Packets of information – including guidelines, procedures and request forms – are now available for the new paid leave programs!
ALL SEIU 721 members in LA County can now submit requests. There are two information packets:
- Packet B for employees in “exempt” Departments (DHS, DPH, DMH, Coroner, Probation, Fire, Sheriff, ISD, Public Works, DPSS, DCFS)
- Packet A for employees in all other Departments.
For employees in “exempt” Departments (the vast majority of SEIU Local 721 members), the County has created two new leave programs: “COVID Paid Leave” and “COVID Leave” – that are virtually identical to EPSL and FMLA Emergency Leave, respectively.
COVID Paid Leave = EPSL Leave
COVID Leave = FMLA Leave
Families First Coronavirus Response Act
The only difference is that the County-created leave programs – COVID Paid Leave and COVID Leave – require the approval of the Department Head or his/her designee (Department HR). All other aspects of these leave programs are identical to the leave programs (EPSL and FMLA Emergency Leave) that are available to employees in non-exempt departments.
The packets include the forms that employees should complete and submit when requesting leave. The complete packets, including request forms, are available for download – Packet A here and Packet B here.
If our request gets denied what do we do? DHS just sent a board cast out saying we are not to use this emergency pay code of 111 and management is not to approve it.
LAC+USC Human Resources’ message is inaccurate, misleading and WRONG. DHS IS exempt, but the County has established identical leave programs for exempt Departments. Check out Packet B. It is for DHS (and other exempt) employees! The request forms are provided in the Packet and are what DHS employees should used by DHS employees.
It is unfortunate that DHS Human Resources Departments are a step behind!
Just got an email saying we are still exempt.
See response above. You are “exempt” but the County has created identical paid sick leave programs for exempt employees. Use the forms in the packet to make your request. Your Human Resources Department is behind. They’ll catch up and respond to your request if you use the form.
In need some Clarification here, First, I fall under packet B, in Oct 2019 I took fmla and pregnancy leave, I returned to work on January 2020. I am now confused whether or not they categorized our emergency paid family leave into Reg FMLA or not…am I ineligible now because I had a baby and have to take a hit because it has not been 12 months from my regular non Covid related FMLA??!! Or am I still eligible because “Covid Leave does not fall within FMLA and does not reduce an employees hours.” Please explain. “employee’s are entitled to… Read more »
As we read it, since you an exempt employee, you would be using COVID Paid Leave and COVID Leave (the County sponsored program)s rather than FMLA, so the 12 weeks would not count against the total FMLA cap. You should be fine (IF YOUR DEPARTMENT APPROVES YOUR LEAVE REQUEST!)
If they approve…if they don’t..that means I have to tell my 7 year old to watch her 2 year old sister and her 4 month old brother Because if their mother has to go to work to pay the bills.. their father was in an accident and isn’t able to tend to them. I would Have to Quit my hard earned career to watch them all and still worry about my financial overheads.For the first time in my life I chose the wrong field. Never thought being in healthcare would mean for me to sacrifice my children’s well-being for the… Read more »
Understand your frustration. But I would recommend that you submit a request for the leave. If it is denied, we can fight to change their minds.
What if we have been off since March 19 and today is April 14th the day before pay period ends. Can I submit packet requesting this leave effective April 1st even though I’ve been out using my sick pay and readjust my April 1st-15th check if not processed in time or is it only if you have prior authorization
Similar situation. California has approved this so Im gave up on County deciding to have a heart or not. Apply for unemployment due to childcare closure/caring for a child. Although we don’t qualify or contribute to state disability benefits every employer contributes for layoff unemployment purposes. I applied and was just approved as a county worker. Obviously it’s not what you earned before but it helps
I am extremely interested in this, was it through edd? and were you able to get a certain percentage? I need to do this my kids are out. and I refuse to leave them with strangers. they are babies and do not talk.
Thank you for the update! What happens to EPSL and EFML if we cannot/do not use it? Does it just expire Dec 31, 2020? Hazard Pay: (would not apply to people who used EPSL/EFML, administrative leave, telework but physically came into their place of work during the pandemic) -Perhaps part of the hazard pay would be the ability to “cash” out 80 hours of EPSL @ full pay and 10 weeks (400 hours) of EFML @ 2/3 pay. EPSL/EFML would already need to be budgeted without knowing who will use it. -Or have the EPSL convert into available time off.… Read more »
Like your thinking, Charlie! We are thinking along those same lines.
DCFS still does not have a protocol set up. I spoke by phone and received an email from HR saying they are still waiting for instructions.
I’m shaking my head. SO SLOW! We were told that the County Human Resources Department hosted a webinar for Department HR Managers yesterday. The packets are available. What else do they need?!
dcfs is not going to sign off for anyone. Well at least not in our office or (Er) section. I have already been told that I have to use my own time, even with a dr note. “Operational needs”
Are the packets available on the HR website? I tried to find it, but I could not locate it with the given website address that was posted on the alert.
I just checked, too. Not posted yet.
Is there a link for the fillable form ? When I click the link provided in the packet, the fillable form is not there.
The information packets indicate that fill-able forms will be available at the County Human Resources website at https://employee.hr.lacounty.gov/directors-message-2/
The fill-able forms are not posted yet, but check back.
Can the COVID paid leave and COVID leave be done at the same time or do I have to wait for one to end to start the other?
Can I send it directly to HR or do I need to run it by my ARA/supervisor first?
You can request both leaves with one request form, but you cannot USE both leaves simultaneously. The guidelines in the packet explain what you should do with the request form once it is completed. I think you are supposed to submit to supervisor and copy HR.
Am I understanding this correct…
Coverage begins after the 10th day of absence?
During the first 10 days employee uses EPSL or COVID Paid Leave. After that, if the employee has a child at home, he/she uses FMLA Emergency Leave or COVID Leave. They are meant to coordinate, with no gap in access to Leave.
Can it be retro to April 1st or ongoing only
Yes it can.
DPSS told us they have not gotten word from the department head to accept the packets, they also told use the timesheet codes are not for our department and not to use them. the packets are not being accepted until approved by the department head.
My completed packet was returned to me.
They are Frustratingly Slow! Hold onto the request form and resubmit next week. In the meantime we will push DPSS Human Resources to get their act together!
I have the distinct feeling that my department lead is going to reject any request and laugh his way out home to telework.
Let’s hope not. We have already put the Board of Supervisors on notice. If what you fear comes true we will voice our collective strenuous objections!
I have a few questions: 1. I am currently on FMLA. Is the Covid leave separate and I may qualify for an additional 12 weeks and can the leave be intermittent? 2. Does my unit manager decide? (My manager has already told others they do not qualify. I know my request will be denied if its up to him.) and 3. How do I get the email address for HR? I called HR earlier today and they didn’t have an answer. I am from LACUSC. Thank you
1. Yes COVID Leave is separate and not limited by annual caps on FMLA and yes it can be used intermittently (notice there is even a space for intermittent use on the form.) 2. Your HR Department will decide based but they will likely consult with your unit management. 3. I will look for LAC+USC HR email address and respond later today.
HR does not have the PDF fill in request for packet B. Do I still need a doctor’s note to give to my supervisor. I have been home since March 17 with qualifying age and medical conditions and my MD took me off of work.
80 hours of EPSL will not last. EFML is using your own time? What is the difference?
Josie, It is true that an additional 80 hours of 100% paid leave will not be enough to get many employees through this crisis, but it’s what is available now. In your case, if you are in an “exempt” department, you would be using “COVID Paid Leave”, rather than EPSL (check out Packet B). The benefit and eligibility criteria are identical, but tu use COVID Paid Leave requires Department approval. The request form is in the packet and should be available online in fill-able form at the Depart of Human Resources website. FMLA Emergency Leave and COVID Leave provide up… Read more »
Has the union inquire about hazard pay for the employees that cannot use the EPSL since we don’t have a medical condition. Yet we are going to work putting our health at risk.
Yes, the Union has raised the subject with the Board of Supervisors. Please consult the “Five Urgent Needs” message on this website. One of the Urgent Needs is compensation for “frontline responders”.
You may need a doctor’s note placing you in quarantine. Leave is effective 04/01/2020. Look at the requirements and how this is granted. If you are in an exempt department it may be denied if you were not sick.
Hello in response to having a doctor’s note yes I was placed stay home rules. No working due to Covid 19 stay home policy. And having underlying medical conditions and 65 yes old or older.
I should be paid 100%.
Please advise…
Page 3 regarding Covid paid leave
Allows
1. Any person directed by federal, state and county to be under quarantine per our Governor qualifies for Covid paid leave
2. Any person instructed by their doctors to stay home or be quarantined due to medical conditions qualifies for Covid medical leave with pay.
This person qualifies for 100% paid leave.
Read the 9 page packet B exempt directions and qualifications all your answers are there.
Great! I have a question. Do I have to use the time all at once? Right now, I telework 2 days a week and go in the other 2. And on those 2 days I finish my work by 11am and have used my vacation time for the rest of my day. Can I use Covid leave instead?
Arlene, If you are eligible and approved for COVID Leave, you can use it intermittently. Notice that the Request Form allows for this.
Has anyone working for Kaiser Permanente had any luck with getting this approved? I am a nurse with KP and I have been out since 3/16/20 once my son’s preschool closed and so did all his back-up daycare options. I am a single mom with family members (including the grandparents who are not retired) who are essential workers so they are unable to help me at this time. I have had to take emergency PTO for this COVID-19 Crisis. At Kaiser after 30 days of PTO time being used, my benefits will begin being affected according to my managers lovely… Read more »
We have notices throughout our work areas still saying we are exempt from any leave. Supervisors claim they no nothing and this is directive given to them. Nobody in my work area has had time approved to my knowledge.
Employees in “exempt” departments do not have access to the leave programs created by the Families First Coronavirus Response Act (EPSL and FMLA Emergency Leave). But that is besides the point. The County has created virtually IDENTICAL programs (“COVID Paid Leave” and “COVID Leave”) for employees in exempt Departments. Same benefits, same eligibility. The guidelines, procedures and fill-able request forms can be found in “Packet B” on the LA County Department of Human Resources website. Also the Union mailed the Packets to all members late last week. UNFORTUNATELY, Departments are STILL not prepared to handle requests, so expect some delay… Read more »
“Employees are running out of paid sick time now.”
FYI: FFCRA leaves will be applied retroactively, effective date 4/1. Once we are all on the same page, of course.
People are receiving emails saying no 111 code time is to be approved.
DPSS is an “exempt” Department. The 111 code is not used for exempt departments. There are different programs (“COVID Paid Leave” and “COVID Leave”) that are available to exempt departments with virtually identical benefits. The Request Form for these leave programs can be found in “Packet B”, which the Union mailed to all members late last week. Packet B can also be found on the LA County Human Resources website. Here is a link: https://employee.hr.lacounty.gov/leaveforms/ Packet B includes a FILL-ABLE form, which can be completed and emailed digitally without printing. Completed forms should be sent to your HR Department. DPSS… Read more »
To be clear: what is happening is that people who have been out of the office between APRIL 1 to APRIL 15 (due to COVID 19 reasons), hoping that when the “discretionary leaves” get implemented, DPSS offices (for example), would retroactively apply the “COVID leaves”, to their timesheets. Timesheets are due today, for the work period from APRIL 1 TO APRIL 15, but no one is seemingly able to apply the correct codes on their timesheets. And no one seemingly has any answer, or that they are being told to use their own sick/vacation time when submitting their timesheets.
Since DPSS and most other Departments have been slow to implement the new leave programs, employee requests may not be approved in time to affect the April 1-15 pay period. But, once approved, the time/pay can be adjusted retroactive to April 1.
ok, got it.
Received the below email this morning,
All Staff:
At this time DHS has not given approval for usage of the Emergency Leave. We are unable to accept or process the forms at this time. If this changes, an organization-wide announcement will be distributed with directions on how to apply for the leave.
Please do not submit Emergency Leave packets to Human Resources or your supervisor at this time.
FRUSTRATING! The leave programs were announced on March 30. here we are 16 days later and Departments have still not figured out what to do! Resembles the Trump administration’s ho-hum non-response to the pandemic back in February!
So all Covid related requests and packets still being DENIED or NOT accepted in the first place. At what point does this abuse lead to REAL action from those “representing” us. Getting sick of being told to read letters of demands to county. We need actions! At what point does this reach grounds for a strike? A real strike not like the last one which was very suspiciously cancelled at the last minute. We have nothing to lose. Not being paid anyway. Feeling let down on all fronts here.
Hey,I turned in my packet b for emergency paid leave hours to the DHS bdwillia@lasd.org
She stated” we are not accepting these forms”
I asked her”how am I going to be paid then?”
She stated” the DHS hasn’t decided yet”
I need your help
Best regards
Please contact me at bart.diener@Jorge Reyes.org. I can give you a phone number.
If there is a phone where we get real answers and help then why not post it here for all to use?
SEIU 721 has a Member Connection staff which fields calls from members at 877-SEIU-4YOU. There is also a union hotline for health care workers.I am trying to help out by responding to website posts from members. If you would like to talk, please send me an email.
Hello Bart, I am truly frustrated with all of this as well. I have been using my time as well to care for my children. I informed my supervisor I will be out for the rest of this week to care for my children and I have not received a response. My fear is retaliation. Can I be written up for taking time to care for my children? I would like to make sure I am protected against any bad treatment or retaliation from my supervisor and/or HR. What protection options do I have? In addition, my supervisor personally ran… Read more »
Jeaneila,
Please send your phone number to Bart.diener@Jorge Reyes.org. I will call you to discuss your situation. Thanks. Bart
DPSS HR sent an email today stating that leave time needed to be approved before it was taken. I took 4/1-4/3 off and came back even though I’m high risk 4/6 after the dept approval needed update and submitted a Packet B yesterday 4/13/20. My packet was forwarded to HR today and I expect it to be denied due to the email sent today. Who do I talk to to appeal this? How were we suppose to get this approved when the County has been flip flopping and didn’t release packets until last Friday? Luckily, I got my temporary telework… Read more »
Sandra, The COVID Paid Leave can be applied retroactively back to April 1 when the program became effective. So when you request the leave , use 4/1 as your starting date.
I did and expect it to be denied because the email sent today states they have to approve the time off before you take it.
i work for Probation , itc position , im 66years old with COPD condition and my wife is 65 years old , , i work at men’s central jail and i’ve heard lasd and probation have staff that are infected and quarantined , can i request both covid leave and covid paid leave ?
You would be eligible for COVID Paid Leave (80 hours, regular pay) if you have received guidance from a physician to stay at home during the emergency due to your age and COPD condition. Use the request form in Packet B.
You can also request that your Department offer you telework, even if your regular job for Probation can not be done remotely.
COVID Leave (2/3 pay – up to ten weeks) is for the care of a child who is home due to school closure. So that program would not apply to your situation.
thank you
Has anyone working for Kaiser Permanente had any luck with getting this approved? I am a nurse with KP and I have been out since 3/16/20 once my son’s preschool closed and so did all his back-up daycare options. I am a single mom with family members (including the grandparents who are not retired) who are essential workers so they are unable to help me at this time. I have had to take emergency PTO for this COVID-19 Crisis. At Kaiser after 30 days of PTO time being used, my benefits will begin being affected according to my managers lovely… Read more »
No response SEIU?
I’m sorry Curious Mommy. The Kaiser employees are represented by a different SEIU Local, not SEIU Local 721. I just don’t know the answer to your question.
I emailed yesterday, on 4/14/2020 my ESLT related to Covid-19 request Form(9 pages) from April 10, 2020 to April 23, 2020 to HR. I want to know how long it’s going to take the processing until it will be approved by HR and by my DPSS District Administration. I needed the time off NOW, when Coronavirus is around and my job is with immediate mail contact. I’ve been at home on self quarantine starting from April 10, 2020, after I saw on my timesheet Code LV111 with 80 hours on April 9, 2020, on my last day of work. Every… Read more »
Please send me your phone number and I will call to discuss.
bart.diener@Jorge Reyes.org
Hello I turned in my requests in 2 days ago haven’t heard anything yet. No one will email me back. It should not take this long to approve.
Agrred. What department do you work in?
Social Services. I requested Monday and here it is Thursday.
Just received a letter from HR stating their conditions regarding leave which includes proving a letter from doctors. This is crazy. We have the leave but can’t use it.
Hi, Could you please be specific. Question: Packet B (DPSS office) / COVID Paid Leave / option 3 — I am experiencing symptoms of COVID-19 and am seeking a medical diagnosis. A. Provide name of health care provider that will be providing medical diagnosis. I will select this option. And I can provide the name of the health care provider. Will I need to provide documentation? It only says “seeking a medical diagnosis”. That means I have not received a diagnosis yet. But I am seeking one. First, there is no timeframe (as a requirement) for when I my ultimately… Read more »
You are correct. Criteria #2 and Criteria #3 are different. You would qualify under Option #3 if you have been advised by a physician to stay at home due to underlying health conditions that put you at greater risk. You would qualify under Option #2 if you are exhibiting symptoms that you believe may be related to COVID-19, and are seeking a diagnosis. You are also correct that the guidelines do not specify how much time you will be allowed to seek such a diagnosis or what kind of documentation you may be asked to provide. Each department seems to… Read more »
Liz Jacobi sent out another broadcast. So now they will let you use the covid leave if you test positive and need to be quarantined but they are not waiving sick leave certification and now will request a med cert after 2 days of calling out. However still no answers for those of us with children and no one to care for them. I called the childcare hotline they provide it’s nothing new that they created it’s literally a hotline that connects you to an agency in your area and they give you a provider to call so on top… Read more »
Same here. Even I’m using my own personal leave and vacation hours to take care of my kid now. They want to refuse my request time off. They said I’m essential to help with the COVID-19 emergency response. Can they force me give up my child and come back to work?
Anxious mom,
Please see the responses above and below. Join the email campaign. Let’s let the Board of Supervisors know what’s going on and how frustrated and desperate this is making us!
Fed Up,
You are right on and you are not alone! So many DHS employees are fed up and beyond frustrated. Later today SEIU Local 721 will launch a mass email campaign aimed at the Board of Supervisors. Look for an email blast from the union with a link to the BOS offices. TELL THEM YOUR STORY! We will light a fire. In the meantime we would like to forward your post to the CEO’s office. They need to know what’s going on.
Please do…
So this new memo from Liz Jacobi… smh! I’m sorry the child care they offer is not even helpful for us who have kids that are doing school work. My coworkers help run the daycare at olive view and for sure they are NOT helping the kids with their school work. And why would I take my kids out of the house if they are safer at home? Can the union help us so that we can use our emergency FMLA leave? This is so frustrating!
Anonymous,
For now, we are forwarding your post to the CEO’s office. Later today, we will launch an email campaign aimed at the Board of Supervisors. They need to know what’s going on. When you receive the information about this campaign from SEIU, please take the time to tell your story and express your frustration to the County Supervisors!
Thank you for this information. Does the COVID Leave payment come from the County or do we have to use our accrued time? WIll benefits still be in place during this leave?
If you are approved to use the new leave programs, you will not have to use your accrued time. Your benefits are not affected during the leave.
UNION HAS FAILED. MEDICAL CERTIFICATION REQUIRED. WORK WHEN YOURE SICK AFTER 72 HOURS AS LONG AS YOU DONT HAVE A FEVER. HR WILLNOT APPROVE EFMLA TO CARE FOR CHILDREN DUE TO SCHOOL CLOSURE. YET THEY OFFER CHILDCARE THAT IS NOT FEASIBLE. WITHOUT EDUCATIONAL PROGRAMS. UNABLE TO ANSWER QUESTIONS REGARDING CHILDCARE DISINFECTION SAFETY. NOT FREE WE HAVE TO PAY!! DHS POLICIES SUPERCEDES UNION! UNION DOES NOT HAVE THE POWER!! WILL BE CALLING HR TO REMOVE UNION DUES. I SUGGEST ANYONE AND EVERYONE DENIED TO DO THE SAME. WHY PAY FOR SOMETHING WHEN IN AN EMERGENCY THEIR “WORDS” ARE OF NO VALUE
We will continue the fight to remove the DHS prohibition against using the leave for the care of a sick family member or a child at home due to school closure. And we will fight to allow the leave to be used in the case of an employee who has received guidance form a physician to stay home due to underlying health conditions that place them at greater risk. Some of the traditional protest tactics (rallies, marches, etc.) are not available during this emergency, so we will be launching an email campaign to the Board of Supervisors. Your anger about… Read more »
I heard UCLA gave employees 128hrs right away for those who need to stay at home take care of family or child. Also offer 12wks off emergency family leave. These benefit also offer to who work at health care field. Not exempt any health care! Why LAC USC medical center can’t give us the same benefit.
Does Covid 19 leave (12 weeks) and Paid Leave (80 hours) come from county money or do we need to use our accrued time?
Are our medical benefits still in place during this leave?
Our Department finally sent out instructions yesterday but stated that this leave is not protected. Does that mean we can be fired?
Thank you.
If you are approved for COVID Paid Leave and/or COVID Leave, you do not have to use your own time. Medical benefits remain in lace during these leaves. “Not protected” does not mean that you can be fired. You can not be fired. But the Department retains the right to modify your assignment (for example, reporting to a different supervisor) upon return. Not likely that it would happen, but it would be withing their rights.
I work for DPH and considered an “exempt” employee. To this date administration has refused to allow clerical to telework. My son’s school has been closed since mid-March and have been in and out of the office. The only person working with me is my supervisor. I was finally able to schedule some time off to care for my son. But upon my return I had to fill out two B packets bc it didn’t say Public Health on the header. Are you kidding me?! I have a 72 hr window to get a response. I’m trying to work with… Read more »
Deleted. Duplicate post.