University of Illinois System

COVID-19 Restored/Retroactive Leave

In accordance with Public Act 102-0697, the University of Illinois System offers COVID-19 Restored Sick Leave and Retroactive Paid Administrative Leave to eligible employees who were employed as of April 5, 2022, the Act’s effective date.

​Eligibility

  1. Must be employed on or after April 5, 2022, the Act’s effective date, AND
  2. Must be "fully vaccinated against COVID-19" no later than 5 weeks after the effective date of the Act, which is May 10, 2022. “Fully vaccinated against COVID-19” means:
    1. 2 weeks after receiving the second dose in a 2-dose series of a COVID-19 vaccine authorized for emergency use, licensed, or otherwise approved by the United States Food and Drug Administration; or 2 weeks after receiving a single dose of a COVID-19 vaccine authorized for emergency use, licensed, or otherwise approved by the United States Food and Drug Administration.
      1. APRIL 26, 2022 is the date the last vaccine needs to have been received to be "fully vaccinated" five weeks after the Act's effective date.
    2. "Fully vaccinated against COVID-19" also includes any recommended booster doses for which the individual is eligible upon the adoption by the Department of Public Health of any changes made by the Centers for Disease Control and Prevention of the United States Department of Health and Human Services to the definition of "fully vaccinated against COVID-19" to include any such booster doses. At the time of the Act's effective date, booster doeses are not currently required, OR
  3. Must have received an approved medical or religious COVID-19 vaccination accommodation with the University by May 10, 2022 and were fully compliant with all requirements of that accommodation, including testing and/or masking.

Qualifying Leave Reasons

Both COVID-19 Restored Sick Leave and Retroactive Paid Administrative Leave require that an employee was unable to work or telework for one of the following qualifying reasons:

  1. The employee received a positive COVID-19 diagnosis via a PCR test or a probable COVID-19 diagnosis via an antigen diagnostic test.
  2. The employee was in close contact with a person who had a confirmed case a COVID-19 and was required to quarantine in accordance with UIC, UIUC, or UIS campus quarantine and isolation guidelines and/or procedures.
  3. The employee was required by UIC, UIUC, or UIS campus quarantine and isolation guidelines and/or procedures to be excluded from university property due to COVID-19 symptoms.
  4. The employee had to care for a child who was unable to attend daycare,* elementary or secondary school because the child had to isolate or quarantine because the child had:
    1. A confirmed positive COVID-19 diagnosis via a PCR test or a probable COVID-19 diagnosis via an antigen diagnostic test, or
    2. Been in close contact with a person who has a confirmed case of COVID-19 and was required to be excluded from school, or
    3. Been required by the school or school district policy to be excluded from school district property due to COVID-19 symptoms.

*The University of Illinois System has expanded coverage for children in daycare, which would include summer camps, which are not covered by the Act.

COVID-19 Restored Sick Leave

  1. Personal sick leave taken for qualifying COVID-19 reasons during the 2021 -2022 Academic Year (August 16, 2021 – August 15, 2022) can be restored. Personal sick leave taken for COVID-19 reasons before or after the 2021 – 2022 Academic Year does not qualify for restoration. 
  2. Personal sick leave must have been taken for one or more of the above qualifying reasons.
  3. Emergency sick leave taken under a COVID-related leave program that was paid at 100% regular rate of pay, such as FFCRA, ARPA, Hospital EAP, or Temporary Coronavirus-Related Paid Leave, is not personal sick leave and does not qualify for restoration.

COVID-19 Retroactive Paid Administrative Leave

  1. March 9, 2020 – April 4, 2022 is the time period for which personal vacation or floating holiday leave can be restored, and for which unpaid leave and/or unpaid time for hours that were scheduled but not worked due to a qualifying reason (such as for employees who do not accrue leave) can be paid.
  2. All employees, including those in positions that do not accrue leave, e.g., student employees, extra help, hourly, may qualify if eligibility and leave requirements are met.
  3. Personal vacation/floating holiday leave, unpaid leave, and unpaid time for hours not worked must have been taken for one or more of the above qualifying reasons.
  4. Personal vacation/floating holiday leave time will be restored and does not qualify for retroactive payment.
  5. Unpaid leave or unpaid hours that were scheduled but not worked due to a qualifying reason will be retroactively paid at the employee’s rate of pay at the time it was taken/not worked.
  6. There will be no change to leave balances or pay when an employee received full pay under another COVID-19 leave program, such as:  
    1. EAP (excused absence with pay)
    2. FFCRA Emergency Paid Sick Leave 100% regular rate of pay
    3. ARPA Emergency Paid Sick Leave 100% regular rate of pay
    4. University’s Temporary Coronavirus Paid Sick Leave 100% regular rate of pay

Documentation

Employees will be required to provide the following for leave requests:

  1. Completed and signed attestation form certifying and affirming their:
    1. Inability to work or telework due to a qualifying reason; and
    2. Vaccination status is on file with university OR they have been granted an accommodation and have been in full compliance with any testing and/or masking requirements. Dates for vaccination status or accommodation are required on the attestation form, and must conform to eligibility dates.
    3. If an employee is found to have falsified the need for leave and/or the contents of the attestation form, the employee may be denied the restoration/payment of leave and/or may be subject to disciplinary action up to and including termination.
  2. Other documentation as may be necessary to substantiate adherence with leave requirements.

Forms and Resources

Questions