Skip to main content

Additional Guidance and FAQs for Enhanced HR Policies in Response to COVID-19

Effective Monday, March 23 at 12:00 a.m., each employee will either: (1) work on site, pursuant to supervisory approval; (2) telework on regular duties or other duties as assigned; or (3) neither be able to be on site or telework. Below, questions are answered for each scenario, with further details provided in HR-700.

  1. On site required. What if I am required to work on site?

    1. Compensation. You will continue to receive your normal rate of compensation.
    2. Duties. You will perform regular duties and/or other duties as may be assigned by your supervisor, including duties outside normal position duties and description.
    3. School or daycare closure. What if I need to care for an immediate family member because of a school or daycare closure?
      1. To the extent feasible, you will be expected to telework on regular duties or duties as assigned.
      2. If telework is not feasible, or if you are unable to telework while caring for the family member, you may use accrued sick leave up to 30 days.
      3. You may also use vacation, compensatory, or personal days and up to 15 days of unearned vacation leave for this purpose.
      4. The school and daycare closure policy does not apply to employees in University of Missouri Health Care or School of Medicine employees designated as providing direct patient care. The designation of providing direct patient care will be determined by the Dean of the School of Medicine.
    4. Quarantine. What if I am healthy and able to work, but I am quarantined from the worksite at the direction of the University or public health authorities?
      1. To the extent feasible, you will be expected to telework on regular duties or duties as assigned.
      2. telework is not feasible, you will be granted administrative leave up to 15 days.
    5. Sick. What if I have symptoms or been diagnosed with COVID-19 or I’m caring for an immediate family member with symptoms or diagnosed with COVID-19?
      1. You may telework if it is feasible.
      2. You may use sick, vacation or personal leave. You may also use up to 15 days of unearned vacation leave.
      3. You may also qualify for FMLA leave if you or your immediate family member is experiencing a serious health condition. Available paid leave, including unearned vacation leave, may be used as part of FMLA leave.
  2. Telework Required. What if I’m required to telework?
    1. Compensation. You will continue to receive your normal rate of compensation.
    2. Duties. You will perform regular duties and/or other duties as may be assigned by your supervisor, including duties outside normal position duties and description.
    3. School or daycare closure. What if I need to care for an immediate family member because of a school or daycare closure?
      1. If you are unable to telework while caring for the family member, you may use accrued sick leave up to 30 days.
      2. You may also use vacation, compensatory, or personal days and up to 15 days of unearned vacation leave for this purpose.
      3. The school and daycare closure policy does not apply to employees in University of Missouri Health Care or School of Medicine employees designated as providing direct patient care. The designation of providing direct patient care will be determined by the Dean of the School of Medicine.
    4. Quarantine. What if I am healthy and able to work, but I am quarantined from the worksite at the direction of the University or public health authorities?
      1. You will be expected to continue to telework on regular duties or duties as assigned.
      2. If telework is not feasible, you will be granted administrative leave up to 15 days.
    5. Sick. What if I have symptoms or been diagnosed with COVID-19 or I’m caring for an immediate family with symptoms or diagnosed with COVID-19?
      1. You may telework if it is feasible.
      2. You may use sick, vacation or personal leave. You may also use up to 15 days of unearned vacation leave.
      3. You may also qualify for FMLA leave if you or your immediate family member is experiencing a serious health condition. Available paid leave, including unearned vacation leave, may be used as part of FMLA.
  3. Unable to work on site or telework – What if I can neither work on site nor telework?
    1. Exhaust telework opportunities. Consult with your supervisor to determine whether you are able to perform normal or other duties assigned by your supervisor through a telework arrangement. Duties may be assigned outside normal position duties and descriptions.
    2. Compensation. If you are otherwise available to work and your supervisor determines that you cannot telework, you will receive administrative leave pay based on your normal rate of compensation and normal schedule.

Reviewed 2020-04-01