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

Updated 08/18/2020

  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 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. You may also use vacation, compensatory, or personal days and up to 15 days of unearned vacation leave for this purpose.
      3. Under the new federal Families First Coronavirus Response Act (FFCRA), if the family member is your child(ren) you may also be eligible for up to 12 weeks of Paid Sick Leave and Expanded FMLA Leave. The first two weeks may be paid by FFCRA Paid Sick Leave at 2/3 pay or you may choose to substitute available University paid leave described above. After the first two weeks, you must use the available accrued University paid leave You may choose to use up to 15 days of unearned vacation. After that is exhausted, the remaining time will be FFCRA Expanded FMLA Leave at 2/3 pay. FFCRA leave to care for a child whose school or daycare is closed is limited to a maximum of 12 weeks, including FFCRA Paid Sick Leave, FFCRA Expanded FMLA Leave, and University paid leave.
      4. The school and daycare closure policy (including FFCRA leave) does not apply to employees in University of Missouri Health Care, employees with job duties involving clinical care operations that are continuing, and other health care providers and emergency responders designated by the University System’s Chief Human Resources Officer.
    4. Quarantine / Stay-at-Home Order. What if I am healthy and able to work, but I am kept away from the worksite at the direction of the University, public health authorities, or a health care provider or by a stay-at-home order?
      1. To the extent feasible, you will be expected to telework on regular duties or duties as assigned.
      2. If telework is not feasible, you will be granted up to two weeks of FFCRA Paid Sick Leave at regular pay.
      3. If you are caring for someone who is quarantined and telework is not feasible, you may also qualify for two weeks of FFCRA Paid Sick Leave at 2/3 pay.
      4. In addition, if the direction keeping you away from the worksite has been issued to you personally by the University or public health authorities because of concern that you been exposed to the coronavirus, you may qualify for administrative leave in addition to the FFCRA Paid Sick Leave. The total of FFCRA Paid Sick Leave and administrative leave will be up to 15 days of paid leave.
    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 compensatory time, sick, vacation or personal leave. You may also use up to 15 days of unearned vacation leave.
      3. The FFCRA may also provide up to two weeks of Paid Sick Leave at regular pay if you are taking leave for yourself or at 2/3 pay if you are taking leave for someone else.
      4. 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 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. You may also use vacation, compensatory, or personal days and up to 15 days of unearned vacation leave for this purpose.
      2. Under FFCRA, if the family member is your child you may also be eligible for up to 12 weeks of Paid Sick Leave and Expanded FMLA Leave. The first two weeks may be paid by FFCRA Paid Sick Leave at 2/3 pay or you may choose to substitute available University paid leave described above. After the first two weeks, you must use the available accrued University paid leave. You may choose to use up to 15 days of unearned vacation. After that is exhausted, the remaining time will be FFCRA Expanded FMLA Leave at 2/3 pay. FFCRA leave to care for a child whose school or daycare is closed is limited to a maximum of 12 weeks, including FFCRA Paid Sick Leave, FFCRA Expanded FMLA Leave, and University paid leave.
      3. The school and daycare closure policy (including FFCRA leave) does not apply to employees in University of Missouri Health Care, employees with job duties involving clinical care operations that are continuing, and other health care providers and emergency responders designated by the University System’s Chief Human Resources Officer.
    4. Quarantine / Stay-at-Home Order. What if I am healthy and able to work, but I am kept away from the worksite at the direction of the University, public health authorities, or health care provider or by a stay-at-home order?
      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 up to two weeks of FFCRA Paid Sick Leave at regular pay.
      3. If you are caring for someone who is quarantined and telework is not feasible, you will be eligible for two weeks of FFCRA Paid Sick Leave at 2/3 pay.
      4. In addition, if the direction keeping you from teleworking has been issued to you personally by the University or public health authorities because of concern that you have been exposed to the coronavirus, you can receive administrative leave in addition to the FFCRA Paid Sick Leave. The total of FFCRA Paid Sick Leave and administrative leave will be up to 15 days of paid leave.
    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. The FFCRA may also provide up to two weeks of Paid Sick Leave at regular pay if you are taking leave for yourself or at 2/3 pay if you are taking leave for someone else.
      4. 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 may use any FFCRA Paid Sick Leave if applicable or other paid leave that is available to you. If you do not have available paid leave, you may be approved for unpaid leave
    3. Insurance premiums. If you are a benefit-eligible employee, you will be eligible to continue your insurance benefits while on a leave. How the premiums are collected will depend on if you have enough earnings to cover the full premiums. Generally speaking, if you are unpaid for a month or less, the UM System Office of Human Resources will adjust your next paycheck(s) accordingly for the missed premiums. You will be notified by email of any adjustments made. If you are unpaid for more than a month, you will receive a billing statement from the University for the month(s) of coverage you owe. For questions, Contact your local HR Generalist or the HR Service Center at (573) 882-2146, toll free at (800) 488-5288 or at HRServiceCenter@umsystem.edu
    4. School or daycare closure, quarantine or sickness. If you are not available to work because you need to care for an immediate family member because of a school or daycare closure; you are kept from the worksite at the direction of the University or public health authorities because of your actual or suspected exposure to coronavirus; or you have symptoms or been diagnosed with COVID-19 or are caring for an immediate family member with symptoms or diagnosed with COVID-19, you may use the leave that would be available if you were required to work on site.

Note on FFCRA Leave– FFCRA leave is not available to employees in University of Missouri Health Care, employees with job duties involving clinical care operations that are continuing, and other health care providers and emergency responders designated by the University System’s Chief Human Resources Officer. FFCRA Paid Sick Leave is capped at $511 per day and $5110 total if you are taking leave for yourself or $200 per day and $2,000 total if you are taking leave for someone else. FFCRA Expanded FMLA Leave is also capped at $200 per day and $10,000 total for a maximum benefit of $12,000. FFCRA Paid Sick Leave may be used prior to using other available paid leave, but existing University leave may not be taken at the same time to “top off” the amounts received under FFCRA leave.

Reviewed 2020-08-19