The Enhanced COVID Related Leave (ECRL) Agreement is a negotiated enhancement of employee leave provided under Senate Bill 95 (SB 95). It is also the successor to COVID Paid Administrative Leave (CPAL) from last year. It is in effect retroactive to January 1, 2021 and continues to December 31, 2021. CPAL was two banks of 128 hours available to employees for COVID-related absences last year. It could be used for illness of the employee or family (including suspected illness requiring quarantine) and COVID-related dependent care (including school closures). All CPAL expired on Dec. 31, 2020. SB 95 provides for 80 hours available to employees for the same reasons and includes COVID-related vaccination, vaccination after-effects, and testing. It applies to full-time employees and is effective from Jan. 1, 2021 through Sept. 30, 2021. ECRL is an enhancement of SB 95 leave; view the agreement between the CSU and CSUEU. It applies to the same reasons for absence but increases the total to 128 hours, covers part-time employees, and extends from Jan 1, 2021 through Dec. 31, 2021. Frequently Asked Questions Am I eligible as a part-time employee? Yes. You receive a pro rata allotment of hours (proportional to your time-base). If I used sick leave or vacation for COVID-related reasons earlier this year, can I get my leave back? Yes. You can file a retroactive claim for the leave. Do I have to use any special form for ECRL? ECRL can be requested orally or in writing just like sick leave. Do I have to provide medical documentation? Medical documentation is not required. In circumstances where the CSU has information indicating that the employee is not requesting ECRL for a valid purpose, the campus may require documentation or medical certification before paying ECRL. The CSU will not deny ECRL solely for lack of a medical certification. Does ECRL replace Exclusion Pay? No. The negotiated agreement on exclusion pay provides that if an employee takes leave because of potential or actual on-campus exposure to COVID, the employee’s pay and benefits are protected even if sick leave is exhausted. If an employee receives a campus contact notice then the employee goes directly to exclusion pay. If there was no on-campus contact notice but the employer has not proven the exposure originated off-campus then the employee uses sick leave first and after that is exhausted goes on exclusion pay. With ECRL, an employee who is required to use sick leave before exclusion pay can use ECRL first, then sick leave, then go on exclusion pay. Does the ECRL Agreement mean we gave up emergency pay? No. The Union and the University are still negotiating and litigating the termination of emergency pay last year. ECRL was not traded for emergency pay. Does my child’s school have to have COVID infection to qualify me for ECRL? No. SB 95 and the ECRL agreement say that the school or care facility is closed for COVID-related reasons. Schools and child care have been closed to maintain safety because of COVID (which is a reason). What if my manager refuses to give me ECRL? ECRL is subject to the Grievance Procedure in the union contract, just like other employee leaves. If you are denied or any other violation of the agreement takes place, contact a union steward for assistance.