Page 3 of 4
Less than Full Time
The number of hours (or days, if exempt) for employees who work less than full-time shall be prorated according to
the percent or timebase of the appointment (hours normally scheduled to work). In the case of an employee whose
schedule varies from week to week to such an extent that the campus is unable to determine with certainty the
number of hours the employee would have worked if such employee had not taken leave, the campus shall use the
following in place of such number:
If the normal hours scheduled are unknown, or if the part-time employee’s schedule varies, campuses may use a six-
month average to calculate the average daily hours. If this calculation cannot be made because the employee has not
been employed for at least six months, use the number of hours that the employee is expected to work.
Reason for Leave
An employee is unable to work or work remotely due to:
When an employee is unable to work due to the employee’s own COVID-19-related illness or that of a family
member for whom the employee would normally be able to use sick leave.
When an employee is unable to work because the employee has been directed by a healthcare provider not to
come to the worksite for COVID-19-related reasons. This includes when an employee is exhibiting signs of illness
and has verified with their appropriate administrator that they not come to the worksite for COVID-related
reasons. This further includes when an employee is exhibiting signs of illness and is aware of potential exposure
and/or there has been a COVID-19 related diagnosis at the worksite. Under all these circumstances, it is
appropriate for the employee to quarantine and utilize this leave if remote work is unavailable.
• Remote Work Unavailable
When an employee meets the criteria above for isolation or quarantine and the appropriate administrator
determines remote work is not operationally feasible.
• Dependent/Child School Closure:
When an employee is unable to work due to a COVID-19-related school or daycare closure and the employee is
required to be at home with a child(ren) or dependent(s), and it is not operationally feasible for the employee to
work remotely or in conjunction with the childcare commitment. The employee must discuss the limitations of
working remotely with the appropriate administrator.
Employees on CPAL will be paid at their “regular rate of pay” as defined by FLSA. This includes pay the employee is
receiving currently which could include base pay, shift differential, stipends, allowances, etc. Campuses should
continue to pay wages as prior to the COVID-19 emergency declaration. CPAL shall not be used to extend temporary
appointments, contracts, or to pay wages in a collective bargaining agreement (CBA) that have expired.
Reasonable Notification and Documentation
Employees requesting paid leave under CPAL must submit a Request for Paid Administrative Leave Form (Appendix
A) to their appropriate administrator. The employee must self-certify on the form that the need for leave is valid.
Leave Allowed under other Paid or Unpaid Leave Programs
Accrued Leave Credits
Employees may be eligible to use accrued leave credits (vacation, sick leave, CTO, or personal holiday) to
supplement leave provided under CPAL. Those employees not eligible for CPAL may use their accrued leave credits.
Non-Industrial Insurance (NDI) and other CSU Disability Leave Programs including Workers’ Compensation/Industrial
Disability Leave (IDL)
Employees may be eligible to apply for these leaves if they meet the current eligibility requirements and approvals
specific to each leave program.