- NAU COVID-19 Updates and Resources
- Time Away From Work (PEPST)
- Benefit Plans COVID-19 Updates
- Telework Information
- Communicating COVID-19 Exposure to Members of the NAU Community
- COVID-19 Work from Home Guidance
- Home Use of University Equipment Form
- Onboarding Protocols during COVID-19
- Employee Assistance and Wellness
- Return to HR Homepage
Human Resource Guidance
and FAQ’s about COVID-19
NAU’s campus in Flagstaff remains open and operational and NAU employees will continue to perform their job duties. NAU leadership is following guidelines from the Centers for Disease Control and Prevention (CDC) and other federal and state agencies to help protect the health and safety of the NAU community and implement recommendations. NAU leadership continues to evaluate options on how to best manage the numerous complex aspects of the COVID-19 response. Below is general guidance along with detailed Frequently Asked Questions (FAQs) to help employees and supervisors manage this fluid situation.
General Human Resources Guidance about COVID-19 Accordion Closed
Stay at home if you are sick
Per the ongoing guidance from health professionals, employees should stay home if they are sick – no matter what the symptoms or illness.
Keep in contact with your supervisor
Changing conditions in the broader community – school closures, child care changes, ill family members – are likely to impact regular work schedules for some individuals. Employees should communicate directly with their supervisors to manage these situations.
Supervisors and employees should work together on creating work plans to meet individual and department needs
These work plans may include a variety of approaches and combinations of work from home, alternative work schedules, on-site work, sick or vacation leave, and leave without pay.
If you are part of a high-risk group
Employees who are in a high-risk group (autoimmune issues, serious underlying health conditions, etc.) should work with their supervisor regarding work from home options if work can be done from home. Employees who are high risk may, if they choose, work directly with Disability Resources regarding their situation.
Working from home
Supervisors should be flexible in allowing employees to work from home if the employee is able to perform their job duties from home and has the equipment, access and data security to do so. If it is not possible or practical for an employee to work from home, supervisors should be flexible in approving time off. See the Telework information page for additional information about working from a remote location.
All employees should continue to report time worked or time away in the usual manner through LOUIE time and labor. If an employee is sick or caring for a sick family member, they may use sick, vacation, or comp time accruals for their absence. If those are exhausted, they may use up to 24 hours of sick time that has not yet been accrued (but still would be reported on the timesheet as usual). Employees may also use leave without pay.
Student employees and part-time temporary employees
Student employees and part-time temporary employees may also be allowed to work from home if there is work to be done and the appropriate equipment, access and data security is in place. Student employees and temporary employees do not receive pay for time not worked or any paid-time-off benefits.
Student and part-time employees should check with their supervisors about their work schedule and work options
Preventing the Spread of Illness Accordion Closed
What if I feel sick?
In general, all employees are asked to stay home if they are sick, regardless of what they believe the cause to be. This will help stop the spread of any illnesses.
What if I have some symptoms of COVID-19?
You should stay home, self-isolate and contact your health provider regarding your symptoms.
What if I don’t feel sick, but I traveled to an affected area or believe I was exposed to someone who had COVID-19?
Even if you don’t have any symptoms, employees are asked to self-quarantine at home for 14 days after the exposure or the return from travel.
Can I choose to go home to avoid exposure?
Supervisors and employees should work together regarding work from home and alternative schedules in order to limit the impact and spread of COVID-19. Discuss with your supervisor options for working from home, working a different schedule or using vacation or sick leave to be out of the workplace.
If I am in a high-risk category due to an underlying health condition, what are my options?
Individuals in high risk categories can work directly with their supervisor to explore options to work remotely when that is appropriate. No specific medical information needs to be shared with the supervisor and supervisors shouldn’t request it – only that the employee reports being at high risk. Individuals can also contact Disability Resources to request accommodations related to their underlying health condition. Disability Resources will work with the individual and their supervisor to establish what options are reasonable and appropriate given the circumstances.
What do I do if an employee appears to be sick at work?
Employees who determine that another employee is showing or describing symptoms such as fever, cough, sneezing, or shortness of breath should share their concerns with a supervisor.
Supervisors should speak with the employee exhibiting symptoms, share what you or others have observed, and ask if the employee believes they may be sick or contagious. No specific medical information should be requested.
- If the employee says they have a non-contagious condition such as allergies, ask them to be sure to follow recommended hygiene guidelines such as covering their mouth with a tissue when coughing or sneezing.
- If the employee confirms that they are not feeling well and/or have the symptoms described, remind them that NAU and current health guidelines recommend that all employees that are sick need to stay home – then direct them to go home.
- The employee can use accrued vacation, sick leave, or leave without pay if all other paid time off is exhausted or is unavailable to them.
- As a supervisor, you can approve the employee to work from home if there is work to be done and the employee has the equipment and access to work from home.
- If the employee insists on remaining at work and you still have concerns, contact Human Resources at 928-523-2223.
What precautions can be taken for those working on campus?
As the university and individual departments work through work from home and alternative work schedules options, work continues to happen on campus. In order to meet student and university needs, on campus work continues. Everyone on campus must do what they can in order to protect the health and safety of our students, faculty, and staff. In addition to the very important precautions of regular hand washing and covering your nose and mouth with a tissue or sleeve when you cough or sneeze, please consider these recommended practices:
- Choose to have individual or group meetings via Skype, Zoom, or phone
- Stagger schedules if possible
- Determine where or how you can create social distancing/spreading people out within your work area
- In addition to the enhanced cleaning protocols being carried out by Facility Services, coordinate among staff to sanitize high-touch surfaces regularly (door handles, copy machines, etc.)
- Promptly report areas needing additional cleaning
- If soap and water are not readily available, use a hand sanitize that contains at least 60% alcohol. Cover all surfaces of your hands and rub them together until they feel dry.
- Avoid touching your eyes, nose, and mouth with unwashed hands
Onboarding Protocols During COVID-19 Accordion Closed
Please click on the link below to review onboarding protocols and temporary out of State/out of country work during COVID-19.
Other Guidance Accordion Closed
Can students with an F-1 Visa engage in remote work for their previous on-campus employment?
Yes, many NAU students’ on-campus employment opportunities are now being conducted remotely while campuses are closed or students are able to perform their work duties from home. If the current on-campus employment opportunity has transitioned to remote work or the employment can be done through remote means, students may continue to engage in on-campus employment remotely.