COVID-19 Booster Shots
Previously, Kaiser refused to allow employees to use their California COVID leave for any COVID-19 vaccine booster related side effects. An email had gone out to all Kaiser managers to code sick days related to the vaccine booster as PTO, even if the side effect first occurred on or before September 30, 2021; the Guild demanded that it be paid per California COVID leave since California Labor Code section 248.2 did not differentiate between initial and booster vaccination.
Today, the labor leaders received the following email:
“There is an update to Covid Booster information and time off. In addition to the ‘initial dose’ of the COVID 19 Vaccination, the COVID booster is covered by the California Supplemental Paid Sick Leave provided that the booster was received prior to October 1, 2021. The CA SPSL expired on 9/30, therefore, if the employee had CA SPSL available and the need for the time off arose on or before September 30, 2021, that employee should have been able to take it.
Employees may use any remaining Covid Leave pay (CA SPSL) they had available for the boosters received in September 2021. ADC coding.
If their reaction to the booster started in September and continued into October employees can use the (CA SPSL) ADC coding for this reaction up to 10/31.
Employees who were coded for sick time and need time coding changed to CA SPSL should reach out to their supervisor for a prior pay period adjustment.”
If you first experienced an adverse reaction to the Covid booster vaccine on or before 9/30/2021, you may use any remaining California Supplemental Paid Sick Leave (CA SPSL) hours if the need for time off arose. If your reaction continued into October 2021, you have up to 10/31/2021 to use any remaining CA SPSL hours. Please contact your manager if you were forced to use PTO or ESL.
As of now, Kaiser has stated that they will not pay for COVID-19 booster shots or any related adverse effects if the booster shot or adverse effect first occurred on or after October 1, 2021.
Kaiser has decided to do a second audit of all religious exemption requests. So, you may receive a request for more information. If an employee is denied a religious exemption (even if previously conditionally approved), Kaiser plans to place that employee on an immediate unpaid leave until they come into compliance. The Guild has adamantly opposed this and demanded that Kaiser change their policy.