If you are diagnosed with COVID-19 and you have been on campus within 48-hours of the onset of symptoms or notification of a positive test, notify the UCLA COVID-19 Call Center at (310) 267-3300 immediately. They will ask you for information to help them identify possible close contacts on campus who may have been exposed so they can respond appropriately.
Also notify your supervisor.
No. Unless you have been directed to seek medical treatment at a facility on campus or need emergency medical services at the hospital, anyone who has tested positive for COVID-19 must remain off campus until they are cleared by the Department of Public Health.
If an employee declines to take leave, managers and supervisors should consult Occupational Health, Campus Human Resources or Healthcare Human Resources for assistance in determining what steps should be taken.
-Before taking any action, managers and supervisors should seek assistance from their human resources office to ensure that all appropriate options have been considered.
-If there is objective evidence of illness and the employee still refuses to take leave, the manager or supervisor may be advised to require that the employee leave the workplace. In such circumstances, the absence should be recorded as “approved.”
-Action should not be taken based solely on a manager’s or supervisor’s subjective assessment of an employee’s medical condition.
If an employee's illness arises out of and in the course of employment (e.g., contracting the virus from a patient they were treating), time off will generally be covered as administrative leave or workers’ compensation .
If an employee becomes ill while working remotely from home, they should be encouraged to review sick leave policy, other applicable leave policies and collective bargaining agreement provisions to explore their options.
An employee who is sick may be entitled to leave under the Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) under certain circumstances. The FMLA and CFRA entitle eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a calendar year if they have a serious health condition.1 The COVID-19 illness may qualify as a “serious health condition” if complications arise. Refer to UC President Napolitano's Executive Order (effective March 16, 2020) for additional details.
Please visit Campus Human Resources for more information on COVID-19 and UCLA employees.
Employees who are ill with COVID-19 should be advised to remain at home until cleared by the Department of Public Health (DPH) in order to minimize the spread of the virus.
For an employee who contracted COVID-19, departments should require a healthcare provider’s release before allowing the employee to return to work.
Employees who self-isolated due to possible exposure to COVID-19 should be permitted to return to work provided that they are asymptomatic.
Managers and supervisors should be consistent in these practices and treat employees uniformly.
No. The Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA) entitle employees to job-protected leave when they have a serious health condition or when they need leave to care for covered family members who have a serious health condition. Leave for the purpose of avoiding exposure to COVID-19 would not be protected under the FMLA or CFRA.
Under UC President Napolitano's Executive Order (effective March 16, 2020), employees may take up to 128 hours (16 days) of paid administrative leave to care for healthy children whose schools or day care centers have been closed under such circumstances if it is not operationally feasible for the employee to work remotely or in conjunction with the childcare commitment.
Should employees exhaust the paid administrative leave, they may use vacation, sick leave, or other accrued time off, or take unpaid personal leave.
Applicable policies and collective bargaining agreement provisions should be followed in consultation with Campus Human Resources or Health Human Resources.
If certain members of an employee’s family are sick, the employee may be entitled to leave under the Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA). The FMLA and CFRA entitle eligible employees to take up to 12 work weeks of unpaid, job-protected leave in a calendar year to care for certain family members with a serious health condition. At the University, this group includes the employee’s spouse or domestic partner, parents, and children. COVID-19 may qualify as a “serious health condition” if complications arise. University employees may be permitted and/or required to use paid leave in certain circumstances, depending on the applicable policy or collective bargaining agreement.
Per the Personnel Policies for Staff Members (PPSM) 2.210 regarding absence from work, policy-covered employees may take up to thirty (30) sick days in a calendar year when required to attend to or care for ill family members who are not considered family members under FMLA.
The leave provisions contained in the collective bargaining agreements may vary. Therefore, please email Employee & Labor Relations if you have questions regarding exclusively-represented employees.
If an employee has no accrued time off, the employee may be granted unpaid time off to care for an ill family member. Applicable policies and collective bargaining agreement provisions should be followed in consultation with Campus Human Resources or Health Human Resources.
Refer to UC President Napolitano's Executive Order (effective March 16, 2020) for additional details.
Please visit Campus Human Resources for more information on COVID-19 for UCLA employees.
UC President Napolitano's Executive Order (effective March 16, 2020) applies to both represented and non-represented employees.
Following the exhaustion of paid administrative leave specified by the Executive Order, leaves for represented employees are generally governed by the applicable collective bargaining agreements.
Following the exhaustion of paid administrative leave specified by the Executive Order, leaves for unrepresented employees are governed by University policy.
Managers and supervisors should consult with Campus Human Resources or Health Human Resources to ensure compliance with the applicable collective bargaining agreement provisions and/or University policies regarding leaves.
Consult your department human resources representative.
