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HR-700 Enhanced HR Policies for Employees in Response to COVID-19 Q&A

We recognize that there may be times when employees require additional support that our current policies do not contemplate or accommodate. If you confront a particularly difficult circumstance, Human Resources is available to offer employment-related guidance and support.

Because the situation is rapidly evolving and recommendations from the CDC and the U.S. Department of State change daily, members of the University community are encouraged to monitor the CDC and U.S. Department of State websites for the most up to date information.


General Questions

  1. What is coronavirus?
    Coronaviruses are a family of viruses common throughout the world that can cause illness in both animals and people. This is a virus with symptoms similar to an upper respiratory infection. Symptoms may appear 2-14 days after exposure and may include:
    • Fever
    • Cough
    • Shortness of breath

    For updated information about the Coronavirus (COVID-19), the Center for Disease Control and Prevention (CDC) communicates up-to-date information at https://www.cdc.gov/coronavirus/2019-ncov/index.html.

  2. What is the difference between “isolation”, “social distancing” and “quarantine”?
    Isolation means the separation of a person or group of people known or reasonably believed to be infected with a communicable disease and potentially infectious from those who are not infected to prevent the spread of communicable disease. Isolation for public health purposes may be voluntary or compelled by federal, state, or local public health orders.

    Social distancing means remaining out of congregate settings, avoiding local public transportation (e.g., bus, subway, taxi, rideshare), and maintaining distance (approximately 6 feet or 2 meters) from others. If social distancing is recommended, presence in congregate settings or use of local public transportation should only occur with the approval of local or state health authorities.

    Quarantine in general means the separation of a person or group of people reasonably believed to have been exposed to a communicable disease but not yet symptomatic, from others who have not been so exposed, to prevent the possible spread of the communicable disease.

  3. What should I do if I have been in contact with someone who returned from a Level 3 location prior to their self-quarantine?
    Contact your healthcare provider to determine if precautions should be taken. Call ahead before you go to a doctor’s office or emergency room. Tell them about your recent contact and your symptoms (if any are present).

    Additional precautions include:

    • Avoid contact with others
    • Do not travel on public transportation
    • Washing your hands frequently with soap and water for 20 seconds or using alcohol-based sanitizer with 60%-95% alcohol if soap and water are not available
    • Avoid touching your eyes, nose, and mouth with unwashed hands
    • Avoid close contact with people who are sick
    • Cover your nose and mouth with a tissue when you cough or sneeze then throw the tissue in the trash
    • Stay home when you are sick until you are free from symptoms including fever, cough, and respiratory ailments
  4. What if I think I was exposed to the virus?
    If you feel sick and have reason to believe you were exposed to the coronavirus, call ahead before visiting your health care provider. Your provider's office will take steps to keep other people from potentially getting infected or exposed. The CDC has issued information regarding symptoms, prevention and treatment, as well as a number of other frequently asked questions and answers.

    If you are experiencing a non-emergency health condition and would like to call or video-chat with a doctor from the comfort of your own home, virtual visits are available to those covered by a UM System health insurance plan.


Travel-related questions

  1. When should employees avoid traveling?
    The Center for Disease Control recommends that travelers avoid all nonessential travel to "warning level 3" locations. Information may be found at CDC Travel Health Notices.

    For information about university-sponsored travel, please visit the 2019 Novel Coronavirus (COVID-19) Updates webpage for updated information.

  2. If an employee’s travel is delayed due to the virus, will the University pay for the additional travel costs (e.g., additional hotel, meals)?
    It depends. There are several factors that may contribute to determining if travel costs will be approved per University policy. Examples include if the employee is traveling due to university-related business, or if the employee will be working remotely during the delay, etc.

    Please consult with your HR Business Partner/HR Consultant and Finance Officer to assess the situation.

  3. My family is returning from a Level 3 location. Should I self-quarantine?
    In some situations, it may be appropriate to stay home from the worksite for a period of time based on reliable information about potential virus exposure.

    Please contact your local health authority to determine if precautions should be taken.

  4. What precautionary steps should I take when traveling?
    Given the fluidity of the situation, supervisors and employees are encouraged to discuss in advance, and plan for, the possibility of telework for a period of time after returning from all travels to any area where there is suspected COVID-19.

    Upon returning home, if COVID-19 has been identified from the location of your travels, contact your healthcare provider to determine what precautions should be taken. Call ahead before you go to a doctor’s office or emergency room. Tell them about your recent contact and your symptoms (if any are present).

    Please refer to the CDC guidelines for up-to-date information.


FFCRA Paid Sick Leave and Extended FMLA Questions (updated 04/06/2020)

  1. What is the Emergency Paid Sick Leave Act and the Extended Family and Medical Leave Expansion Act and when is it in effect?
    The US federal government created the Family First Coronavirus Response Act (FFCRA), which includes the Emergency Paid Sick Leave and Extended Family and Medical Leave, to provide additional pay and job protection for individuals impacted by COVID-19. The FFCRA is in effect April 1, 2020 through December 31, 2020.
     
  2. How do I request FFCRA paid leave or FFCRA extended FMLA?
    Employees requesting paid time off as a result of qualifying FFCRA reasons must complete the “FCCRA Paid Sick Leave and Paid Family and Medical Leave Request Form

    The form will be reviewed by human resources for eligibility and approval. Instructions on where to submit the form for review and approval is noted on the request form.

  3. What is a full-time employee under FFCRA paid sick leave?
    For purposes of the FFCRA paid sick leave, a full-time employee is an employee who is normally scheduled to work 40 or more hours per week.

    In contrast, the FFCRA expanded family and medical leave does not distinguish between full- and part-time employees, but the number of hours an employee normally works each week will affect the amount of pay the employee is eligible to receive.

  4. What is a part-time employee under FCCRA paid sick leave?
    For purposes of the FCCRA paid sick leave, a part-time employee is an employee who is normally scheduled to work fewer than 40 hours per week.

    In contrast, the FFCRA expanded family and medical leave does not distinguish between full- and part-time employees, but the number of hours an employee normally works each week will affect the amount of pay the employee is eligible to receive.

  5. How do I qualify for additional paid leave under the FFCRA paid sick leave?
    An employee may qualify if they are unable to work or telework because they are:
    1. subject to a Federal, State, or local quarantine or isolation order related to COVID-19 (e.g., stay-at-home orders);
    2. advised by a health care provider to self-quarantine related to COVID-19;
    3. experiencing COVID-19 symptoms and are seeking a medical diagnosis;
    4. caring for an individual who is subject to federal, state or local quarantine (e.g., stay-at-home order) or advised by a health care provider to self-quarantine due to COVID-19;
    5. caring for a child whose school or place of care is closed or childcare provider is unavailable for reasons related to COVID-19; or
    6. experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.
       
  6. What does it mean to be unable to work, including telework, for COVID-19 related reasons?
    You are unable to work if your supervisor has work for you and one of the COVID-19 qualifying reasons set forth in the FFCRA prevents you from being able to perform that work, either under normal circumstances at your normal worksite or by means of telework.

    If you and your supervisor agree that you will work your normal number of hours, but outside of your normally scheduled hours (for instance early in the morning or late at night), then you are able to work and leave is not necessary unless a COVID-19 qualifying reason prevents you from working that schedule.

  7. How much will I be paid if I qualify for FFCRA paid sick leave?
    Employees will receive 100% of their regular rate (with a maximum pay of $511 per day and $5110 total) if they are unable to work or telework due to reasons i, ii, or iii below.
    1. Employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19 (e.g., stay-at-home orders);
    2. Employee is advised by a health care provider to self-quarantine related to COVID-19;
    3. Employee is experiencing COVID-19 symptoms and seeking a medical diagnosis;
    4. Employees will receive 2/3 of their regular rate (with a maximum pay of $200 per day and $2000 total) if they are unable to work or telework due to reasons iv, v, or vi below.
    5. Employee is caring for an individual who is subject to federal, state or local quarantine (e.g., stay-at-home order) or advised by a health care provider to self-quarantine due to COVID-19;
    6. Employee is caring for a child whose school or place of care is closed or childcare provider is unavailable for reasons related to COVID-19; or
    7. Employee is experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.
       
  8. Can I receive pay for FFCRA emergency sick leave more than once?
    Employees may be eligible for up to two weeks of paid sick leave for any combination of qualifying reasons. Employee may not receive two weeks for each qualifying reason.
     
  1. How do I qualify for the FFCRA expanded Family and Medical Leave?
    To qualify, an employee must have been employed for the University for at least 30 days prior to the date the leave is needed and be unable to work or telework because of a need to care for their child whose school or place of care (e.g. day care) is closed or unavailable due to COVID-19. Effective May 1, 2020, employees will need to contact Unum to for FMLA administration.
     
  2. How do I know whether I have “been employed for at least 30 calendar days” for purposes of FFCRA expanded family and medical leave?
    You are considered to have been employed for at least 30 calendar days if you have been on payroll for the 30 calendar days immediately prior to the day your leave would begin (e.g., if you want to take leave on April 1, 2020, you would need to have been on payroll as of March 2, 2020).
     
  3. How will I be paid if I qualify for of FFCRA expanded family and medical leave?
    Employees who qualify for FFCRA expanded family and medical leave may receive up to two weeks of FFCRA paid sick leave, and up to 10 weeks of paid leave under the expanded family and medical leave, at 2/3 of their regular rate with a maximum of $200 per day or $12,000 total.

    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 (e.g. vacation, sick, personal days). After the first two weeks, you must use the available University paid leave including accrued sick leave up to 30 days, vacation (including 15-day deficit), personal days and compensatory time. 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. Why am I required to use available University paid leave before using FFCRA expanded family and medical leave?
    FFCRA Expanded FMLA Leave counts toward an eligible employee’s FMLA leave entitlement. HR-407, Family and Medical Leave Act, already requires employees to use available paid time as part of FMLA leave, and the University is applying this existing pay practice to the new FFCRA Expanded FMLA Leave.

    Please note, the use of existing paid leave policies provides full pay prior to any remaining FFCRA paid family and medical leave, which is paid at 2/3 the employee's regular rate.

  5. Will I receive shift differential pay for FFCRA paid sick leave and FFCRA extended family and medical leave?
    Yes. Employees regular rate of pay will include shift differential pay.
  6. If I take leave under the FFCRA paid sick leave, does that count against other types of paid sick leave to which I may be entitled to under other University leave policies?
    No. FFCRA paid sick leave is in addition to other University leave provided (e.g. vacation, sick, and personal days).
     
  7. Am I required to use FFCRA paid sick leave before using my PTO?
    No. An employee may choose to utilize accrued PTO (e.g., vacation, sick leave, personal days) prior to using FFCRA paid sick leave.
     
  8. Can I use available Paid Time Off (e.g., vacation or sick) to supplement the amount I receive from FFCRA paid sick leave and FFCRA extended family and medical leave?
    No, you may not use available PTO to supplement the amount you receive from FFCRA paid sick leave and FFCRA extended family and medical leave. In other words, PTO may not be used to replace 1/3 unpaid leave as a result of receiving 2/3 paid leave.
     
  9. May I use paid leave for FFCRA paid sick leave and FFCRA extended family and medical leave together for any COVID-19 related reason?
    No. The FFCRA extended family and medical leave applies only when you are on leave to care for your child whose school or place of care is closed, or whose child care provider is unavailable, due to COVID-19 related reasons. However, you may be eligible to take FFCRA paid sick leave for numerous other reasons.
     
  10. Is all leave under the HR-407 FMLA now paid leave?
    No. The only type of family and medical leave that is paid leave is expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act (FFCRA) when such leave exceeds ten days. This includes only leave taken because the employee must care for a child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons.
     
  11. What if I have already used a portion of the 12 weeks of FMLA leave?
    An employee can utilize the remaining FML available. The FFCRA extended family and medical leave does not extend the amount of leave available to employees. The FFCRA extended family and medical leave does, however, provide an additional qualifying reason to be eligible for FMLA.
     
  12. May I use leave for FFCRA paid sick leave and FFCRA extended family and medical leave intermittently while teleworking?
    An intermittent leave may be taken while teleworking, if approved by your department.
     
  13. May I take FFCRA paid sick leave intermittently if I am required to work on campus?
    In order to reduce the risk of spreading COVID-19, FFCRA regulations do not allow intermittent FFCRA paid sick leave for the following qualifying reasons:
    1. You are subject to a Federal, State, or local quarantine or isolation order related to COVID-19 (e.g., stay-at-home orders);
    2. You have been advised by a health care provider to self-quarantine due to concerns related to COVID-19;
    3. You are experiencing symptoms of COVID-19 and seeking a medical diagnosis;
    4. You are caring for an individual who either is subject to a quarantine or isolation order related to COVID-19 or has been advised by a health care provider to self-quarantine due to concerns related to COVID-19; or
    5. You are experiencing any other substantially similar condition specified by the Secretary of Health and Human Services.

    Once you begin taking paid sick leave under FFCRA paid sick leave for one or more of these qualifying reasons, you must continue to take paid sick leave each day until you either (1) use the full amount of paid sick leave or (2) no longer have a qualifying reason for taking paid sick leave.

  14. May I take FFCRA extended family and medical leave intermittently while my child’s school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons, if I am not teleworking?
    Yes, but only with your supervisor’s approval. Intermittent leave for FFCRA paid family and medical leave should be permitted only when you and your supervisor agree upon such a schedule (e.g., if your supervisor and you agree, you may take expanded family and medical leave on Mondays, Wednesdays, and Fridays, but work Tuesdays and Thursdays, while your child is at home because your child’s school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons, for the duration of your leave).

    If you and your supervisor are unable to agree upon a schedule for intermittent leave, you may take FFCRA leave continuously.

  15. If my scheduled work hours are reduced, can I use FFCRA paid sick leave or FFCRA extended family and medical leave for the hours that I am no longer scheduled to work?
    No. If your supervisor reduces your work hours because they do not have work for you to perform, you may not use FFCRA paid leave for the hours that you are no longer scheduled to work. This is because you are not prevented from working those hours due to a COVID-19 FFCRA qualifying reason, even if your reduction in hours was somehow related to COVID-19.

    You may, however, take FFCRA paid sick leave or FFCRA extended family and medical leave if a COVID-19 FFCRA qualifying reason prevents you from working your full schedule. If you do, the amount of leave to which you are entitled is computed based on your work schedule before it was reduced.

  16. Do I need a Return to Work Authorization when I’m ready to come back to work?
    It depends. CRR 340.010 Family and Medical Leave requires an employee to provide a health care provider’s statement for the employee’s own serious health condition. If the employee is out due to care for a family member, a Return to Work Authorization will not be required.
     
  17. Who is a “health care provider” for purposes of determining individuals whose advice to self-quarantine due to concerns related to COVID-19 can be relied on as a qualifying reason for paid sick leave?
    The term “health care provider,” as used to determine individuals whose advice to self-quarantine due to concerns related to COVID-19 can be relied on as a qualifying reason for paid sick leave, means a licensed doctor of medicine, nurse practitioner, or other health care provider permitted to issue a certification for purposes of the FMLA.
     
  18. My position is excluded from these leaves because I am a “health care provider” or “emergency responder”. Why are these positions excluded?
    Federal regulations indicate that health care providers and emergency responders may be excluded from the FFCRA paid sick leave and FFCRA paid family and medical leave. These exclusions, in part, are to support the staffing necessary to combat COVID-19 and keep providing society with access to essential services.

    Visit the Department of Labor website for specific definitions of health care providers and emergency responders.


Benefits-Related Questions (effective 03/18/2020 to 06/18/2020)

  1. What resources does UnitedHealth Care (UHC) provide for COVID-19?
    UHC provides a number of resources including: a new online symptom checker, access to Telehealth and Virtual Visits, emotional support resources and more. For additional details view UnitedHealthcare's update 'Latest on COVID-19'.
     
  2. Will I have an out-of-pocket expense if I receive testing for COVID-19?
    Out-of-pocket expenses include copays, coinsurance and deductibles. Effective 03/18/2020, the University is waiving out-of-pocket expenses COVID-19 testing and certain related services provided at approved locations in accordance with the CDC guidelines.
     
  3. What is considered testing and related services for COVID-19?
    Testing and related services are items and services related to the furnishing or administration of the COVID-19 testing or to the evaluation of such individual for purposes of determining the need for the test at approved locations.
     
  4. Where can I receive free COVID-19 testing?
    The University will cover the cost of COVID-19 testing at approved locations, which include either in-network or out-of-network in a health care provider’s office, an urgent care center, emergency department, or through a virtual visit through the UHC website or MU Healthcare video visits. No prior authorization is required.
     
  5. How long will the out-of-pocket expenses for COVID testing be waived?
    Copays, coinsurance and deductibles for visits associated with COVID-19 testing will be waived through June 18, whether the care is received in a health care provider’s office, an urgent care center, emergency department.
     
  6. Does the no-cost member share apply for care or treatment for COVID-19?
    No, care or treatment for COVID-19 will be covered in accordance with your health benefit plan. Copays, coinsurance, and deductibles will apply, with the exception of receiving treatment through a virtual visit (note: virtual visits are different than Telehealth visits).
     
  7. What is the difference between a virtual visit and a Telehealth visit?
    A virtual visit connects you to doctor from Amwell, Doctor on Demand or Teledoc, whereas Telehealth is an electronic visit with your regular established physician (PCP) or Specialist provider. Please note, not all providers offer Telehealth visits.
     
  8. What will be my cost share for care and treatment, including for COVID-19, if I receive treatment through a virtual visit?
    All services received through a virtual visit, not limited to testing or services related to COVID-19, will be a no-cost member share through June 18, 2020. After this date, applicable copays, coinsurance and deductibles will apply.
     
  9. What will my cost be for a Telehealth visit for services other than for testing of COVID-19?
    Copays, coinsurance and deductibles will apply for visits that are not for COVID-19 testing or certain related services.
     
  10. What is a virtual visit and what can I expect?
    Virtual visits let you see and talk—by phone or video—to a doctor from Amwell, Doctor on Demand or Teledoc, from your mobile device or computer without an appointment, any time. During a virtual visit, you will be able to talk to a doctor from Amwell, Doctor on Demand, or Teledoc about your health concerns, symptoms and treatment options. Most visits take about 10-15 minutes and doctors can write a prescription. Prescription services may not be available in all states. Please visit the virtual visits webpage to review the services available through a virtual visit.
     
  11. Are virtual visits available for behavioral health?
    Yes, copay, coinsurance and deductibles will still apply to these visits. To learn more, visit the behavioral health webpage.

Return to the Workplace (effective 05/13/2020)

  1. When the stay-at-home orders have been lifted, when can employees return to work on campus?
    Employees may return to on-site work when directed by their supervisor.
     
  2. What if an employee is unable to work?
    Employees who are directed to return to work on-site work who are unable to do so may be eligible for leave, alternative work arrangements, or enhanced precautionary measures in accordance with HR-700:
    • Employees who are caring for an immediate family member whose school or place of care is closed for reasons related to COVID-19 may be eligible for FFCRA Paid Sick Leave, FFCRA Expanded FMLA Leave, or enhanced University leave in accordance with HR-700 I.B
    • Employees who are subject to a quarantine or isolation order or have been advised by a health care provider to self-quarantine, or who are caring for an individual who is subject to a quarantine or isolation order or have been advised by a health care provider to self-quarantine, may be eligible for FFCRA Paid Sick Leave or enhanced University leave in accordance with HR-700 I.C
    • Employees who have been exposed or are reasonably believed to have been exposed to the coronavirus causing COVID-19, or who are experiencing symptoms of COVID-19 or have a diagnosis of COVID-19, may be eligible for FFCRA Paid Sick Leave or enhanced University leave in accordance with HR-700 I.C
    • Employees who may be at higher risk for severe illness from COVID-19 should contact human resources to discuss possible reasonable accommodations in accordance with HR-700 I.H
  3. What if an employee discloses they are at increased risk for COVID-19?
    Employees directed to return to work on site who may be at higher risk for severe illness from COVID-19 should notify their supervisor and their university’s human resources office. Supervisors should direct employees who disclose that they may be at higher risk for severe illness from COVID-19 to their university’s human resources office, who may ask employees to describe the type of assistance they think may be needed (e.g. telework or additional precautionary measures). Any requests for disability-related accommodations will be handled in accordance with the normal process for disability accommodations.
     
  4. May employees be required to wear personal protective equipment (e.g. medical-grade mask, gloves, or gowns)?
    Yes, employees may be required to wear personal protective equipment (“PPE”) during a pandemic.

    The University is not requiring PPE for all employees directed to return to work on site, but units may implement additional precautionary measures, including requiring employees to wear PPE, with approval of the President, Chancellor, or their designees. Employees who are directed to wear PPE and who need disability-related accommodations should contact their human resources office.

  5. May employees be directed to submit to a medical screening to determine whether they have a fever or other symptoms of COVID-19?
    Yes. During a pandemic, employees may be screened for symptoms of COVID-19, including measuring employees’ body temperature and asking whether they are experiencing symptoms of COVID-19.

    The University is not requiring medical screenings for all employees directed to return to work on site, but units may implement additional precautionary measures, including medical screenings, with approval of the President, Chancellor, or their designees. Units implementing medical screenings for employees working on site should contact their Human Resources Partner / Consultant for assistance with screening protocols to protect employee confidentiality and safety.

  6. Are employees required to report their temperature to their supervisor every day, even if they do not have a fever?
    The University is not requiring all employees to report their daily temperature if they do not have a fever. However, in accordance with CDC guidance, employees should measure their own temperature before work each day and notify their supervisor of any temperature over 100.4 degrees Fahrenheit. Employees should remember that coming to work while they may be experiencing COVID-19 symptoms puts themselves and others at risk, and the University has adopted enhanced leave benefits (including additional paid leave) to help employees keep themselves and the rest of the University community safe.
     
  7. May supervisors send employees home if they exhibit symptoms of COVID-19?
    Yes. The CDC states that employees who become ill with symptoms associated with COVID-19 at work during a pandemic should leave the workplace. Employees who are sent home or instructed to not come to work because they are exhibiting COVID-19 symptoms may use accrued leave or be approved for leave without pay. Employees who are seeking a medical diagnosis may be eligible for FFCRA Paid Sick Leave (See HR-700).
     
  8. How much information may supervisors request from employees who report feeling ill at work or who call in sick?
    Supervisors may ask employees who report feeling ill at work or who call in sick if they are experiencing symptoms of COVID-19, including cough, shortness of breath or difficulty breathing, fever, chills, muscle pain and new loss of taste or smell (see CDC for list of all symptoms). Information about employees’ symptoms must be treated as confidential.
     
  9. May a supervisor ask employees to disclose whether they have a medical condition that the CDC says could make them vulnerable to COVID-19?
    No. Employees who may be at higher risk for severe illness from COVID-19 should notify their supervisors and their university’s human resources office to request reasonable accommodation.
     
  10. May employees be required to provide a doctor’s note before returning to working on site?
    Yes. During a pandemic, employers may require employees who have been away from the workplace to provide a doctor’s note certifying fitness to return to work before returning to the workplace.

    The University is not requiring all employees directed to return to work on site to provide a doctor’s note prior to returning, but units may implement additional precautionary measures, including requiring employees to provide doctor’s notes certifying fitness to work, with approval of the President, Chancellor, or their designees. Units considering requiring doctor’s notes should contact their Human Resources Business Partner / Consultant for assistance developing appropriate forms to ensure employee confidentiality. Units should also consider whether, as a practical matter, doctors and other health care professionals in the community may be too busy to provide fitness for duty documentation.

    Employees who have had COVID-19 symptoms or diagnosis, or who have been exposed or believe they may have been exposed to the coronavirus causing COVID-19 should notify their supervisors prior to returning to work on site. Employees who may be at higher risk for severe illness from COVID-19 should notify their supervisors and their university’s human resources office to request reasonable accommodation.

  11. If an employee is absent related to COVID-19, will department absenteeism rules still apply?
    Employees shall continue to follow department established guidelines for attendance and requesting approval for time off. Departments are encouraged to support employees to stay home if they are sick, thereby minimizing the spread of potential viruses. Paid Time Off benefits are available in accordance with policy.
     

Created: 3/16/2020
Updated: 3/23/2020; 04/01/2020; 04/06/2020; 04/15/2020; 05/19/2020

Reviewed 2020-05-21