COVID-19 Resources

If you do not currently have a Temporary Telecommute Agreement in place, you can approach your supervisor with a proposed plan. Your supervisor and Human Resources must agree and sign the Agreement. This is due to a variety of reasons, but most importantly, so that both the telecommuting employee and the department/unit understand the parameters, risks, liabilities and expectations while the employee is telecommuting.

Yes, but the Temporary Telecommute Agreement must be completed to memorialize the basic Agreement. Every situation may be different, and each department or unit should consider what will work best for them. Please create an agreement that is as detailed as it needs to be to set expectations while an employee is telecommuting. The more detailed agreement may be maintained by the supervisor and employee.

It depends on the duties the employee will have to perform from home. The employee’s potential at-home work environment, including their internet connection capacities, should be discussed by the employee and supervisor when going over the Temporary Telecommute Agreement and potential expectations for working from home. If the employee’s duties require a reliable internet connection, working from home may not be an option for that employee. Or, if there are tasks or duties that may be accomplished without reliable internet or with a slow internet connection, the employee should telecommute part time, whether it’s part of a day(s) or certain day(s). In that situation, for the remainder of the work week not designated for telecommute work, the employee may be eligible for COVID-19 Paid Administrative Leave as detailed above. The employee might obtain a hot spot from OIT based on availability.

There are options. Supervisors are encouraged to discuss telecommuting options with employees whose duties can be accomplished from home. Such arrangements would be approved by the appropriate administrator and Human Resources through a Temporary Telecommuting Agreement. Telecommuting is voluntary. Discuss with your supervisor and get clarification (scheduling, work assignments, performance, etc.), before signing. Employees may use University equipment at home. The equipment must be protected against damage and may be used for University work only. University-owned equipment will be serviced and maintained by the University. Please work with your supervisor to identify the equipment you need in consultation with the Office of Information Technology.

Not normally. Managers should actively encourage sick employees to stay home. If an employee is out sick for three or more days, the manager should contact Human Resources to determine if a health care provider’s note is necessary.

If you believe a staff member has COVID-19 or has had close contact with a person with COVID-19 (such as living in the same household), please contact Human Resources for guidance.

The Americans with Disabilities Act (“ADA”) permits an employer to require that an employee disclose health information regarding whether the employee poses a direct threat to the health or safety of themselves or others. The Equal Employment Opportunity Commission states there are four factors to consider in determining whether there is a direct threat: (i) the duration of the risk, (ii) the nature and severity of the potential harm, (iii) the likelihood that the potential harm will occur, and (iv) the imminence of the potential harm.

This information is confidential, and it is the campus’ obligation to take reasonable steps to protect the confidentiality of the positive test result by (i) not identifying the employee by name, and (ii) avoiding, to the extent reasonably feasible, making other references that would permit a manager or co‐workers to guess that an employee has been infected. While a campus cannot prevent speculation in the workplace, it must take reasonable steps not to contribute to it. It is a campus’ responsibility to inform co‐workers who may have had contact with the employee they may have been exposed and who may wish to see a health care provider to monitor their health.

It is permissible under the ADA to allow an employee to voluntarily disclose their diagnosis. However, disclosure to the Department of Health in the state/city where the employer is located or the Centers for Disease Control and Prevention (“CDC”) may be mandatory. In this instance, the Department of Health or CDC would contact any individuals who may have been exposed. If the employee refuses to allow a voluntary disclosure, the campus must maintain the confidentiality of the individual and their health information with respect to colleagues.

Employees sick with a fever, respiratory illness or contagious illness are strongly encouraged to stay home and utilize available leave accruals. Please contact your supervisor and contact Human Resources if you are out of sick leave. You may be entitled to COVID-19 Paid Administrative Leave or benefits under the Families First Response Coronavirus Act.

Yes, if an emergency campus closure occurs, leave shall be granted to all employees who are both scheduled to work and are denied access to the campus during period(s) of closure.

During periods of campus closure, employees who have already scheduled sick leave or vacation time will still be charged for that time. Employees who would have been absent on any day of closure because they were in non-pay status should not be granted emergency campus closure leave. Examples would be an employee under disciplinary suspension or an employee in non-pay status because they were absent without leave. The campus president can designate when the campus is closed. This emergency campus closure leave is valid only for the days for which the president announces the campus closure and cannot be banked or saved to be used for a future date.