COVID-19: Resources, Information & Updates
Last Updated: 2/15/2022
2022 COVID-19 Supplemental Paid Sick Leave Victory
For months, SEIU Local 521 and other California unions have been working together to bring back paid COVID leave, and late last week we were finally successful!
Governor Newsom signed a new bill requiring California companies to provide employees with up to 80 hours of paid sick leave for COVID illness, quarantining, receiving vaccinations, and recovering from any side effects.
Download/View the Frequently Asked Questions (FAQ) regarding the new COVID-19 Paid Sick Leave. Please note: the law will go into effect on February 19th and is retroactive to January 1st, 2022. Given the large group of workers that were impacted by COVID over the last two months, we strongly encourage you to save any and all communication between you and your employer with relation to contracting the virus, quarantining, testing, etc.
COVID-19 Vaccine & Employer Mandates
SEIU Local 521 is committed to the safety and well-being of our members and the communities we serve. Our union is actively working with various employers to discuss the impacts on our workers of vaccine mandates. Our union is in agreement that the COVID-19 vaccine is safe and is the most important tool we have in our effort to save lives and bring this pandemic under control. We encourage all of our members who are not yet vaccinated to do so as soon as possible. The science is clear: vaccination is the best way to protect ourselves, our co-workers, and our families against COVID-19. We also recognize that we represent a large spectrum of members across the state from all different backgrounds and beliefs – many of whom are hesitant to get vaccinated based on their religion and health condition. As a union, we are committed to the health and well-being of all and at the same time to ensure the rights of all workers. These are unprecedented mandates that require an extensive dialogue and a clear understanding of the employerโs decision-making process.
As with any changes to the working conditions of our members, employers are required to work with our union to find common ground to ensure the rights of workers are protected by meeting to negotiate in good faith. Throughout the pandemic, it has been clear that when workers are involved and have a voice in workplace health decisions, everyone including the public we serve is safer.
Health Care Worker Vaccine Requirement by California Department of Public Health (August 5, 2021)
Eviction Protection: Learn how to avoid eviction and get assistance with unpaid rent & utilities (PDF).
Reopening Guidelines for Employers Released by Cal/OSHA (June 17, 2021)
- Fully vaccinated employees do not need to be offered testing or excluded from work after close contact unless they have COVID-19 symptoms.
- Fully vaccinated employees do not need to wear face coverings except for certain situations during outbreaks and in settings where CDPH requires all persons to wear them. Employers must document the vaccination status of fully vaccinated employees if they do not wear face coverings indoors.
- Employees are not required to wear face coverings when outdoors regardless of vaccination status except for certain employees during outbreaks.
- Employees are explicitly allowed to wear a face covering without fear of retaliation from employers.
- Physical distancing requirements have been eliminated except where an employer determines there is a hazard and for certain employees during major outbreaks.
- Employees who are not fully vaccinated may request respirators for voluntary use from their employers at no cost and without fear of retaliation from their employers.
- Employees who are not fully vaccinated and exhibit COVID-19 symptoms must be offered testing by their employer.
- Employer-provided housing and transportation are exempt from the regulations where all employees are fully vaccinated.
- Employers must review the Interim guidance for Ventilation, Filtration, and Air Quality in Indoor Environments.
- Employers must evaluate ventilation systems to maximize outdoor air and increase filtration efficiency, and evaluate the use of additional air cleaning systems.
Source: Cal/OSHA
COVID-19 VACCINE INFORMATION / PREGUNGAS Y RESPUESTAS
VIEW OUR SEIU LOCAL 521 VACCINE DISTRIBUTION GUIDING PRINCIPLES
CALIFORNIA DEPT. OF PUBLIC HEALTH VACCINE UPDATE + FAQ – CLICK HERE
**December 2020 – HOTELS FOR HEALTHCARE WORKERS REIMPLEMENTED
Governor Newsom announced the reimplementation of the Hotel Accommodation Program for Healthcare Workers who test positive or have been exposed with the inability to self-quarantine at home. Hotel accommodations are free to all healthcare workers that qualify and meet the following requirements:
- Work in a California healthcare facility, including:
- Medical transport providers and non-medical staff within healthcare facilities
- Workers in Californiaโs Health Corps or CAL MAT, as designated by the State
- Correctional facility staff
- First responders
- Have presumed exposure to COVID-19
- This facility needs to be documented by a state or county public health official or medical professional to house COVID-19 positive patients
- Or healthcare workers who test positive for COVID-19 but do not require hospitalization
- Be unable to self-isolate or quarantine at home
NOTE: Hotel accommodations are free to all healthcare workers that make less than $250,000.
Call 1-877-454-8785 to complete the screening process. For more information on the program, click here:
During the COVID-19 pandemic, our SEIU 521 Offices remain OPEN virtually by phone and email.
SEIU 521 Leadership, our Officers, and Executive Board Members are all supportive of making sure our members and staff stay safe and protect our families and communities. Due to the novel coronavirus (COVID-19) outbreak and the shelter-in-place orders, SEIU 521 physical locations will remain closed until further notice. During this time, all union operations remain available virtually. SEIU 521 staff is working remotely. Contact us via phone, email, and Zoom.
Frequently Asked Questions (FAQs) by Chapters
- AB-685 – COVID-19: Imminent hazard to employees: exposure: notification: serious violations
- What is AB-685?
- Requires employers to notify employees who may have been exposed to COVID-19 and to report workplace outbreaks to the local health department.
- Requires the California Department of Public Health (CDPH) to publicly report information on workplace outbreaks.
- Authorizes Cal/OSHA to enforce COVID-19 hazards as an imminent hazard to provide immediate protection for workers.
- What is AB-685?
- Healthcare workers
- Childcare Providers
- Santa Clara County
- Santa Clara County Office of Education
- City of Santa Cruz
Resources & Information
As a diverse union of 40,000+ public and nonprofit, private-sector workers in the Bay Area, the Coast and the Central Valley, our members are at the front lines in keeping our communities safe and healthy. It is our goal to use this resource page to provide updates and information to our members and our community on the evolving circumstances related to COVID-19.
More resources and information are available:
- SEIU website: https://www.seiu.org/members-coronavirus
- SEIU California website: http://seiuca.org/covid-19/
Hotels for Health Care Workers
Via: https://covid19.ca.gov – Frontline health care workers who are exposed to or test positive for COVID-19 can find hotel rooms through the CalTravelStore. Call 1-877-454-8785 to validate your eligibility and make your reservation. If hotels want to participate, they can email covid19lodging@dgs.ca.gov.
This page will be updated as we receive more information and guidance from the Centers for Disease Control (CDC), federal, state, and local health officials.
- SEIU’s 10-step guide to preventing COVID-19 (novel coronavirus): English | Spanish
- Resources for Child Care Providers
- Fact Sheet for Healthcare Workers: English | Spanish
- Fact Sheet for Janitors/Maintenance Workers
- Benefits for workers impacted by COVID-19
- Gov. Newsom signs Executive Order ensuring state funding for schools
- Price gouging is illegal – Report here.
Protect Public Health: Pass Paid Sick Leave!
- Santa Clara County: Add your name to the petition for paid sick leave for all employers in the County of Santa Clara.
Families First Coronavirus Response Act (FFCRA) FAQs
Stimulus Deposits/Checks
Q: Who will receive a stimulus check?
A: Anyone who filed a tax return this year or last year. This includes those collecting Social Security or disability. If you are over 16 but claimed by someone as a dependent, you are not eligible, even if you filed your own taxes.
Q: How much will an individual receive?
A: Eligible individuals will receive $1,200, married couples may receive $2,400, and child dependents (under 17) receive $500.
Q: When will individuals receive the funds?
A: The IRS will deposit funds ย via direct deposit to individuals who have bank accounts set up from previous filing years – it is expected this will take a few weeks following the signing of the FFCRA. Funds sent via check may take a few months.
Q: Will these stimulus funds be taxable income?
A: No, the rebates will not be taxable.
Q: Will this income be counted towards calculating my eligibility for Medi-Cal or Covered California Health insurance coverage?
A: No
Emergency Paid Sick Leave
Q: Am I covered?
A: The law covers (1) Federal, State, and local government employees; and (2) employees of private-sector businesses with fewer than 500 employees.
Employers can exempt emergency responders and โhealth care providers,โ including doctors, nurse-practitioners, and other providers who certify the existence of health conditions. The definition does not appear to include most nurses and hospital staff, but employers may try to argue that it does.
Also, the Secretary of Labor has authority to issue new regulations that exclude employees of certain businesses with fewer than 50 employees and exclude more types of health care providers and emergency responders. However, those new regulations need to go through a long process before they take effect.
Q: What can I use it for?
A: Employees who are covered can use emergency paid sick leave if they are unable to work (or telework) because they need leave for any of the following purposes:
(1) To comply with a government quarantine or isolation order related to Coronavirus;
(2) To comply with a health care providerโs advice to self-quarantine due to Coronavirus;
(3) To seek a medical diagnosis while experiencing Coronavirus symptoms;
(4) To care for an individual who is engaging in activities described in #1 or #2;
(5) To care for a child if a school or place of care has been closed, or the child care provider of the child is unavailable, due to Coronavirus; or
(6) An individual is experiencing a โsubstantially similar conditionโ specified by HHS.
Q: How much does my employer have to pay me while I take leave?
A: Employers must pay employees at their regular rate of pay for purposes #1-3 above, subject to a $5,110 total cap. Employers must pay employees at two-thirds of their regular rate of pay for purposes #4-6 above, subject to a $2,000 total cap.
Q :How does this law affect my other rights?
A: You may be entitled to more paid sick leave under State or local law or your union contract.
Q: Does unused leave carry over into next year?
A: No, this law expires on December 31, 2020.
Additional information on what employers are restricted from doing:ย
โข Require employees to use other paid leave before taking this leave;
โข Fire or discipline employees for taking this leave; or
โข Require employees to find or look for a replacement before taking this leave.
Paycheck Protect Program
Q: What is the PPP?
A: The Paycheck Protection Program is a loan designed to provide a direct incentive for small businesses to keep their workers on the payroll. SBA will forgive loans if all employees are kept on the payroll for eight weeks and the money is used for payroll, rent, mortgage interest, or utilities. The Paycheck Protection Program will be available through June 30, 2020.
Q: Who are the eligible employers for PPP?
A: All employers with fewer than 500 workers will be eligible as long as they keep workers on their payroll.
Q: Are employers with fewer than 500 employees eligible for PPP?
A: Businesses in certain industries may have more than 500 employees if they meet the SBAโs size standards for those industries. Here you will find ย the chart that SBA uses for small business determinations.
Q: Will these loans really be forgiven?
A: The loan will be fully forgiven if the funds are used for payroll costs, interest on mortgages, rent, and utilities (due to likely high subscription, at least 75% of the forgiven amount must have been used for payroll). Loan payments will also be deferred for six months. No collateral or personal guarantees are required. Neither the government nor lenders will charge small businesses any fees.
Forgiveness is based on the employer maintaining or quickly rehiring employees and maintaining salary levels. Forgiveness will be reduced if full-time headcount declines, or if salaries and wages decrease.
Q: Can employers apply for any other assistance?
A: In response to the Coronavirus (COVID-19) pandemic, small business owners in all U.S. states, Washington D.C., and territories are currently eligible to apply for disaster assistance.
Enhanced Debt Relief is also available in SBAโs other business loan programs to help small businesses overcome the challenges created by this health crisis.
Unemployment Benefits
Q: What level of benefits will workers get in Caifornia?
A: While states are still awaiting to receive the details and final guidance from the U.S. Department of labor, California minimum weekly UI benefit is $40 and maximum is $450, depending on the person’s income. According to CARES Act, individuals will receive an extra $600 per week benefit payment in addition to their regular UI benefit. For regular updates click here.
Q: What if Iโm not eligible for traditional Unemployment Insurance?
A: If youโre unable to work due to having or being exposed to COVID-19 (certified by a medical professional), you can file a Disability Insurance (DI) claim. DI provides short-term benefit payments to eligible workers who have a full or partial loss of wages due to a non-work-related illness, injury, or pregnancy. Benefit amounts are approximately 60-70 percent of wages (depending on income) and range from $50-$1,300 a week.
The Governorโs Executive Order waives the one-week unpaid waiting period, so you can collect DI benefits for the first week you are out of work. If you are eligible, the EDD processes and issues payments within a few weeks of receiving a claim.
Q: I can’t go to work because I have to take care of family member, will I receive UI?
A: If youโre unable to work because you are caring for an ill or quarantined family member with COVID-19 (certified by a medical professional), you can file a Paid Family Leave (PFL) claim. PFL provides up to six weeks of benefit payments to eligible workers who have a full or partial loss of wages because they need time off work to care for a seriously ill family member or to bond with a new child.
Benefit amounts are approximately 60-70 percent of wages (depending on income) and range from $50-$1,300 a week. If you are eligible, the EDD processes and issues payments within a few weeks of receiving a claim.
Q: What if Iโve been out of work because of COVID-19 for several weeks already?
A: If you exhaust the weeks of unemployment compensation available to you through your stateโs law, you will be eligible for an additional 13 weeks of benefits. These benefits will be federallyfunded, but you will still receive them through your state.
Q: How many weeks will UI cover during COVID-19 crisis?
A: The CARES Act provided an additional additional 13 weeks of federally paid unemployment benefits when an unemployed worker runs out of all of the benefits associated with their regular state-administered unemployment claim. However, states are still awaiting final details on it. In California, regular state benefit payments can be made for up to 26 weeks within a one-year timeframe.
Q: How long do I have to wait to receive my benefit after applying for UI?
A: It always takes about three (3) weeks for most Californians to receive their first benefit payment if found eligible, with the exception primarily of wage and identity issues. But after that first benefit payment, unemployed workers will have to answer basic certification questions every two weeks to receive bi-weekly payments as long as they remain eligible
Q: How do I apply for UI?
A: For faster processing, read “How to set up a UI Online Account” to help you apply for benefits. To seek in person help completing the application, call your local America’s Job Center of California to schedule a phone appointment with an EDD representative
Q: My employer has reduced my hours due to COVID-19 crisis, am I eligible for UI benefit?
A: If your employer has reduced your hours or shut down operations due to COVID-19, you can file an Unemployment Insurance (UI) claim. UI provides partial wage replacement benefit payments to workers who lose their job or have their hours reduced, through no fault of their own. If you are temporarily unemployed due to COVID-19 and expected to return to work with your employer within a few weeks, you are not required to actively seek work each week. However, you must remain able, available and ready to work during your unemployment for each week of benefits you claim and meet all other eligibility criteria.
Q: Will the additional $600 weekly income be counted towards calculating my eligibility for Medi-Cal or Covered California Health insurance coverage?
A: No for Medi-Cal. Yes for Covered California
Shelter-in-place Order
The shelter-in-place (or stay-at-home) order now applies to the entire State of California.
Mental Health Guides
Local, State, and Federal Resources
- California Department of Public Health
- CDC – Centers for Disease Control & Prevention
- EDD – Employment Development Department
- If you’re unable to work due to having or being exposed to COVID-19 (certified by a medical professional), you can file a Disability Insurance (DI) claim.
- If you’re unable to work because you are caring for an ill or quarantined family member with COVID-19 (certified by a medical professional), you can file a Paid Family Leave (PFL) claim.
- If your employer has reduced your hours or shut down operations due to COVID-19, you can file an Unemployment Insurance (UI) claim.
- NIOSH – National Institute for Occupational Safety and Health
- OSHA – Occupational Safety and Health Administration
- NEW: Tenants’ Protections – Did you lose income due to COVID-19? Protect yourself from eviction: FAQs, information and notice that tenants can fill out and give to their landlord. ยฟPerdio ingresos a causa a COVID-19? Protegase contra el desalojo.
During this State and Federally declared Emergency, our union will demand that:
- Employers provide safe and healthy workplaces as obligated by state and federal guidelines. Even though this is a public emergency, our union will request to Meet and Confer to negotiate with the union regarding all matters within the scope of representation, including but not limited to:
- Reduction in hours of work
- Change of schedules and alternate work schedules
- Layoffs
- Furloughs/Temporary closures
- Issues of pay and benefits
- Waiver/modifications of contract provisions
- Hold-over shifts, mandatory overtime, on-call
- Paid leave and overtime compensation must be protected and expanded. For working families across California, every dollar counts. Many people simply cannot afford to take unpaid sick time without that pay; they may not be able to afford their bills or put food on the table. In addition to paid sick days and affordable health insurance, workers must be compensated for any overtime work they perform and wage replacement programs must be available for when they are out of work.
- As this is an ongoing matter, communicate with your chapter leaders and stewards regarding any agreements reached that secure healthy and safe working conditions.
Extra precautions taken to support the health and safety of Union Staff
As a precautionary step to the COVID-19 risk and to support efforts to mitigate the outbreak as suggested by local, state and federal health officials, we are taking extra precautions to ensure the health and safety of our staff across all our regional offices.
Planning ahead and what’s next
Now more than ever, it is important that as one community we commit to doing our part in helping mitigate the spread of the outbreak. Our union, led by the efforts of our incredibly selfless members and leaders has always taken on the obstacles we face head-on – this is no different. Like we came together to support the needs of our communities by going on strike in Stanislaus County, Fresno Courts, and most recently in Santa Clara County, we must join together in making small sacrifices and adjustments to our daily activities that can and will save lives. As we continue to receive more information and guidance from local, state, and federal health officials there will potentially be adjustments made to various union activities such as:
- Membership meetings
- Events
- Worksite actions
- Transitioning to virtual conference gatherings
COVID-19 is preventable, but only if we know the facts about prevention and have the equipment we need to keep our communities and our workplaces safe. Please remember to practice safe hygiene by washing your hands frequently throughout the day to keep our environment safe. Share this toolkit with your co-workers, family, and friends.
If you have any questions or see more needed resources, training, or planning at your worksite, please contact your steward or organizer. We will be doing our best to answer those questions and protect our members and our communities as we all grapple with this emerging threat to our public’s health and rapidly evolving situation in the coming weeks.
Are there resources you would like to see added? Email us: communications@seiu521.org
Sincerely and IN UNITY ALWAYS,
Riko Mendez, Chief Elected Officer, SEIU Local 521
