Employee Leave Rights and Benefits During COVID-19

The District will provide SRJC employee leave rights and benefits to which District employees may be entitled under applicable federal, state, or local laws. District employees have multiple leave allocations that may be available due to COVID-19, including, but not limited to:

  • Education Code-granted sick leave
  • Labor Code-supplemental paid sick leave (Senate Bill 114, see below for more information)
  • Paid Sick Leave pursuant to the Healthy Workplace, Healthy Families Act of 2014 (Applicable to Short-Term, Non-Continuing (STNC), Professional Expert, and Student Employees)
  • Accrued vacation leave
  • Personal Necessity Leave
  • Family Medical Leave Act/California Family Rights Act Leave
  • Extended Illness Leave
  • Compensatory time
  • Board-granted leave of absence
  • Workers’ Compensation (see below for more information)

All leaves paid or unpaid, for which classified professionals and faculty are eligible are listed in the appropriate bargaining agreements. Information by current agreement is available for employees pursuant to your job classification as follows:

In accordance with District Board Policy 2.2P, “Management Team Guidelines and Procedures,” educational administrators follow the leave provisions outlined in the AFA agreement and Classified Administrators, supervisors, and confidential employees follow the leave provisions outlined in the SEIU agreement.

For additional information or questions related to COVID-19 related leave of absences not related to workers’ compensation, please contact Danielle Donica at ddonica@santarosa.edu or Linda Jay at ljay@santarosa.edu.

Additional information regarding employee benefits because of COVID-19 can be found in the following District policies:

Sonoma County Junior College District’s Policy (2.7) and Procedure (2.7P) Against Harassment and Discrimination. Sonoma County Junior College District’s Reasonable Accommodation for Employees Policy (4.20) and Procedure (4.20P)

Sonoma County Junior College District’s Leave of Absence Board Policy (4.8), see Section VIII.

 

Additional Questions Regarding COVID-Related Leaves

  • FAQ for COVID-19 Supplemental Paid Sick Leave (Senate Bill 114)

    Governor Gavin Newsom has signed Senate Bill 114 (“SB 114”), codified at Labor Code section 248.6, which provides COVID-19 Supplemental Paid Sick Leave to employees who are unable to work or telework (work remotely) for specified qualifying reasons related to COVID-19. This new leave entitlement is retroactive to January 1, 2022, and expires on September 30, 2022. 

    1. What are the qualifying reasons an employee may take COVID-19 Supplemental Paid Sick Leave (“COVID-19 SPSL”) under SB 114?

    The employee must be unable to work or telework due to one of the following qualifying reasons:

    The employee is subject to a COVID-19 quarantine or isolation period as specified in an order or guideline by the California Department of Public Health, federal Center for Disease Control (“CDC”) or a local health officer with jurisdiction over the workplace. The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19. The employee is attending an appointment for the employee or a “family member” to receive a COVID-19 vaccine or vaccine booster. The employee is experiencing symptoms related to a COVID-19 vaccine that prevent the employee from being able to work or telework. The employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis. The employee is caring for a family member who is subject to an order or guidance described in paragraph (a) or has been advised to isolate or quarantine as described in paragraph (b), above. The employee is caring for a child whose school, place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises.
    2.  How much will I be compensated during the COVID-19 SPSL?

    Employees will be paid their regular rate of compensation. 

    3.   How do employees utilize COVID-19 SPSL?

    Employees are entitled to use COVID-19 SPSL upon verbal or written request before use of other paid or unpaid leave, subject to limits and documentation specified in the Labor Code.

    4. What is the effective period of COVID-19 SPSL?  

    SB 114 is effective February 19, 2022, and retroactive to January 1, 2022 (contact Human Resources to request retroactive application of COVID-19 SPSL).  SB 114 expires on September 30, 2022. Employees taking COVID-19 SPSL on September 30, 2022, will be permitted to take the full amount of leave to which they are entitled, notwithstanding the expiration of SB 114. 

    Please contact Human Resources if you have any questions. (Danielle Donica at (707) 527-4785 or ddonica@santarosa.edu or Linda Jay at (707) 527-4817 or ljay@santarosa.edu)

    For COVID-19 SPSL purposes, the term “child” is not restricted by age or dependency status.

    5.  Who is eligible for COVID-19 SPSL?

    Employees who are unable to work or telework for one or more of the above-listed qualifying reasons.

    6.   How much COVID-19 SPSL is an employee eligible to take? 

    COVID-19 SPSL is up to 40 hours, and COVID-19 SPSL-Positive Test is up to an additional 40 hours.

    Full-time employees are eligible for up to 40 hours of COVID-19 SPSL for qualifying reasons (a)-(g), above and an additional 40 hours under PT-Covid-19 SPSL for qualifying reasons (h) and (i), above, subject to limits and documentation specified in the Labor Code. 

    Part-time employees are eligible for the number of hours they are normally scheduled to work over one week, if they have a “normal weekly schedule,” or as specified in the Labor Code for employees with variable schedules.

    Note: COVID-19 SPSL is in addition to Paid Sick Days provided to eligible Short-Term, Non-Continuing (STNC), Professional Expert, and Student Employees under the Healthy Workplaces, Healthy Families Act. 

    7. What are the qualifying reasons an employee may take COVID-19 PT-Supplemental Paid Sick Leave (“PT-COVID-19 SPSL” – Positive Test) under SB 114?

    The employee tests positive for COVID-19. The employee’s “family member” for whom the employee is providing care tests positive for COVID-19.

  • Workers Compensation for COVID-Related Illness

    If an employee is not a remote worker, has worked at a SRJC location or worksite, and believes they may have contracted COVID-19 at work, they may be eligible for workers’ compensation disability benefits related to their illness. For additional information regarding workers’ compensation leave benefits, please contact Robin McHale at ehsweb@santarosa.edu.