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Employee FAQ

View answers to frequently asked questions.

 
 

Visit the Campus Entry Process page for more information.

 

Student Health Services is also offering free COVID-19 vaccinations on campus to El Camino College students, faculty, and staff. Learn more.

 

While on quarantine leave, employees who are asymptomatic are to remain reachable via phone or email to discuss business-related matters during regularly scheduled work hours. Employees who have jobs that can be done remotely are expected to continue working while at home.

If during quarantine leave your health condition changes, contact your healthcare provider and Human Resources to discuss the most up-to-date leave options. (mgsmith@elcamino.edu or mperalta@elcamino.edu)

 

Yes. California Senate Bill 95 (SB 95) provides up to 80 hours of additional paid sick leave for full-time employees to attend a COVID-19 vaccination appointment if the appointment is scheduled during the employee’s regular work hours. Part-time employees may use a prorated proportion of California’s SB 95 additional paid sick leave to cover their absence while remaining in a paid status. This enhanced leave benefit is retroactive to January 1, 2021 and will expire after September 30, 2021. Employees who already used paid time to attend a vaccination appointment may submit an adjusted timesheet to Payroll.

Employees who schedule their COVID-19 vaccination appointments after September 30, 2021 must use their accrued sick and/or vacation time if their appointment is during their regularly scheduled work hours. Contact Human Resources for additional help and/or information about available paid leaves.

 

Students who are uncertain about their plans for graduation or transfer should consult with a counselor.

Here are links to resources:

 

Student Health Services is offering Virtual Telemedicine Appointments with nurse practitioners and Telemental Health Sessions with licensed clinical psychologists for El Camino College students who have paid the student health fee and are currently attending for-credit courses at El Camino College.

 

Some jobs cannot be converted to a full telecommuting arrangement. In some cases, supervisors/managers are arranging staggered, on-site work schedules to ensure that employees have access to the systems/equipment necessary to keep campus operations moving forward. If there is no work for a staff employee to do at home or on campus in their regular position, staff may be reassigned temporarily, in inverse order of seniority, to other jobs in a lower or equal pay range and maintain their regular class pay rate and work schedule. Management and the employee will consult on the alternate placement based on District operational needs. Classified staff who are reassigned to another job will be provided at least 5 business days' notice unless another number of days is mutually agreed to prior to the job reassignment and will be provided training as needed.

 

California Senate Bill 95 (SB 95) provides up to 80 hours of additional paid sick leave for full-time employees to care for a child and/or elderly relative whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19. Part-time employees may use a prorated proportion of California’s SB 95 paid sick leave benefit to cover their absence while remaining in a paid status. This enhanced leave benefit is retroactive to January 1, 2021 and will expire after September 30, 2021. Employees who already used their paid time for COVID-related childcare and/or elder care needs, may submit an adjusted timesheet to Payroll.

After September 30, 2021, employees who continue to need time off for childcare and/or elder care reasons due to COVID-19 related facility closures, must use their accrued sick and/or vacation time to cover any absences from work. Contact Human Resources for additional help and/or information about available paid leaves.

 

If a part-time, hourly paid worker is needed for mission-critical functions, whether on campus or via a telecommuting arrangement, supervisors will schedule the individual to perform work. In such cases, the individual will be paid for their time as scheduled by the supervisor.

 

Yes, Human Resources, Professional Development & Learning, and the Office of Title IX, Diversity, and Inclusion are all available via phone, email, and Zoom.

 

It depends on the context. In general, the term "staff" normally refers to an employee of the College who is hired into a job classification that is represented by the ECCE, Local 6142.

 

Please work with your manager and Human Resources to find the solution that best fits your individual needs. Employees who voluntarily elect to stay at home to care for children and/or elderly family members who live with them may use sick leave.

If an employee is instructed by management to stay at home due to circumstances related to COVID-19 and is not given a telecommuting work arrangement to do at home, he or she will be placed on a paid administrative leave with no work assignments. If the manager is able to develop a telecommuting work arrangement so the employee can work from home, the employee will receive their regular pay for work produced. 

 

All telecommuting work arrangements must be assessed and arranged by the unit manager in consultation with their area vice president. Management will determine and inform employees whether a remote work arrangement is a feasible option.

 

If a full-time employee is experiencing symptoms related to the COVID-19 vaccine that prevents them from coming to work or teleworking, they may charge their absence to SB 95’s supplemental paid sick leave provided that the time away from work falls within the dates of January 1, 2021 through September 30, 2021. Part-time employees may use a prorated portion of California’s SB 95 additional paid sick leave to cover their absence while remaining in a paid status.

Employees who schedule their COVID-19 vaccination appointments after September 30, 2021 and experience symptoms, must use their accrued sick and/or vacation time to cover any absences from work. Contact Human Resources for additional help and/or information about available paid leaves.

 

It depends. While on quarantine leave or during self-isolation, employees who are asymptomatic are to remain reachable via phone or email to discuss business-related matters during regularly scheduled work hours. Employees who have jobs that can be done remotely are expected to continue working while at home. If during quarantine leave or self-isolation, your health condition changes, full-time employees may use California’s SB 95 paid sick leave benefit to cover their absence up to 80 work hours. Additional paid leaves may be available, if needed. Part-time employees may use a prorated portion of California’s SB 95 paid sick leave benefit to cover their absence while remaining in a paid status. Contact Human Resources for additional help and/or information about available paid leaves. 

 

Employees who need to take a leave of absence from their regularly scheduled work hours in order to have their family member or child receive the COVID-19 vaccine may use their accrued paid time to cover their time away from work or take the time unpaid.