Suspension of Leave Reduction Policies

Dear Bargaining Unit 2 Member:

CASE has received information from CalHR regarding suspension of mandatory leave reduction policies. When the 2020 Personal Leave Program (2020 PLP) furloughs were imposed, CASE fought hard to get the 640 hour cap raised by the amount of leave time required under 2020 PLP and to have mandatory leave reduction plans suspended. We were only able to get an agreement on the leave cap increases in the short time available for negotiations. However, CASE continued to pursue the issue and we are happy to report that effective immediately, CalHR has directed that all departments shall suspend policies that require leave balances be reduced below the cap and shall not require employees to implement leave reduction plans until the 2020 PLP program ends or July 1, 2022, whichever is sooner. The cap will still be increased by the amount of accrued 2020 PLP until the program ends.

2020 PLP requires members of Bargaining Unit 2 to take two days off per month. The State has agreed that those days, along with the use of paid sick leave and Emergency Family Medical Leave provided by state and federal legislation has made it difficult for some departments and employees to comply with leave-reduction plans and meet critical work demands during this ongoing state of emergency.

For reference, section 9.1(F) and 9.11(E) of the Bargaining Unit 2 Memorandum of Understanding (MOU), provides that whenever an employee’s leave balance accumulation exceeds 640 hours, the department head or designee has the right to order the employee to submit a leave request which will demonstrate how and when the employee plans to use any hours which will exceed the cap by the end of the calendar year. If the employee does not use the time as planned, the department head or designee may then order the employee to take excess time at the convenience of the department.

Please direct any questions or comments regarding the attached information to Katherine E. Regan at

This email may not reach all CASE members. Accordingly, CASE encourages you to pass this email along to any of your colleagues who may not have received it. If you are not receiving CASE emails and wish to receive future communications from CASE, please send an email to and request to be added to the distribution list. CASE also encourages you to send responses from your personal email address as opposed to your state email address. Please keep in mind that all responses will be treated as confidential by CASE.

As always, your support of CASE and your colleagues in Bargaining Unit 2 is greatly appreciated.


The CASE Board of Directors

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