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:
- AFA/Sonoma County Junior College District Contract (Article 18)
- SEIU Local 1021 & Sonoma County Junior College District Contract (Article 12)
- California Federation of Teachers Local 1946/Sonoma County Junior College District Contract (Article 18)
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 Linda Jay at firstname.lastname@example.org.
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)
Additional Questions Regarding COVID-Related Leaves
- FAQ for COVID-19 Supplemental Paid Sick Leave (Senate Bill 114)
While California Senate Bill 114 and Assembly Bill 152, codified at Labor Code section 248.6 and 248.7, have expired on December 31, 2022, the Sonoma County Junior College District has agreed to extend COVID-19 Supplemental Paid Sick Leave to Management, Classified, and Faculty employees from January 1, 2023, through May 28, 2023.
Within this agreement, all eligible unit members are provided up to 80 hours of supplemental paid sick leave if they are unable to work or telework (work remotely) for specified qualifying reasons per Assembly Bill 152 related to COVID-19. This new leave entitlement is extended from and retroactive to January 1, 2023, through May 28, 2023, by the Sonoma County Junior College District.
1. How much will I be compensated during the COVID-19 SPSL?
Employees will be paid their regular rate of compensation.
2. 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.
3. 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). While SB 114 expired on September 30, 2022, and AB 152, expired on December 31, 2022, the Sonoma County Junior College District has extended COVID 19 SPSL from January 1, 2023, through May 28, 2023, for Management, Faculty, and Classified unit employees. All eligible staff members taking COVID-19 SPSL on May 28, 2023, will be permitted to take the full amount of leave to which they are entitled.
If you have any questions, please contact Linda Jay in Human Resources at (707) 527-4817 or email@example.com
4. Who is eligible for COVID-19 SPSL after December 31, 2023?
Classified, Management, and Faculty Employees who are unable to work or telework for one or more of the above-listed qualifying reasons.
5. How much COVID-19 SPSL is an employee eligible to take?
Full-time Classified, Management, and Faculty Employees are eligible for COVID-19 SPSL for qualifying reasons (a)-(c), above is up to 40 hours, and COVID-19 SPSL-Positive Test for qualifying reasons (a)-(e), above provides an additional 40 hours, up to 80 hours of COVID-19 SPSL, subject to limits and documentation specified in the Labor Code.
6. What are the qualifying reasons an employee may take COVID-19 PT-Supplemental Paid Sick Leave (“PT-COVID-19 SPSL” – Positive Test)?
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 firstname.lastname@example.org.
- Workers Compensation for COVID-Related Illness