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SPSL (COVID 19 Leave)

2022 COVID 19 Supplemental Paid Sick Leave (SPSL)

Senate Bill 114 provides new supplemental paid leave up to 80 hours (10 days) and is available effective January 1, 2022 for employees unable to work due to COVID-19 related reasons. Please refer to the information below or download the 2022 COVID-19 SPSL Poster for more details.

Please scroll down to the "Applying for SPSL" section to access the SPSL COVID 19 Leave form.

The content on this page includes the following SPSL information:

  • Qualifying reason(s) employees can use to request SPSL hours from each separate 40 hour bank
  • Positive test documentation is required when requesting the additional 40 hours (hours begin with positive test result)
  • How to access the link to apply for SPSL
  • Which employee categories are eligible to apply
  • How to enter SPSL hours in PeopleSoft Absence Management

Qualifying Reasons for Leave

There are two separate 40 hour banks available for specific reasons, please review information below.

Up to 40 hours (5 days) of Supplemental Paid Sick Leave can be used for the following reasons when employees are unable to work as scheduled either on site or remotely:

  • Employee is subject to quarantine or isolation related to COVID-19, as defined by the State Department of Public Health, Centers for Disease Control and Prevention, or a local health officer who has jurisdiction over the workplace;* or
  • Employee is advised by a health care provider to isolate or quarantine due to concerns related to COVID-19; or
  • Employee is attending an appointment for themselves or a family member to receive a COVID-19 vaccine or a vaccine booster (See limit on use of hours below.); or
  • Employee is experiencing symptoms, or caring for a family member experiencing symptoms, related to a COVID-19 vaccine or vaccine booster that prevents the employee from being able to work (See limit on use of hours below.)
    • Vaccine or Vaccine Booster Time Limits
      • For each vaccination or vaccine booster, the total COVID-19 supplemental paid sick leave is limited to 3 days (24 hours). If the employee or their family member continues to experience symptoms related to the vaccine or vaccine booster beyond 3 days (24 hours) limit, the employee must provide verification from a health care provider upon request. The 3 day or 24-hour limitation applies to each vaccine or vaccine booster and includes the time used to get the vaccine or vaccine booster. 

      • If an employee requests more than 3 days (24 hours) of SPSL for themselves or their family member because they or their family member are continuing to experience symptoms related to a COVID-19 vaccine or vaccine booster, documentation from a health care provider must be provided upon request. The 3 day or 24-hour limitation applies to each vaccine or vaccine booster and includes the time used to get the vaccine or vaccine booster.

  • Employee is experiencing COVID-19 symptoms and seeking a medical diagnosis; or
  • Employee is caring for a family member who is subject to a quarantine or isolation order or guideline or who has been advised to isolate or quarantine by a health care provider due to concerns related to COVID-19; or
  • 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.

Up to 40 hours (5 days) of additional SPSL can be used only for the following reason when employees are unable to work as scheduled either on site or remotely: 

  • Employee, or a family member that is under their care, tests positive for COVID-19.
    • If employee tests positive, they must submit to a diagnostic test on or after the fifth day after the initial COVID-19 test was taken. The initial positive test result must be attached to their SPSL Request.
      • Please note that these hours can only be requested beginning the day the positive result is received. 
    • If family member tests positive, employee must provide documentation of that family member’s COVID-19 positive test result before being granted the additional leave. The positive test result must be attached to the employee's SPSL Request.
      • Please note that these hours can only be requested beginning the day the positive result is received. 

Applying for SPSL:

If a home test is used, please take a picture with your phone or camera so you can upload/attach it to the form as proof of a positive test result.  Employees will also need to write the following statement and upload it with the test:

I, (name of employee), am self-certifying that this is (my own or the family member’s relationship and name) positive COVID 19 home test result that was taken on (date).  Please sign your name and include the date it was written under the statement.

 

The following employee categories can request up to 80 SPSL hours for the period between January 1, 2022 and December 31, 2022. Part-time employees available hours are prorated according to the hours they were scheduled to work.  Please do not apply for future dates.  Employees should only apply for days/hours there is a qualifying reason(s) and they are unable to work either onsite or remotely or are too ill to work. 

  • Unit 1- Physicians
  • Units 2, 5, 7, 9- CSUEU
  • Unit 3- Faculty
  • Unit 4- Academic Professionals
  • Unit 6- Skilled Trades
  • Unit 8- Public Safety
  • Retired annuitants
  • C99- Confidential
  • M80- MPP
  • M98- Executive
  • E99- Excluded (student assistants)
  • Work study student assistants are not eligible for this leave

 

Below is the link to access the new SPSL COVID 19 Leave form:

SPSL COVID 19 Leave Request Form

Entering SPSL time in PeopleSoft “Absence Entry” as an employee:

  • Please enter SPSL hours as follows:
  • Absence Name: “PAL/FFCRA”
  • Add Comment: “SPSL”

Additional Details:

  • The number of hours available for employees who work less than full-time shall be prorated according to their full-time equivalency, or the percent of the appointment (hours normally scheduled to work).
  • Exempt Employees – Under the Fair Labor Standards Act (FLSA), exempt employees must use paid leave in full day increments unless the leave is designated under qualified medical and family reasons covered by CSU Family and Medical Leave (FML).
  • Non-Exempt Employees - Under the Fair Labor Standards Act (FLSA), non-exempt employees may use time in one hour increments.
  • If you are requesting dates from previous pay periods in 2022, please allow Payroll 1-2 pay periods to restore any sick or vacation hours previously used to your leave balances.

If you have any questions regarding SPSL or if you are still unable to return to work after exhausting SPSL hours, please email benefits@csusb.edu to learn more about your leave of absence options.