2021 COVID-19 supplemental paid sick leave
for california-based employees

unable to work due to COVID-19?

If you're based in California, you may be eligible for 2021 COVID-19 Supplemental Paid Sick Leave

The 2021 COVID-19 Supplemental Paid Sick Leave (CSPSL) law provides 80 hours of COVID-19 related supplemental paid sick leave for eligible employees in California who cannot work or telework due to qualifying reasons. Starting March 29, 2021, CSPSL may be taken retroactively to January 1, 2021. The law remains in effect through September 30, 2021.

California-based employees, including interns, casual and union-represented employees may take paid leave if you are unable to work for any of the reasons listed in the qualifying reasons section.

Full-time employees are eligible for 80 hours of 2021 CSPSL. If you are a part-time employee, your eligibility is based on your hours worked. Refer to the employee notice for more information.

You are eligible for this paid time off even if you took time off in 2020 for COVID-19-related sick leave under the previous California CSPSL law.

Covered employees may take paid leave if you are unable to work for any of the following reasons:

  • Caring for yourself: You are subject to a quarantine or isolation period related to COVID-19, as defined by an order or guidelines of the California Department of Public Health, the federal Centers for Disease Control and Prevention, or a local health officer with jurisdiction over the workplace, or you have been advised by a healthcare provider to quarantine due to COVID-19, or you are experiencing symptoms of COVID-19 and seeking a medical diagnosis.
  • Caring for a family member: You are caring for a family member who is either subject to a quarantine or isolation period related to COVID-19, or has been advised by a healthcare provider to quarantine due to COVID-19, or you are caring for a child whose school or place of care is closed or unavailable due to COVID-19 on the premises.
  • Vaccine-related: You are attending a vaccine appointment or cannot work or telework due to vaccine-related symptoms.

You should follow your business unit's process for requesting time off. Generally, this means notifying your supervisor. If your local process requires you to contact your local clinic for COVID reasons related to caring for yourself, you should continue to follow that process.

A new absence code will be added to the time entry system by the end of April for you (or your time administrator) to code your time off for 2021 CSPSL. It’s important to keep track of your time so you can record it when the absence code becomes available.

Available 2021 CSPSL hours will also be displayed on your pay statements. This will be labeled CA CSPSL Hours in the Year-to-Date Information section of your pay statement.

If you took time off without pay between January 1, 2021 and March 28, 2021, for any qualifying reasons under 2021 CSPSL, you may request to have the unpaid time off coded to the 2021 CSPSL absence code. If you took paid time off during this period, the time cannot be recoded to the 2021 CSPSL absence code.

Employee responsibilities

To have qualifying unpaid time off coded to 2021 CSPSL, notify your supervisor of the dates and reason you were absent without pay.

Supervisor responsibilities

If you receive a request to have an employee's qualifying unpaid time off coded to 2021 CSPSL, you will need to submit a request to TIME@chevron.com to have the employee's absence coded to the CSPSL time code. Supervisors at Richmond and El Segundo refineries should contact their local time administrators.

employee notice

For additional information, read the 2021 COVID-19 Supplemental Paid Sick Leave Employee Notice.