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CA Supplemental Paid Sick Leave

On February 9, 2022, Governor Newsom signed into law Assembly Bill No. 84, which provides COVID-19 supplemental paid sick leave to certain employees. 
AB 84 is similar to its predecessors as it provides for COVID-19 supplemental paid sick leave for covered employees who are unable to work or telework due to certain reasons related to COVID-19. The information below highlights some of the provisions of the new benefit.

Start and End Date
The new law becomes effective on February 19, 2022, making the Supplemental Paid Sick Leave benefit available retroactive to January 1, 2022. The benefit will remain in effect through September 30, 2022.

Since the Supplemental Paid Sick Leave is effective retroactive to January 1, 2022, employees are eligible to use the benefit retroactively for qualifying reasons (see below). Employees who had a qualifying reason during the period of January 1, 2022 - February 15, 2022, and would like to use the Supplemental Paid Sick Leave retroactively can submit the adjustment request in Workday. The adjustment can be applied in cases when regular sick leave or vacation hours were used or when the employee took unpaid leave. The adjustment request needs to be submitted via Workday by the employee and approved by the employee's supervisor.   

Amount of Supplemental Paid Sick Leave hours
Benefit eligible employees (FTE equal or greater than .50) will receive 80 hours of Supplemental Paid Sick Leave. Non-benefit eligible employees (FTE less than .50) will receive 40 hours of Supplemental Paid Sick Leave

Qualifying Reasons 
Employees can use the Supplemental Paid Sick Leave for any of the following reasons:

  1. The employee is subject to a quarantine or isolation period related to COVID-19. If the employee is subject to more than one quarantine or isolation period, the employee must be permitted to use COVID-19 supplemental paid sick leave for the minimum quarantine or isolation period under the order or guidance that provides for the longest such minimum period.
  2. The employee has been advised by a health care provider to isolate or quarantine due to COVID-19
  3. The employee is attending an appointment for themselves or a family member to receive a COVID-19 vaccine or booster.
  4. The employee is experiencing symptoms or caring for a family member experiencing symptoms, related to a COVID-19 vaccine or booster that prevents the employee from being able to work or telework. For each vaccination or booster, an employer may limit the total leave to 3 workdays or 24 hours unless the employee provides verification from a health care provider that the employee or their family member is continuing to experience symptoms related to the vaccine or booster. The 3-workday or 24-hour limitation includes the time used to get the vaccine or booster.
  5. The employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.
  6. The employee is caring for a family member who is subject to a quarantine or isolation period or who has been advised by a health care provider to isolate or quarantine.
  7. The 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.

Reporting Supplemental Paid Sick Leave in Workday
Commencing on Friday, February 18, hourly and exempt staff employees will be able to report Supplemental Paid Sick Leave hours in Workday the same way they report other leaves, i.e regular sick leave or vacation, by selecting the COVID-19 CSPSL Sick Time Off option. 

Questions regarding the supplemental paid sick leave can be directed to HR via the email address.

Feb 10, 2022