On March 29, the university expanded eligibility for, and benefits under, the COVID Flex Hours Policy. Changes to the policy were made partly in response to California’s recently enacted COVID-19 Supplemental Paid Sick Leave for 2021, but also to recognize the challenges and hardships of this past year.
Updates to the policy include:
The policy has been extended to include additional members of the community, and for a longer period of time.
Contingent employees (i.e., temporary and casual employees) and student hourly employees are now eligible for a pro-rated amount of COVID Flex Hours. (They are not eligible for the 24 hours of paid time for self-care.)
The policy’s effective date has been extended through September 30, 2021.
The 80 hours of paid time for qualifying COVID-related issues are retroactive from January 1, 2021, for all employees at the employees’ request.
Stanford also provides 24 hours of paid time for benefits-eligible employees to practice self-care and wellness. These hours are in addition to the 80 hours of COVID Flex Hours provided for COVID-related uses. Benefits-eligible employees may use self-care hours to address self-care related to impacts of the pandemic, or for other personal self-care needs due to their individual circumstance.
Eligible employees do not have to use all of their COVID Flex Hours before using other accrued time and should continue to work with their managers to utilize other available benefits, such as Quarantine Pay. However, unused COVID Flex Hours time expires after September 30, 2021, and is not paid out at the end of this period or upon separation of employment.
The timekeeping codes are now updated in Axess. Regular benefits-eligible employees should record self-care time in Axess using the new time reporting code “COVID Flex Self-Care.” All other uses under the COVID Flex Hours Policy are still recorded using the “COVID Flex Hours” code. Contingent employees should use the new time reporting code “COV Sup Paid Leave Hourly.”
Employees who need to adjust a previous timecard to reflect retroactive COVID Flex Hours should work with their supervisor and/or HR Manager to determine eligibility.
For details about the policy, including eligibility and qualifying uses, see the COVID Flex Hours Policy page.