COVID-19 Resources

The California Family Rights Act (CFRA) was amended, effective January 1, 2021. The following changes to CFRA will affect FML administration at UC:

• CFRA is expanding the category of family members for whom an employee may take leave to provide care to include grandparents, grandchildren, siblings. 

• In addition, CFRA is expanding the category of children for whom an employee may take leave to provide care. The child no longer has to be under 18 or an adult-dependent child.

• CFRA is also expanding the reasons for which leave may be taken to include Qualifying Exigency Leave. Qualifying Exigency Leave is leave taken because of a qualifying exigency related to the covered active duty or call to covered active duty of an employee’s spouse, domestic partner, child, or parent in the Armed Forces of the United States.

In light of the above, here is guidance for implementation at UC for all represented and non-represented staff employees effective January 1, 2021: 

Leave to Care for a Family Member with a Serious Health Condition:
FML-eligible employees who are requesting FML to care for a family member with a serious health condition, will be able to take leave to care for the following family members:

• Spouse

• Domestic partner

• Child (including adult children)

• Parent

• Grandparent

• Grandchild

• Sibling

The above relationships are broadly defined to include not just blood relatives but also step-relatives, and relatives by virtue of adoption, foster care, and legal ward/legal guardian relationships. In-laws are not included.

“In loco parentis” relationships also qualify, which means that (a) “parent” includes a person who had day-to-day responsibilities to care for the employee or financially supported the employee when the employee was a child, and (b) “child” includes a person for whom the employee has day-to-day responsibilities to care for the child or financially supports the child.  

If FML is taken to care for a spouse, domestic partner, child (under 18 years of age or incapable of self-care because of a mental or physical disability), or parent, this leave would use an employee’s entitlement(s) under the FMLA and CFRA to the extent that the employee has such entitlement(s) available.

If FML is taken to care for a non-disabled adult child (18 years of age or older), grandparent, grandchild, or sibling, this leave would only use an employee’s entitlement under the CFRA to the extent the employee has such entitlement available. 

Qualifying Exigency Leave: 

• The information in the Absence from Work Policy regarding what circumstances constitute qualifying exigencies for purposes of Qualifying Exigency Leave will apply for purposes of CFRA as well as FMLA. 

• If FML is taken as Qualifying Exigency Leave, this leave would use an employee’s entitlement(s) under the FMLA and CFRA to the extent that the employee has such entitlements available. 

Impact on FML Leave Entitlement:
Given this expansion of CFRA, there will be more situations where the reason the employee is taking FML will qualify under the FMLA or CFRA, but not both. Therefore, if the employee exhausts their entitlement under one statute, the employee may still be able to take additional FML during the calendar year under the other statute. For example, when an employee exhausts their full CFRA entitlement (12 work weeks) during a leave to care for a sister with a serious health condition (which is not a qualifying family member under the FMLA), the employee still has up to 12 work weeks of FMLA entitlement remaining that they can use later in the calendar year for any FMLA-qualifying reason. 

Benefits:
An employee who is on an approved FML leave under the FMLA and/or CFRA will continue to have coverage under the University’s health plans (medical, dental, and optical) as if on pay status. 

The Absence from Work Policy is in the process of being updated to reflect the changes to CFRA. The FML provisions in collective bargaining agreements will be updated to reflect the CFRA changes when successor agreements are negotiated.  The FML forms impacted by these changes are also being updated. We’ll let you know when the new forms are available.

This program has been postponed until at least July 1, 2021. Information about the program can be found on the Campus Salary and Time Reduction Program page.

As we begin emerging from shelter-in-place orders, please refer to these guides:

Guide for Returning to the Workplace

Decision Tree and Guidelines

Daily Symptom Screener - Paper Form

COVID-19 Safe Campus Initiative

Response to alleged COVID-19 cases: Staff & Faculty Flowchart Guide for Department Leads, Supervisors, Chairs, and more

What To Do If You Think You Were In Contact With A COVID-19 Case - Flowchart Guide (Students)

Our Voluntary Separation Program for Staff page has full details including Program Guide, FAQ's, Application Forms and more.

Layoff Information

Transition Services

Using accrued sick leave for child care reasons due to COVID-19

President Michael V. Drake, M.D., has approved an extension through June 30, 2021, to a temporary change to the Absence from Work Policy for policy-covered staff employees, intended to offer relief to parents during the pandemic. Read more on UCnet.

Additional hours - Emergency Paid Sick Leave (EPSL)

UCOP has decided to offer all its employees, including represented employees, an additional 2021 allotment of Emergency Paid Sick Leave (EPSL) - available for use immediately. Additional information and FAQs can be found in the document below.

COVID-19 Related Leaves for Policy-Covered and Represented Staff Employees

Expired - Expanded Family Medical Leave (EFML)

Expanded Family Medical Leave (EFML) was available for use through December 31, 2020 and can no longer be requested. The document below is for reference only.

For reference only: COVID-19 Related Leaves and Job Protections Guidance for Policy-Covered and Represented Staff Employees

UC Expanded Paid Administrative Leave (EPAL)

Now extended through June 2021, this UC Executive Order states that all employees shall be eligible to receive a one-time allotment of up to 128 hours of paid administrative leave, subject to the conditions detailed in the full order below.

Paid Administrative Leave Order from President Janet Napolitano

Vacaciones Pagadas Orden Ejecutiva - Presidente - Versión en Español

Guidance for Staff Managers and Supervisors

APO - Guidance for Academic Supervisors

EPAL Leave Timekeeping & Tracking

This leave should be entered directly into CalTime following the guidance below. For academic appointees who do not use CalTime, follow the process below.

• CalTime - COVID-19 and Timekeeping Guidance
• Process COVID-19 EPAL Requests (for Academic Appointees)

CalTime now allows employees to view total COVID-19 related hours taken. To view your hours taken, click on the handle at the bottom of your timecard and access the accrual tab. View an example on the CalTime website.

CalOSHA "Excluded Employee" Leave

For employees excluded from work and otherwise able and available to work, employees shall continue and maintain earnings, seniority and all other employee rights and benefits, including the employee's right to their former job status, as if the employee had not been removed from their job. Employees must use all available COVID-19 related leaves and any sick leave. Once such leaves are exhausted, employees will be placed on paid administrative leave subject to the following:

• Employees with “COVID-19 exposure” must be excluded from the workplace for at least 10 days after the last known “COVID-19 exposure” to a “COVID-19 case.”
• “COVID-19 cases” must be excluded from the workplace until the return-to-work requirements are met.
• Employees who have not been excluded or isolated by the local health department need not be excluded by the employer if they are temporarily reassigned to work where they do not have contact with other persons until the return-to-work requirements are met. 

CalOSHA "Excluded Employee" Leave Timekeeping & Tracking

There is no special code in CalTime, just regular paid administrative leave.

To help save jobs in light of the financial impacts of COVID-19, the campus is considering a number of proactive, budget-conserving actions. One such action is instituting a campus-wide hiring freeze effective April 1, 2020. It is our hope that by taking this measure now, we will be in a stronger position to confront future financial challenges related to COVID-19.  

As detailed in the FAQ below, we are therefore asking that you do not initiate any new searches and review those that have already begun. The campus will be making very limited exceptions to the hiring freeze, making only select hires that protect against a significant business disruption and/or a significant health, safety, or compliance risk. In addition, “internal UC Berkeley only” recruitments will be allowed to proceed to support continued employee mobility during this period of time.

Hiring Freeze FAQ

This is a follow up to the message regarding a one-year salary freeze for non-represented staff and faculty. Only staff are eligible for an equity increase exception, which will go through a process that is the same as the hiring freeze exception requests. Please read the FAQ's linked below for more guidance.

Staff Equity Increase Exception Requests FAQ

If you're considering relocating due to or during COVID-19, read the Temporary Move FAQs.

According to responses to the Employee Morale Survey, one of the greatest challenges for employees right now is dependent care. The Back-Up Dependent Care Program, launched October 1 and aims to help. If you're planning to participate, make sure you understand the tax implications. 

The Rec Sports Department has developed three unique youth program offerings for the children of essential UC Berkeley faculty and staff members. These engaging programs meet and adhere to City of Berkeley guidelines for camps and recreational programs, California Department of Public Health guidelines for day camps, guidelines of the American Camp Association, National Afterschool Association, USA Gymnastics, and USA Skateboarding. For specific program information and registration details, please see their website.

UCOP has implemented a new flu vaccination requirement for UC students, faculty and staff. All members of the UC Berkeley community are required to receive their flu shot before November 17, 2020 to access university facilities. Visit the 2020 Flu Shot page to find out more about the flu shot requirement, how it will be managed on campus, and forms for requesting exemptions or accommodations. 

Anthem

This information was provided by UCOP on Dec. 21, 2020.

The following information is posted on the Anthem coronavirus site for members:

1. Anthem members will receive the COVID-19 vaccination at no cost. Anthem will cover the cost of the COVID-19 vaccine. Anthem members won’t have out-of-pocket costs for the vaccine during this national public health emergency. This applies to all members, regardless of the type of health plan they have, or which doctor or healthcare professional they choose to visit for a COVID-19 vaccination.
2. The vaccine will be safe and effective. The FDA only approves vaccines that are safe and effective. The FDA, the Centers for Disease Control and Prevention, and vaccine manufacturers continuously monitor vaccine safety and quality.
3. Distribution will take time. Right now, the CDC recommends that healthcare workers and residents of nursing homes and long-term-care facilities be the first Americans to receive the vaccine. Vaccination should be more widely available in mid-2021. Anthem will keep members updated.

Health Net

This information was provided by UCOP on Dec. 21, 2020.

Health Net continues to provide updates on all Health Net websites with a Coronavirus Alerts for Members section. 

Kaiser Permanente 

This information was updated on Mar. 12, 2021.

UnitedHealthcare

This information was provided by UCOP on Dec. 21, 2020.

Keeping members up to date on the latest developments for a COVID-19 vaccine is their top priority. They would like to share the following vaccine information on how to get the vaccine. For guidance on the vaccine and health, please refer members to their health care provider.

1. COVID-19 vaccines - As of Friday, December 18, 2020, the Pfizer and the Moderna vaccines have been FDA-authorized, both of which require two doses.
2. Availability of the COVID-19 vaccine - The Centers for Disease Control and Prevention (CDC) is working  with state health agencies to determine where the COVID-19 vaccine will be available and who should get it first. This will likely be health care and essential workers, as well as people at high risk, such as those age 65 and older or with certain medical conditions. Initially, the vaccine will only be available at certain locations.
3. Members will have $0 cost-share - No matter where they get the vaccine, members will be able to get it (and any follow-up shot) at $0 cost-share.  Medicare health plans: Members will have $0 cost-share on vaccines at both in- and out-of-network providers through December 31, 2021.

For more information and updates, visit: 

https://www.uhc.com/health-and-wellness/health-topics/covid-19/vaccine