URGENT: San Francisco Public Health Emergency Leave (PHEL)

Companies with 500 or more employees worldwide, with a presence in San Francisco, must provide 80 hours of PHEL to full-time employees and the average number of hours worked over a two-week period for part-time employees (average over the last 6 months ending 2/25).

Sick Leave is available for immediate use and may be taken regardless of whether or when the employee is scheduled to work, provided that the total number of hours of leave taken in a week may not exceed the average number of hours over a one week period that the employee was scheduled over the previous six months (ending 2/25).

Any time off previously provided for any of the reasons outlined below, reduce the number of total hours available to the employee.

• Employee is unable to work due to being subject to a federal, state, or local ordinate to isolate, including those who are members of a “vulnerable population”

1. “Vulnerable populations include people who are over 60, people with certain health conditions (such as heart disease, lung disease, diabetes, kidney disease, and weakened immune systems), people who are pregnant or were pregnant within the last two weeks.

• Employee is advised by a healthcare provider to self-quarantine
• Employee is experiencing symptoms of COVID-19 and seeking diagnosis
• Employee is caring for a Family Member who is subject to the above order and been advised to self-quarantine with COVID-19 symptoms
• Employee is caring for a family member if the school/place of care for the family member has been closed due to the Public Health Emergency
• Other substantially similar condition, as specified by the Local Health Officer

Employee must be permitted to use PHEL before any other company provided time off. Use of this leave expires when the ordinance expires on the 61st day following enactment (June 17).

Employees should provide notice when reasonably foreseeable and be permitted to take PHEL in increments of one hour or less. The Company may require the employee to identify the need for the leave, but not the disclosure of health information or other documentation (including but not limited to a doctor’s note).