General Human Resources Guidance about COVID-19

• 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.
• Time Reporting – 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

For specific information and guidance, please review these FAQ’s.