COVID-19 Resources

As we all work to adapt to our new environment to help protect UC Berkeley's staff, faculty and students, as well as the broader community from the novel coronavirus disease (COVID-19), we understand that there can be confusion and uncertainty at work. In response, we have compiled a list of resources that may be useful in supporting the success of our staff during these challenging times.

COVID-19 Leaves, Pay, and Work Arrangements

UC systemwide policy updates and other important information about work and leave during COVID-19.

Benefits & Leaves

COVID-19 Leaves & Sick Leave Usage

Systemwide COVID-19 Leaves Guidance (updated Feb. 2022)

Extended Emergency Paid Sick Leave (EPSL)

Effective February 19, 2022, through September 30, 2022, UC Berkeley is providing up to 80 hours of 2022 Emergency Paid Sick Leave (2022 EPSL) for our full-time employees and the two-week equivalent for our part-time employees. Employees will be allowed to use 2022 EPSL retroactively to January 1, 2022. In addition, 2022 EPSL also provides eligible employees until September 30, 2022, to use any remaining hours from their 2021 EPSL entitlement. There is no extension for the EPSL program after it ends on September 30, 2022, but you may use the EPSL retroactively after September 30, 2022, should you need to.

Who’s Eligible for 2022 EPSL?
All UC Berkeley employees (including represented) are eligible for 2022 EPSL if there is work for the employee and one or more of the six qualifying reasons below prevents the employee from being able to perform that work. Employees hired on or before September 30, 2021, who did not exhaust their 2021 EPSL entitlement are also eligible to use any remaining 2021 EPSL entitlement during the 2022 EPSL period if one or more of the six qualifying reasons apply. All new employees are eligible to access 2022 EPSL leave right away as needed for any of the qualifying reasons.

Qualifying Reasons

  • 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.
  • 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.
  • 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.
  • 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.
  • 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.
  • 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.

If you still have remaining EPSL from 2021 here’s what you need to know: 2022 EPSL provides all our employees with new leave, and it also provides those eligible with additional time to use any remaining hours from their 2021 EPSL entitlement.

Here are some examples:

  • If you’re a full-time employee and you used 40 hours of your 80-hour 2021 EPSL entitlement, you may use 120 hours during the 2022 EPSL period (40 remaining 2021 EPSL hours + 80 new hours).
  • If you’re a full-time employee and you did not use any of your 80-hour 2021 EPSL entitlement, you may use 160 hours during the 2022 EPSL period (80 remaining 2021 EPSL hours + 80 new hours).
  • If you’re a full-time employee and you exhausted your 2021 EPSL entitlement or were never eligible for 2021 EPSL, you may use 80 hours of 2022 EPSL.

You can find the2022 Emergency Paid Sick Leave Notice and Request form here. If you’re not comfortable submitting the form directly to your supervisor you can instead submit it to your HR Business Partner, who will in turn relay that you are using EPSL for the specified dates without providing the reason.

Managers and supervisors can refer to the process map for guidance on how to submit requests to Berkeley Regional Services.

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:

  • Exception 1: This does not apply to any period of time during which the employee is unable to work for reasons other than protecting persons at the workplace from possible COVID-19 transmission.

  • Exception 2: This does not apply where the employer demonstrates that the COVID-19 exposure is not work related. [CCR Title 8, Division I, Chapter 4 Subchapter 7, § 3205]

Additional Details:

  • 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.

Back-up Dependent Care Program and Rec Sports Fall Programs

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 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.

California Family Rights Act (CFRA) Amendment

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.

Policy / Work Arrangements

Layoffs and Separations

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

Layoff Information

Transition Services

Temporary Moves

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

Voluntary Cost Saving Measures

Voluntary actions that staff can take to help mitigate the budget issues related to COVID-19.

Employee-Initiated Reduction in Time (ERIT)

The Employee-Initiated Reduction In Time (ERIT) Program provides an opportunity for employees to voluntarily reduce their current appointment percentage and corresponding pay so that the University can achieve temporary salary savings. Savings from the ERIT program are captured by the employee's home department.

Tools to be Successful While Working Remotely

Telework is a critical tool for reducing the spread of sickness by minimizing face-to-face contact, and maintaining business continuity.  However, we understand that telecommuting may be an unfamiliar practice for many of our employees. 

Below you will find guidance and resources to help you and your team navigate remote working scenarios. View the Telecommuting Policy for additional details.


The following resources will give you information on technology support and best practices when working remote.

Technology Tools for Remote Work

  • Zoom Tutorial: How to join and participate in a zoom meeting/training (5m 45s)
  • Online Collaboration ToolsCompiled by Community at Work Colleagues and Staff
  • UCPath Service During COVID-19The UCPath Center has transitioned to remote work as of March 20 to protect the health and safety of their employees. UCPC is temporarily modifying services to focus on UC employee payroll and other critical services. Some services will be temporarily suspended, while other services will be delivered on a limited basis. View this webpage for more information.
  • Off-Campus Internet AccessProvides the campus community with resources for free or reduced cost internet access when off-campus.

Telecommuting Best Practices

  • Temporary Remote Work Agreement: Find the form here.
  • Safety Checklist for Telecommuters: The following checklist is recommended for use by each telecommuter in organizing an alternate work site. The telecommuter should review this checklist with his/her supervisor prior to the start of telecommuting, and they are encouraged to work together to ensure the safety of the alternate work site.
  • Ergonomics tips for working from home: The Be Well at Work Ergonomics Program has special tips for working at home.

  • Remote Work Ideas Our partners from Student Affairs created this excellent website of tools to help you be successful working from home! 

  • How to Work...When Working from Home - Harvard Business Review

  • Staying Focused When You're Working From HomeWorking from home can be highly productive, but it can also go badly wrong. Without a proper office space, a prioritized schedule, and on-the-spot supervision, it's all too easy to be distracted. In this article and video, we explore ways to avoid the pitfalls, conquer distractions, and stay professional and productive while you're working from home.
  • Working From Home TipsWorking from home has been a difficult adjustment for many of us during the current pandemic. For those struggling to be productive at home, here are some great tips a wide range of professionals have sent us on how they were able to make the most of working at home.
  • Work/Life Tips for Working From Home: While it is beneficial to have a plan, or access to a schedule, don’t overwhelm or pressure yourself into thinking that every day must be structured. These are new experiences, and as you integrate working and caregiving life from home, you may find that each day will differ from the previous one. Be kind to yourself, recognize that some days will be easier than others, and give yourself permission to bend your regular rules if needed. 

LinkedIn Learning Ideas

Learning Path Details: 5h 3m of content ; 5 items of learning content

  • Stay connected with Zoom meetings: Collaborate more seamlessly using Zoom, the popular video conferencing tool. In this course, you will learn how to schedule, moderate, and participate in Zoom meetings. 

Course Details: 45m 11s of content ; 3 chapter quizzes


During these unprecedented times, your priorities around self-care, exercise, work and family have likely shifted. Whether you need to refocus on your self-care or receive support while caring for others, we have assembled resources to help you achieve and maintain wellness.


  • COVID-19 - Resources to Address Financial Needs

    While we are transitioning to ‘Shelter in Place’ in the Bay Area, for many households, this also includes experiencing financial impacts and burdens due to loss of income, unemployment, childcare, and more. The linked information may assist you if you are experiencing financial impacts due to the pandemic.

  • Visit 'Your health plan’s response to COVID-19' - for important updates regarding UC’s health plans. 
  • Greater Good’s Guide to Wellness During Coronavirus: Practices, resources, and articles for individuals, parents, and educators facing COVID-19.
  • Wellness Resources Faculty and Staff: During these unprecedented times, your priorities around self-care, exercise, work and family have likely shifted. Whether you need to refocus on your self-care or receive support while caring for others - children, family or elder adults, our partners at the Be Well at Work programs have assembled resources that may help to relieve stress, anxiety, and allow you to breathe a little deeper. 
  • Be Well at Work- Employee Assistance: We recognize that many people are experiencing heightened anxiety and fear in response to the current pandemic and the uncertainty it brings. While we all strive to support each other as a community, at times, it may also be useful to connect with formal resources for assistance.  You can access free, confidential support from a licensed mental health professional through Be Well at Work - Employee Assistance. Appointments, including phone and video options are available, and can be scheduled:

By email -  OR

By phone - 510-643-7754

LinkedIn Learning Ideas

  • Managing Stress for Positive Change: During the current situation we are all facing, it is natural for stress to arise. In this video, you will learn what stress is; how you can train yourself to use stress in more effective ways; and what managers can do to reduce employee stress when an organization experiences difficult times.

Course Details: 57m 59s ;  Beginner + Intermediate ; 3 chapter quizzes

Creating Healthy Virtual Environments

In the new circumstances of the COVID-19 pandemic, we have all found ourselves inhabiting a new environment, as our work and learning opportunities move into virtual spaces. This transition takes effort and mindfulness. It also creates an opportunity for reaffirming our values and establishing practices that support a culture of inclusion, belonging, and respect. We hope that this "toolkit" can help create a positive legacy of these stressful times that will outlast the pandemic and continue to benefit our community into the future. 

LinkedIn Learning Ideas

  • Remote Work FoundationsWhen you unlock the power of remote work, you can ditch your commute, work where you focus best, and spend more time doing things you love, all while advancing your career. Coach Mike Gutman from FlexJobs shows how to use today's cloud-based communication and collaboration tools to get work done from anywhere, while remaining connected to your organization. Learning objectives include:
    • Describe the ideal home setup for working remotely.
    • Summarize the process of onboarding a remote worker.
    • Explain the importance of work-life balance and how to maintain it while working remotely.
    • Cite the tools remote workers can use to stay connected to the home office.
    • Describe how to manage conflict with teammates while working remotely.
    • Explain how to build culture in a remote team.

Course Details: 1 hr ; 5 sections ; 4 brief chapter quizzes

  • De-stress: Meditation and Movement for Stress ManagementFinding healthy ways to eliminate stress—to de-stress—is critical to a happy, healthy life. This course introduces a series of guided meditation and movement exercises that allow your body and mind to relax and refocus. Instructors from Desk Yogi leads you through grounding techniques to clear your mind while you’re seated at your desk. 

Course Details: 36 m ; Beginner ; Meditation

Real-Time Offerings, Services, and Development Opportunities

The People & Organization Development team has many "real time" resources at your disposal. We have adapted to the current situation, and are offering many of our services and offerings remote. We encourage you to take advantage of all the amazing growth opportunities available to UC Berkeley staff:

Continued Learning

UC Berkeley People & Culture is a huge advocate for continued learning. We provide many learning opportunities for our employees. This is a curated list of some learning opportunities that you can complete remotely:

  • Explore the wisdom cafe - A gathering place for staff to learn about professional development, each other and other informal and social learning opportunities.
  • Technology and Systems Training

  • Achieve Together Training

    • You can use the time to learn about and prep for the new Achieve Together performance program

  • Vendor contracting learning

    • As a Berkeley staff, you have access to LinkedIn Learning

      • The POD team has been working to create learning pathways (playlists) within LinkedIn Learning that you can explore, in addition to creating your own playlists

    • All Berkeley staff also have access to CEB

      • Check out the Corporate Leadership Council page where you will find a wealth of information!

  • There are still many more learning opportunities on the Grow Your Skills page

    • While some of the Learning from our Campus Partners has been postponed, there are still groups providing opportunities every day, for example,  the Great Good Science Center

  • Our Learning Calendar and Events

    • While mostly face-to-face events now, the team will start to update the training and event calendar with new virtual events as they are created 

Professional Development

UC Berkeley supports staff professional development through Procedure 50, which states that "non-probationary career employees are eligible for up to 80 hours (non-exempt) or 10 work days (exempt) release time (pro-rated based on appointment) per calendar year for professional development, which should be career-ladder related."

Now more than ever, continuous growth and development is critical to maintaining the excellence of our staff, and supporting the mission of the campus, now and in the future. There are many options for developing your knowledge, skills, and abilities, and we encourage you to explore them for yourself and with your supervisor. Here are some ideas:

Compliance Training

Use this time to complete your compliance trainings: 

Log into the UC Learning Center and click on “Required Training”. If you change the filter to “Required” you will be able to see when your compliance training expires. Remember, by law, we all need to be current in the three UC mandated areas: Sexual Violence / Sexual Harassment Prevention, Cyber Security, and Ethical Values and Conduct.

Remote Consulting Services

The People & Organization Development team offers a wide variety of consulting support for you and your team. Please let us know how we can help you plan for success in any of the following areas:

  • Change management - Jan Crosbie-Taylor

  • Program implementation and continuous improvement - Jan Crosbie-Taylor or Colin Gerker

  • Performance consulting for organizations, teams, and individuals - Colin Gerker

  • Learning and resource support and curation - Colin Gerker (training lead), Kathy Mendonca and Lisa Rykert (additional support), and Ying Kuah (online content curation or virtual training)

  • Strategic planning support - Pamela Rich

  • Performance calibration planning - Colin Gerker

  • Team development - Pamela Rich

If you think you would benefit from any of these services, please email us using the directory below: 

Consultant Email
Jan Crosbie-Taylor
Colin Gerker
Kathy Mendonca
Lisa Rykert
Pamela Rich
Ying Kuah

Managing Remotely

We have many amazing tools for managers working at UC Berkeley, but also understand that managing remotely may bring up new questions. In response, we have curated a list of resources that relate to managing remotely as result of the unprecedented circumstances we are in.

General Resources for Managing Remotely

LinkedIn Learning Ideas: 

  • Manage Remote/Telecommuting Employees: Managing employees virtually requires different skills than in-person. Use this learning path to brush up on the skills you need to do it effectively.

Learning Path Details: 7h 43m of content ; 9 items of learning

  • Expectation Setting in Uncertain Times: Here you can find content for us to flex our muscles around clear expectation setting in times of change, and how we can lean-in to needed conversations to support everyone in doing essential work to drive success.

Collection Details: 11 items of learning

Performance Management During COVID-19

Now, more than ever, it is important for managers to check in regularly with their employees, not only to talk about professional responsibilities, but also about your well-being. Therefore, we will proceed with the launch of our new Achieve Together program, with the first check-in conversation to occur by August 31, 2020.

Remotely Orienting New Employees

As a hiring manager, you may be wondering how you can successful welcome your new employee to campus when we're not ON campus. We've created this tool kit to help you (and your new employee) become part of the UC Berkeley community, regardless of their start date.

Getting Started

First, let's start with a big Welcome to UC Berkeley!   Many of the items that are part of our cultural onboarding tool kit still apply, even during this crisis. Additionally, here are some resources you and your new employee can explore, to enhance their first few days and weeks at Cal. 
Use these links to build an orientation experience where employees can: 

COVID-19 News Sources Relating to UC Employees

As we all receive constant announcements and updates regarding the evolving COVID-19 crisis, the volume of information can be overwhelming. We have collected a list of key resources specific to UC Berkeley for you to stay up to date on the campus response to the evolving COVID-19 crisis:

Berkeley News: Coronavirus (COVID-19) Information

Visit the Coronavirus website to get the latest on Berkeley's Coronavirus response. This page will be updated regularly as more information becomes available.

University of California Systemwide Coronavirus Website

The University of California is vigilantly monitoring and responding to new information about the coronavirus (COVID-19) outbreak, which has been declared a global health emergency. Access the University of California Coronavirus website tay up to date on the latest developments.

Berkeley Conversations: COVID-19

Across the UC Berkeley campus, researchers are rising to meet the complex challenges of COVID-19 even as the crisis generates waves of news and information that can be confusing and contradictory at times. The online video series, “Berkeley Conversations”, is designed to connect our leading experts with the public they serve, and each other. Through Q&A’s, seminars, and panel discussions, faculty from a wide range of disciplines are sharing what they know, and what they are learning about the COVID pandemic, the economy, racial justice, electoral politics, and much more.

Resources from Our Campus Partners

Many campus groups and partners are creating resource websites that could be helpful to you at this time. We're collecting them here, so you can easily navigate to other resources across the campus and our system.

Division of Equity & Inclusion Resource Page

The Division of Equity & Inclusion is working remotely, providing support virtually to students, staff, and faculty during the period of Shelter in Place. Find out how to access their programs and resources on the E&I COVID-19 Response page.

If you have questions about how we can support you, please e-mail us at

Student Affairs Remote Work Resources

Student Affairs has created a site with great information on Remote Work Resources, including categories for staff, for supervisors, and professional development suggestions to take advantage of during this time.

Greater Good Science Center

With the recent COVID-19 outbreak, we’re committed to bringing you stories, tips, and tools for these uncertain times in our global community.

Visit the Greater Good’s Guide to Well-Being During Coronavirus, a webpage with practices, resources, and articles for individuals, parents, and educators facing COVID-19.

Interdisciplinary Center for Healthy Workspaces

Located within the UC Berkeley School of Public Health, the Interdisciplinary Center for Healthy Workspaces has some great information on integrating and applying interdisciplinary sciences to achieve worker health and well-being.

UC Berkeley Executive Education

In recognition of the significant volatility in global business due to the impact of COVID-19, UC Berkeley Executive Education has launched Leading Through Crisis, an online series of short-form videos from renowned faculty at UC Berkeley and the Haas School of Business. These programs have been created to specifically support you and your leadership capabilities during this unprecedented time.

CEB Gartner

As a UC employee, you have free access to CEB Global. Visit their website and register with your UC Berkeley email address! We encourage you to also explore all of the resources that CEB Gartner has to offer- there are so many incredible articles and resources for you to explore!

This website is also excellent resource for information on how to respond, manage and prepare for the impact of coronavirus in the workforce. We have pulled a short list of links that you may find helpful during this time.

For Managers:

Manager Guide: Managing Remote Employees

Managing Virtual Teams

2020 Manager Success Workshop Series

For Everyone:

Employee Guide: Working on a Virtual Team


In these extraordinary times, we want you to know we’re here for you, and we believe we are better together. To support you and your team, our behavioral scientists and researchers have curated and developed evidence-based resources.

With activities, guides, articles, videos, and podcasts, we hope you can use these resources to shape the behaviors, mindsets, and skills needed for navigating uncertainty and for adjusting to new remote work arrangements.

These resources are available to everyone anytime, anywhere, and through any device, to help you focus, connect, and thrive:

Tools for thriving in unprecedented times