Skip to main content

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 Center for Disease Control and Prevention (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 but is not limited to:
    • Fever
    • Cough
    • Shortness of breath

    Refer to the CDC for up-to-date list of symptoms.

  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).  Follow the advice of your healthcare professional and consult with human resources as needed. 
     
  4. What if I think I was exposed to the Coronavirus and am experiencing symptoms? (Updated 08/2020)
    If you have reason to believe you were in close contact to someone who has been diagnosed with coronavirus, and are experiencing symptoms that cannot be explained by existing conditions (e.g. allergies), please contact your health care provider and follow any advice given.  A close contact is defined as being within 6 feet for at least 15 minutes (see CDC for detailed definition).

    If you would like to call or video-chat with a doctor, virtual visits are available to those covered by a UM System health insurance plan.


Travel-related questions

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

    For information about university-sponsored travel, please visit 2019 Novel Coronavirus (COVID-19) Updates for 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 or personal 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. If returning from work related travel, contact your HR Business partner for options related to paid leave and/or working from home.   If returning from personal travel and you have to quarantine, the employee should work remotely to the extent feasible or use their accrued paid time off.  

    Please contact your local health authority or personal healthcare provider 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.

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

COVID Leave and Pay Questions (added 04/06/2020; revised 08/2020, 09/2020)

  1. How many “15-days of administrative leave” can an employee have? Can an employee receive it multiple times? (Added 08/2020)
    Administrative leave under HR-700 is not available after a total of 15 days leave has been exhausted. Ex: An employee is paid 10 days administrative leave in March, and 5 days in April. If the employee is quarantined later in the year, they are not eligible for additional administrative leave.
     
  2. Are Graduate Assistants eligible for up to 15 days paid leave? (Added 08/2020)
    For purposes of this policy graduate students, such as Graduate Research Assistants and Graduate Teaching Assistants, are eligible for up to 15 days paid leave per HR-700 section II.D.(Administrative Leave) due to the student employment status. They are not eligible for Academic leave identified in HR-700 section II.E. (Academic Appointments).
     
  3. What is the Emergency Paid Sick Leave Act and the Expanded 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 Expanded 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.
     
  4. How do I request FFCRA Paid Sick Leave or FFCRA Expanded FMLA? (Updated 09/2020)
    • For FFCRA Paid Sick Leave, employees must complete the “FCCRA Paid Sick Leave and Paid Family and Medical Leave Request Form”. If you do not have access to the form, contact your supervisor to discuss options regarding the completion of the form. The information submitted will be reviewed by human resources for eligibility and approval. Instructions on where to submit the form is noted on the request form.
    • Questions related to what positions are excluded from FFCRA eligibility due to “health care provider” or “emergency responder” provisions, you may contact human resources or the University Leave Administrative team or view which positions are not eligible (coming soon).
    • For FFCRA Expanded FMLA employees will need to contact Unum for FMLA administration at 1-866-779-1054.
  5. How is a full-time and a part-time employee defined under FFCRA Paid Sick Leave?
    For purposes of the FFCRA Paid Sick Leave,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.
    • A full-time employee is an employee who is normally scheduled to work 40 or more hours per week.
    • A part-time employee is an employee who is normally scheduled to work fewer than 40 hours per week.
  6. How do I qualify for FFCRA Paid Sick Leave and/or Expanded FMLA?
    FFCRA Paid Sick Leave and FFCRA Expanded FMLA Leave are available to all employees, including academic appointees; administrative, service and support staff; probationary and variable hour employees; and student employees (undergraduate and graduate).

    FFCRA Paid Sick Leave and Expanded FMLA Leave are 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. Employees will need to contact Unum for FMLA.

    An eligible employee may qualify if they are unable to work or telework because they are:

    • subject to a Federal, State, or local quarantine or isolation order related to COVID-19 (e.g., stay-at-home orders);
    • advised by a health care provider to self-quarantine related to COVID-19;
    • experiencing COVID-19 symptoms and are seeking a medical diagnosis;
    • 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;
    • caring for a child whose school or place of care is closed or childcare provider is unavailable for reasons related to COVID-19; or
    • experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.
  7. If an employee is asked to quarantine prior to a medical procedure, does this qualify as ‘quarantine’ for the purpose of FFCRA? (Added 08/2020)
    Yes, if the employee was advised by a health care provider to self-quarantine due to concerns related to the coronavirus, then the quarantine prior to a medical procedure may be considered for FFCRA purposes.
     
  8. 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 normal schedule (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 flexible schedule.

  9. 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 1, 2 or 3 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;

    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 4, 5, or 6 below.

    1. 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;
    2. 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
    3. 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.
  10. Can I receive pay for FFCRA Paid Sick Leave more than once?
    Employees may be eligible for up to two weeks of paid sick leave for any combination of qualifying reasons. However, employees do not receive two weeks for each qualifying reason.
     
  11. How do I know if I qualify for the FFCRA Expanded Family and Medical Leave?
    To qualify, an employee must have been employed by 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(ren) whose school or place of care (e.g. day care) is closed or unavailable due to COVID-19.  FFCRA Paid Sick Leave and FFCRA Expanded FMLA Leave are available from April 1, 2020 through December 31, 2020.
     
  12. How will I be paid if I qualify for 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 optional 15-day Enhanced Vacation), 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.

  13. Why am I required to use available University paid leave before using FFCRA Expanded Family and Medical Leave pay?
    FFCRA Expanded FMLA Leave counts toward an eligible employee’s FMLA leave entitlement. HR-407, Family and Medical Leave Act, 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 Expanded FMLA, which is paid at 2/3 the employee's regular rate.

  14. Will I receive shift differential pay for FFCRA Paid Sick Leave and FFCRA Expanded FMLA?
    Yes. Employees regular rate of pay will include shift differential pay if an employee is regularly scheduled to work an eligible shift.
     
  15. 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).
     
  16. Am I required to use FFCRA Paid Sick Leave before using my paid time off (PTO)?
    No. An employee may choose to utilize accrued PTO (e.g., vacation, sick leave, personal days) prior to using FFCRA paid sick leave.
     
  17. 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 Expanded FMLA?
    No, you may not use available PTO to supplement the amount you receive from FFCRA paid sick leave and FFCRA Expanded 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.
     
  18. May I use paid leave for FFCRA Paid Sick Leave and FFCRA Expanded Family and Medical Leave together for any COVID-19 related reason?
    No. The FFCRA expanded 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 other reasons.
     
  19. 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 when such leave exceeds ten days. This includes only leave taken because the employee must care for a child(ren) whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons.
     
  20. 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 expanded family and medical leave does not extend the amount of leave available to employees.
     
  21. May I take FFCRA Paid Sick Leave and FFCRA Expanded Family and Medical Leave intermittently while teleworking? (updated 08/2020; 09/2020)
    Yes, intermittent FFCRA leave is available while teleworking if the need for the leave is intermittent and approved by your supervisor.
     
  22. 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:
    • You are subject to a Federal, State, or local quarantine or isolation order related to COVID-19 (e.g., stay-at-home orders);
    • You have been advised by a health care provider to self-quarantine due to concerns related to COVID-19;
    • You are experiencing symptoms of COVID-19 and seeking a medical diagnosis;
    • 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
    • You are experiencing any other substantially similar condition specified by the Secretary of Health and Human Services.

    Once you begin taking leave under FFCRA paid sick leave for one or more of the above 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.

    Intermittent FFCRA Paid Sick Leave may be available for school or day care closures.

  23. May I take FFCRA Expanded Family and Medical Leave intermittently while my child(ren)’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? (Updated 08/2020; 09/2020)
    Yes, if the need for the leave is intermittent and approved by your supervisor.

    Employees do not need supervisor approval to take FFCRA leave in full-day increments to care for their child(ren) whose schools are operating on an alternate day (or other hybrid-attendance) basis because the need for leave is not intermittent.
     

  24. If my scheduled work hours are reduced, can I use FFCRA Paid Sick Leave or FFCRA Expanded 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 expanded 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.

  25. My position is excluded from FFCRA because I am a “health care provider” or “emergency responder”. What positions are excluded and why? (Updated 09/2020)
    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.

    For questions, please contact your campus, hospital, or system HR staff, or the University Leave Administrative team, or view positions which are not eligible (coming soon).

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

  26. My child’s school or place of care has moved to online instruction or to another model in which children are expected or required to complete assignments at home. Is it “closed” and how does this impact my eligibility for FFCRA eFMLA? (Added 08/2020)
    • If school is completely closed to in-person education (e.g. 100% online), the school is considered ‘closed’ for FFCRA eFMLA purposes. Employees may be eligible for FFCRA eFMLA.
    • If school is a hybrid – closed part of the time and on-line part of the time, employees may be eligible for FFCRA eFMLA during the time the school is on-line.
    • If schools provide the option for families to choose whether to attend in-person or on-line, the school is not considered to be closed. No FFCRA eFMLA eligibility.

Benefits-related Questions (effective 03/18/2020)

  1. What resources does UnitedHealth Care (UHC) provide for COVID-19? (updated 08/2020)
    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 employees enrolled in the university sponsored health plans can visit myuhc.com/covid and login to their account. You can also visit the CDC Coronavirus page.
     
  2. Will I have an out-of-pocket expense if I receive testing for COVID-19? (updated 08/2020)
    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. These costs will be waived effective 03/18/2020 until the Department of Health and Human Services ends the Public Health Emergency Declaration, unless otherwise determined by the University of Missouri.

    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.

  3. Where can I receive free COVID-19 testing? (updated 08/2020)
    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, or emergency department. No prior authorization is required. Please be aware that you may receive a bill for non-covered costs.
     
  4. Does the no-cost member share apply for care or treatment for COVID-19? (updated 08/2020)
    No, care or treatment for COVID-19 will be covered in accordance with your health benefit plan.  Copays, coinsurance, and deductibles will apply.
     
  5. What is the difference between a virtual visit and a Telehealth visit?
    A virtual visit connects you to a 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.
     
  6. What will be my cost share for care and treatment, including for COVID-19, if I receive treatment through a virtual visit? (updated 08/2020)
    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 September 30, 2020.  After this date, applicable copays, coinsurance and deductibles will apply.
     
  7. 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.
     
  8. 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 (added 05/13/2020)

  1. What if an employee is unable to return to on-site 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.
    • 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.
    • 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.
    • 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.
  2. What if an employee discloses that 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 to request a workplace arrangement or reasonable accommodation.
     
  3. Where are face coverings required and not required? (Added 08/2020)
    A cloth mask or other appropriate face coverings that cover the mouth and nose are required when social distancing is not feasible.

    Examples of where masks or coverings are required include:

    • Classrooms
    • Hallways, stairwells, and elevators
    • Common areas
    • Offices if closer than 6 feet to other employees 

    Examples of where masks or coverings may not be required include the following (consult with your campus policies, as they may require masks in these or additional circumstances):

    • Private offices when working alone
    • Meeting room space when working alone or able to maintain 6 feet or more physical distance from others
    • Dining facilities or lunch rooms when consuming food or beverages if social distancing is not possible
    • Outdoors when unable to maintain 6 feet or more physical distance from others
  4. May employees be required to wear personal protective equipment (e.g., medical-grade mask, gloves, or gowns)? (Updated 08/2020)
    Employees in a medical setting may be required to wear personal protective equipment (“PPE”) during a pandemic. All other employees may be required to wear face coverings on campus. Employees should refer to their campus guidelines for further details. 

    Employees who are directed to wear PPE or other face coverings, 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? (Updated 08/2020)
    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. In addition, specific tools may be implemented to aid with screening for symptoms in order to help prevent the spread of the virus.

    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? (Updated 08/2020)
    Employees are not required to report their daily temperature.  However, the University requires employees take their temperature daily and notify their supervisor if they have a temperature at or above 100.4 degrees Fahrenheit/38 degrees Celsius.

    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? (Updated 08/2020)
    Yes. Employees who have a fever of 100.4 a fever of 100.4 degrees Fahrenheit/38 degrees Celsius or higher, are experiencing COVID-19 symptoms unless symptoms are otherwise explained by existing conditions, have received a COVID-19 diagnosis, or who have had close contact with a person with COVID-19 diagnosis or unexplained symptoms, are required to avoid the worksite and other University premises, with the exception of appropriate health care facilities, until authorized to return.

    Employees who are sent home or instructed to not come to work because of these reasons may use accrued leave or be approved for leave without pay.  Employees seeking a medical diagnosis may be eligible for FFCRA Paid Sick Leave (See HR-700).

    The university’s chief human resources officer or designee may approve exceptions to remain on the worksite.

  8. How much information may supervisors request from employees who report feeling ill at work or who call in sick?
    Supervisors may ask employees 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 not explained by other medical conditions (see CDC for a 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 supervisor and their university’s human resources office to request a reasonable accommodation.
     
  10. If an employee is diagnosed with COVID-19, will they be required to provide a release before returning to working on site? (Added 08/2020)
    Each university will determine any requirement related to a release.  A doctor’s or public health official’s release may be required before an employee is allowed to return to work on site.  Such release will be determined with the approval of the president, chancellor, or their designees.

    Units considering requiring doctor’s notes should contact their Human Resources Business Partner/Consultant for guidance on how to maintain confidentiality when a doctor’s release is received. 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.

  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 be flexible and 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.
     
  12. Are supervisors responsible for contact tracing when an employee reports they have been diagnosed with COVID-19? (Added 08/2020)
    No. Supervisors are not responsible for contact tracing. Designated University employees and/or local health department is responsible for contact tracing.
     
  13. What can a supervisor communicate to their unit when they have been informed that someone within their department has been diagnosed with COVID-19? (Added 08/2020)
    Supervisors should follow campus guidelines regarding notification of potential exposure to COVID-19.  The identity of the employee should be kept confidential, but information may be shared with employees who have a need to know, including employees needed to assist with cleaning or assisting with work arrangements.
     
  14. If an employee is quarantined bu has exhausted available FFCRA Paid Leave, what paid time off options are available? (Added 08/2020)
    To the extent feasible, employees may work remotely. If available, employees may use available accrued leave (e.g., sick leave, vacation, personal), compensatory time, and Enhanced Vacation Leave per HR-700. Unpaid excused leave may be available when approved by your supervisor.
     
  15. If an employee is directed by a healthcare provider to self-quarantine as a precautionary measure (e.g. to avoid potential exposure to COVID prior to a surgery or birth of a child), what leave is available? (Added 08/2020)
    To the extent feasible, employees may work remotely. If available, available, employees may use available accrued leave (e.g., sick leave, vacation, personal), compensatory time, and Enhanced Vacation Leave per HR-700. Unpaid excused leave may be available when approved by your supervisor.

 

Created: 03/16/2020
Updated: 03/23/2020; 04/01/2020; 04/06/2020; 04/15/2020; 05/19/2020; 08/18/2020; 09/16/2020

Reviewed 2020-09-18