason 1 (Quarantine or Isolation Order): The employee is unable to work or telework because the employee is subject to a quarantine period related to COVID-19 as defined by an order or guidance of the California Department of Public Health (CDPH), the federal Centers for Disease Control and Prevention (CDC), or a local public health officer with jurisdiction over the workplace.
- Reason 2 (Isolate or Self-Quarantine): The employee is unable to work or telework because the employee has been advised by a health care provider to isolate or self-quarantine due to COVID-19.
- Reason 3 (Testing, Diagnosis, and/or Vaccination): The employee is unable to work or telework because of any of the following:
- The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis.
- The employee 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.
- The University has requested that the employee obtain a diagnostic test for, or a medical diagnosis of, COVID-19, and the employee is seeking or awaiting those results.
- The employee is attending an appointment for themselves or a family member to receive a vaccine or vaccine booster for protection against COVID-19.
- The employee is experiencing symptoms, or caring for a family member experiencing symptoms, related to a COVID-19 vaccine or vaccine booster.
- Reason 4 (Caring for a Family Member): The employee is unable to work or telework because they are caring for a family member who is either subject to a quarantine or isolation period related to COVID-19 (as defined by an order or guidance of the CDPH, the CDC, or a local public health officer with jurisdiction over the workplace) or who has been advised by a health care provider to self-quarantine or isolate due to COVID-19.
- Reason 5 (Closure of School/Child Care): The employee is unable to work or telework because the employee is caring for their child whose school, place of care, or child care provider is closed or otherwise unavailable for reasons related to COVID-19.
- Reason 6 (Positive Test): The employee is unable to work or telework because the employee tests positive for COVID-19 or because the employee is caring for a family member who tests positive for COVID-19.
2021 EPSL Entitlement
Employees hired on or before September 30, 2021, who did not exhaust their 2021 EPSL entitlement are also eligible to (1) use any remaining 2021 EPSL entitlement during the 2022 EPSL period if one or more of the six qualifying reasons apply; and (2) retroactively use any remaining 2021 EPSL entitlement if they took an eligible leave between Jan. 1 and Sept. 30, 2021 for one or more of the 2021 EPSL qualifying reasons.
Employees must submit requests for retroactive use of 2021 EPSL by December 6, 2022. See the Request Form for Retroactive Use of 2021 EPSL for additional details.
For questions, please contact the leave administrator at your location.