2022 COVID-19 supplemental paid sick leave for california-based employees
The 2022 COVID-19 Supplemental Paid Sick Leave (CSPSL) law, which provided up to 80 hours of COVID-19 related supplemental paid sick leave for eligible employees in California who cannot work or telework due to qualifying reasons, expired on December 31, 2022. California based employees are no longer permitted to take or code time off under CSPSL. The only exception is if you were already taking CSPSL as of December 31, 2022. In that case, you can continue to take and code the leave you are currently on even if it extends past December 31, 2022.
You should follow your business unit's process for requesting and coding 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.
Full-time employees are eligible for up to 80 hours of 2022 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 or 2021 for COVID-19-related sick leave under the previous California CSPSL laws.
When using CSPSL for family-related reasons, eligible family members include the following:
- Registered domestic partner
Covered employees may take paid leave under two banks. You are not required to exhaust one bank before being able to take leave in the other.
CSPSL Bank 1 provides up to 40 hours if you are unable to work for any of the following reasons:
- Vaccine-related: You are attending a vaccine or booster appointment for yourself or an eligible family member or cannot work or telework due to your own vaccine-related symptoms or those of an eligible family member for which you are caring.
- 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 an eligible 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.
CSPSL Bank 2 provides up to an additional 40 hours of paid leave if you are unable to work for the either of the following reasons:
- Caring for yourself: You test positive for COVID-19.
- Caring for a family member: You are caring for an eligible family member who tests positive for COVID-19.
There are absence codes for each of the quota banks in the time entry system. Employees and supervisors can report 2022 CSPSL time off, including qualifying time off taken from January 1, 2022. You can view your 2022 CSPSL hours taken in the following ways:
On your time statement
Your SAP time statement provides a summary of your CSPSL usage by date and absence code.
- If you have used CSPSL, the hours and date(s) of use will be displayed.
- If you have had similar time off previously coded to Emergency Paid Sick Leave (EPSL), your time administrator should recode the hours to the applicable CSPSL absence code. EPSL was used temporarily until the CSPSL absence codes became available.
- If your time statement does not include any absence descriptions for CSPSL or EPSL, you have not used any 2022 CSPSL and your available balance is 80 hours (40 hours for Bank 1 and 40 hours for Bank 2).
On your pay statement
Your SAP pay statement includes any CSPSL hours used for the applicable earning period. In addition, your available CSPSL balance for each quota bank is shown in the year-to-date information section of your pay statement.
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. To have qualifying time off coded to 2022 CSPSL, notify your supervisor of the dates and reason for your absence (Bank 1 or Bank 2 as outlined in the qualifying reasons section on this page).
If you receive a request to have an employee's qualifying time off coded to 2022 CSPSL, you will need to submit a request to TIME@chevron.com (or your local time administration mailbox) to have the employee's absence coded to the applicable CSPSL time code. Supervisors at Richmond and El Segundo refineries should follow their local process. When submitting the request, you will need to include the absence reason (CSPSL Bank 1 or Bank 2 as outlined in the qualifying reasons section on this page). If you don't include the absence reason in your request, you will be contacted by Time Administration for this information.
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