California COVID-19 Supplemental Paid Sick Leave Notices - 09.28.20

Dear Pitzer Staff & Faculty,

On September 9, 2020, California Governor Gavin Newsom signed AB 1867, immediately expanding paid sick leave protections related to COVID-19. The law is designed to remedy a significant exclusion from Families First Coronavirus Response Act (FFCRA) and expand upon Gov. Newsom’s Executive Order N-51-20.

Under AB 1867, private employers with more than 500 employees are required to provide up to 80 hours of paid sick leave starting no later than September 19 for individuals who:

  • Must quarantine or isolate because of COVID-19 pursuant to a federal, state or local quarantine or isolation order
  • Are advised by a healthcare provider to self-quarantine or self-isolate because of COVID-19, or
  • Are prohibited from working by the employer because of health concerns related to potentially transmitting COVID-19.

The new COVID-19 supplemental paid sick leave may expire on December 31, 2020, or upon the expiration of any federal extension of the Emergency Paid Sick Leave Act established by the FFCRA, whichever is later. For more information on AB 1867 or Executive Order N-51-20, please see listed PDFs:

  • CA Covid-19 Supplemental Paid Sick Leave for Non-Food Sector Employees EnglishSpanish
  • CA Covid-19 Supplemental Paid Sick Leave for Food Sector Employees EnglishSpanish

Full-time employees are eligible for 80 hours of COVID-19 supplemental paid sick leave. “Full-time” means the employee was either scheduled to work 40 hours per week or worked, on average, at least 40 hours per week during two weeks prior to taking leave.

Part-time employees are eligible for an amount of leave equal to the number of hours they’re normally scheduled to work in two weeks.


Employees should contact their supervisor and Human Resources if they experience any 1 of the 3 qualifying conditions as listed above. Human Resources will adjust timecards for employees who have previously used their personal sick hours to supplement time off for any of the qualifying conditions to reflect AB 1867 or Executive Order N-51-20.

Will staff continue to work remotely? - 07.14.20

The College aims to be flexible with work schedules and assignments. Some staff members will be needed on campus, while others will be directed to work remotely based on their individual circumstances. Staff members should discuss work arrangements with their supervisors, in consultation with area vice presidents.

For any more questions or for more information, contact hr_email@pitzer.edu

Can faculty and staff come to campus if Pitzer is closed to the public? - 07.14.20

For the safety of our campus community, staff and faculty visits to campus should be limited to essential work that cannot be performed remotely. On campus, all individuals must wear a face covering, practice social distancing and follow other safety measures as posted and announced.

For any more questions or for more information, contact hr_email@pitzer.edu

How will moving to remote-only instruction this fall impact the College financially? - 07.14.20

The cost of moving online is a significant loss in revenue to the College. As a not-for-profit institution, we are tuition dependent, with almost 90% of our tuition and fee revenue covering our operating costs, 70% of which is compensation for our employees. For the coming academic year, we are projecting a significant budget shortfall as a result of reduced revenue. We have some savings that we planned to use for capital reinvestment that we can instead use to cover some of the deficit. It will be important that we consider measures to address the deficit without risking the long-term financial viability of the College.

For any more questions or for more information, contact financial_aid@pitzer.edu