COVID-19 Human Resources FAQs

Below, employees may find a listing of COVID-19 related FAQs. Additional information from HR on COVID-19 can be found in the menu on the right-hand side of the page.

While these FAQs apply to employees at all UConn campuses, there is additional information available for clinical employees at UConn Health.

Employees may also send questions to hr@uconn.edu or HR-EmployeeResource@uchc.edu, as appropriate.

FREQUENTLY ASKED QUESTIONS

NOTIFICATION PROCEDURES

For Employees

You should immediately notify your manager, director, or department head of your circumstances and be prepared to provide them with the date you first began to have symptoms of COVID-19, when you last were physically at work, and anyone at work with whom you had direct contact. This information will be used in contact tracing performed by the local health district.

Additionally, you may also contact the COVID Call Center at UConn Health at 860-679-3199. The Call Center staff will assist you with any other medical concerns and can supplement information provided by your primary care physician and any other member of the medical community who has provided you guidance.

For Managers of Storrs/Regional Employees

When an employee notifies a manager/supervisor that they have been diagnosed with COVID-19, the manager will:

  1. Ask if the employee has contacted their healthcare provider for guidance. The COVID Call Center at UConn Health is also available at 860-679-3199 to answer questions.
  2. Request the date the employee had a test or first began to have symptoms that resulted in a presumptive or confirmed COVID-19 diagnosis.
  3. Request the date that the employee was last on campus and the workplace locations in which they spent time.
  4. Encourage the employee to contact their local health department to initiate contact tracing. (See Local Health Departments.)
  5. Request that the COVID-19 positive employee stay in contact with the manager to let the manager know when the COVID-19 positive employee has been cleared to resume any and all job functions, either by telecommuting or in the workplace.
  6. If the employee feels they are well enough to continue their duties while telecommuting, they should discuss that with their manager and their healthcare provider. No employee who is ill is expected to continue working.
  7. The manager should notify HR of the employee’s diagnosis of COVID-19 and the additional information requested above if available. The manager must contact HR by emailing HR for Storrs/Regional campuses at hr@uconn.edu.

Notification of workplace exposure

  1. The manager must inform employees who have been in the workplace with the COVID-19 positive employee that an individual (co-worker/vendor/contractor/student) has been identified as presumptive or confirmed with COVID-19. To the extent possible, this notification should be done by phone or by providing the printed notification, but if this is not possible an email is sufficient. (See Co-worker notification statement)

IMPORTANT: At no time should the identity of the co-worker ever be disclosed by the manager or HR to any other co-workers; this information should remain confidential. The COVID-19 positive employee can voluntarily disclose their status to co-workers.

Once the manager/employee notifies HR of the COVID diagnosis, HR will:

  1. Work directly with the COVID-19 positive employee to ensure the employee receives the appropriate pay and leave guidance. If the employee feels they are well enough to continue their duties while telecommuting, they should discuss that with their supervisor/manager and their healthcare provider. No employee who is ill is expected to continue working.
  2. Instruct all managers and others not to release the COVID-19 positive employee’s name to ensure the privacy of that employee.
  3. The University is not releasing the work locations where a positive COVID-19 cases has occurred to the employee population across the state. The University will work with the COVID-19 positive employee and notify employees at that work site.

When an employee notifies their manager that they are required to quarantine, the manager will:

  1. Ask if the employee has contacted their healthcare provider for guidance. The COVID Call Center at UConn Health is also available at 860-679-3199 to answer questions.
  2. Request the date the employee expects to be allowed to end quarantine.
  3. If the employee feels they are well enough to continue their duties while telecommuting, they should discuss that with their manager and their healthcare provider. No employee who is ill is expected to continue working.
  4. Ask the employee to stay in contact with the manager regarding changes in the expected date of return to duties and:
    1. If the employee develops symptoms they should contact their healthcare provider or the COVID Call Center at UConn Health.
    2. They should also inform HR/manager to ensure the employee receives the appropriate pay and leave guidance.
    3. When the ill employee has been cleared to resume any and all job functions, either by telecommuting or in the workplace.

The manager should then notify HR of the employee’s quarantine.  The manager must contact HR by emailing HR for Storrs/Regional campuses at hr@uconn.edu.

*Notification of co-workers that an employee is self-quarantined is not required. Contact with a person who is quarantined or who is subsequently required to quarantine does not require any additional precautions.

For Managers of UNITE Employees

When a UNITE employee notifies a manager/supervisor that they have been diagnosed with COVID-19, the manager will:

  1. Ask if the employee has contacted their healthcare provider for guidance. The COVID Call Center at UConn Health is also available at 860-679-3199 to answer questions.
  2. Request the date the employee had a test or first began to have symptoms that resulted in a presumptive or confirmed COVID-19 diagnosis.
  3. Request the date that the employee was last on campus and the workplace locations in which they spent time.
  4. Encourage the employee to contact their local health department to initiate contact tracing. (See Local Health Departments.)
  5. Request that the COVID-19 positive employee stay in contact with the manager to inform the manager when the COVID-19 positive employee has been cleared to resume any and all job functions in the workplace.
  6. The manager should notify DDS HR of the employee’s diagnosis of COVID-19. The manager must contact DDS HR by emailing nancy.mullaney@uconn.edu.

Notification of workplace exposure

The manager must inform employees who have been in the workplace with the COVID-19 positive employee that an employee has been identified as presumptive or confirmed with COVID-19. (Please refer to your on-site work log).  To the extent possible, this notification should be done by phone or by providing the printed notification, but if this is not possible an email is sufficient. (See Co-worker notification statement)

IMPORTANT: At no time should the identity of the co-worker ever be disclosed by the manager or HR to any other co-workers; this information should remain confidential. The ill employee can voluntarily disclose their status to co-workers.

Once the manager/employee notifies DDS HR of the COVID diagnosis DDS, HR will:

  1. Work directly with the COVID-19 positive employee to ensure the employee receives the appropriate pay and leave guidance.
  2. Instruct all managers and others not to release the COVID-19 positive employee’s name to ensure the privacy of that employee.
  3. The University is not releasing the work locations where a positive COVID-19 cases has occurred to the employee population across the state. The University will work with the COVID-19 positive employee and notify employees at that work site.

When a UNITE employee notifies their manager that they are required to quarantine, the manager will:

  1. Ask if the employee has contacted their healthcare provider for guidance. The COVID Call Center at UConn Health is also available at 860-679-3199 to answer questions.
  2. Request the date the employee expects to be allowed to end quarantine.
  3. Ask the employee to stay in contact with the manager regarding changes in the expected date of return to duties and:
    1. If the employee develops symptoms they should contact their healthcare provider or the COVID Call Center at UConn Health.
    2. They should also inform HR/manager to ensure the employee receives the appropriate pay and leave guidance.
    3. When the ill employee has been cleared to resume any and all job functions in the workplace.
  4. The manager should then notify DDS HR of the employee’s quarantine by emailing nancy.mullaney@uconn.edu.

*Notification of co-workers that an employee is self-quarantined is not required. Contact with a person who is quarantined or who is subsequently required to quarantine does not require any additional precautions.

For Managers of Student Employees

When a student employee notifies a manager/supervisor that they have been diagnosed with COVID-19, the manager will:

  1. Ask if the employee has contacted their healthcare provider for guidance. Storrs based students may receive medical care and guidance through Student Health and Wellness while students on our regional campuses will continue to be cared for by their primary care providers.  The Student Health and Wellness Advice Nurse can be contacted during regular business hours by calling 860-486-4700 and selecting option 1, then option 2.
  2. Request the date the student employee had a test or first began to have symptoms that resulted in a presumptive or confirmed COVID-19 diagnosis.
  3. Request the date that the employee was last on campus and the workplace locations in which they spent time.
  4. Encourage the regional campus student employee to contact their local health department to initiate contact tracing. Contact tracing for Storrs based students will be done by SHaW. (See Local Health Departments.)
  5. Request that the COVID-19 positive student employee stay in contact with the manager to let the manager know when they have been cleared to resume any and all job functions, either by telecommuting or in the workplace.
  6. The manager should notify HR of the employee’s diagnosis of COVID-19 and the additional information requested above if available. The manager must contact HR by emailing HR for Storrs/Regional campuses at hr@uconn.edu.

Notification of workplace exposure

The manager must inform employees who have been in the workplace with the COVID-19 positive employee that an individual (co-worker/vendor/contractor/student) has been identified as presumptive or confirmed with COVID-19. To the extent possible, this notification should be done by phone or by providing the printed notification, but if this is not possible an email is sufficient. (See Student Employee Notification Statement)

IMPORTANT: At no time should the identity of the co-worker ever be disclosed by the manager or HR to any other co-workers; this information should remain confidential. The COVID-19 positive employee can voluntarily disclose their status to co-workers.

When a student employee notifies their manager that they are required to quarantine, the manager will:

  1. Ask if the employee has contacted their healthcare provider for guidance. Storrs based students may receive medical care and guidance through Student Health and Wellness while students on our regional campuses will continue to be cared for by their primary care providers.  The Student Health and Wellness Advice Nurse can be contacted during regular business hours by calling 860-486-4700 and selecting option 1, then option 2.
  2. Request the date the student employee expects to be allowed to end quarantine.
  3. Ask the employee to stay in contact with the manager regarding changes in the expected date of return to duties and:
    1. If the employee develops symptoms they should contact their healthcare provider or Shaw, as appropriate.
    2. When the ill employee has been cleared to resume any and all job functions, either by telecommuting or in the workplace.

 

*Notification of co-workers that an employee is self-quarantined is not required. Contact with a person who is quarantined or who is subsequently required to quarantine does not require any additional precautions.

For Managers of Outside Vendors/Contractors

If you are notified by a vendor/contractor that one of the vendor’s/contractor’s employees who has visited the workplace and has been diagnosed as either presumptive or confirmed with COVID-19, please ask them to report to their UConn Project Manager immediately. All project managers who are notified should request the date the vendor/contractor had a test or first began to have symptoms that resulted in a presumptive or confirmed COVID-19 diagnosis. Request the date that the vendor/contractor was last on campus and the workplace locations in which they spent time. The project manager should notify HR of the vendor/contractor’s diagnosis of COVID-19 and the additional information requested above if available.  The project manager must contact HR by emailing HR for Storrs/Regional campuses at hr@uconn.edu.

If EHS, SHaW, or a Regional Campus Director is notified by a Local Health Department/District that an employee/vendor/contractor has been diagnosed with COVID-19 and has been in the workplace during their infectious period they will contact UConn HR, DDS HR, or SHaW as appropriate to initiate the appropriate response.

RESEARCH

Are there FAQs for Research Staff Members?

Yes. The Office of the Vice President for Research is maintaining FAQs for Research Staff.

Are there FAQs for Principal Investigators?

Yes. The Office of the Vice President for Research is maintains FAQs for Principal Investigators.

WELL-BEING

I am feeling overwhelmed and worried by the COVID-19 situation, what should I do?

Employees who are concerned may contact the Employee Assistance Program. The Employee Assistance Program is a free and confidential service for employees and their dependents. Employees of UConn Health, please call (860) 679-2877. Employees located at Storrs or a regional campus, please call (860) 486-1307. All employees should call (860) 679-2877 outside of business hours.

ILLNESS / QUARANTINE

I am an employee who is very sick but have not yet been tested for COVID-19, what do I do?

The ill employee should first contact their physician or healthcare provider and inform them they are not feeling well. They should then contact their manager. Additionally, the ill employee may contact the COVID Call Center at UConn Health at 860-679-3199. The Call Center staff will assist you with any other medical concerns and can supplement information provided by your primary care physician and any other member of the medical community who has provided your guidance.

Your manager should contact HR by emailing HR for Storrs/Regional campuses at hr@uconn.edu OR at UConn Health by emailing HR-EmployeeResource@uchc.edu.

As an employee, when am I able to return to work following a presumptive or confirmed diagnosis of COVID-19?

You should stay at home under the care of your primary care physician for the length of time recommended by your physician. If symptomatic, no employee should return to work until:

  • 10 days since symptoms first appeared and
  • 24 hours with no fever without the use of fever-reducing medications and
  • Other symptoms of COVID-19 are improving*

*Loss of taste and smell may persist for weeks or months after recovery and need not delay the end of isolation.

Employees who tested positive for COVID-19 but remained asymptomatic may return to work after 10 days have passed since testing positive for COVID-19.

When should I be quarantined for 14 days, as it relates to illness?

Employees are expected to work unless:

  • The employee has cared for someone with a confirmed case of COVID-19 in their household during the last 14 days;
  • A physician or public health professional (e.g., the COVID Call Center, DPH official) has recommended that the employee remain home due to potential COVID exposure;
  • The University sent the employee home due to potential COVID exposure.

Employees in these circumstances should discuss the telecommuting options with their manager and continue to work from home, if possible.

If I am quarantined, do members of my household need to be quarantined or isolated as well?

The University encourages employee in this situation to seek advice from their personal healthcare professional or contact the COVID Call Center at UConn Health: 860-679-3199.

If a member of my household is quarantined, should I still come to work?

If you have cared for someone with a confirmed case of COVID-19 in your household for the last 14 days, you must remain at home for the full 14-day period.

Employees with household members who are exhibiting symptoms of COVID-19 but are undiagnosed or awaiting test results should remain home. Employees should telecommute, if possible, with manager permission.

If I am quarantined, am I expected to work remotely?

Employees who have the capacity to work remotely should telecommute (with their manager’s approval) and should speak with their manager regarding further guidance.

If an employee does not have the capacity or approval to work from home, then the employee should contact HR.

I felt fine when I came to work but then fell ill – what do I do?

Employees who feel unwell should immediately separate from others, inform their manager of their illness, and go home. Employees who are concerned about their symptoms should immediately contact their primary health care provider or the COVID Call Center (860-679-3199). Employees who have recovered from an illness should contact their manager when ready to return to work.

A colleague became ill in the office or on University grounds and went home. Do I need to be quarantined?

Not necessarily – we must rely on guidance from health care providers, because most situations in the workplace require unique responses.

Employees who are unwell or who start to feel unwell at work should stay at home or go home immediately, respectively. The most important thing employees can do is monitor their health and remain home when unwell.

If there is a presumed or confirmed case of COVID-19 in the workplace, managers should contact Facilities Operations for next steps on cleaning and Human Resources. Health care providers will determine the extent of necessary quarantine.

If I am recovering from an illness, when should I return to work?

Employees are encouraged to remain home through the duration of an illness, whether it is the common cold, flu, or COVID-19. For all absences due to illness (including COVID), employees are expected to follow the necessary processing protocols up to and including physician certification.

Employees recovering from COVID-19 should return to work after being free of a fever for 72 hours without the aid of fever-reducing medications; other symptoms (cough and shortness and breath) have improved; and at least 7 days have passed since your symptoms first appeared (additional details about returning to work, including the possible need for a facemask, are noted below).

Return to Work Criteria for Healthcare Personnel (HCP) with Confirmed or Suspected COVID-19

Use one of the below strategies to determine when healthcare personnel (HCP) may return to work in healthcare settings

  1. Test-based strategy. Exclude from work until
  2. Non-test-based strategy. Exclude from work until
    • At least 3 days (72 hours) have passed since recovery defined as resolution of fever without the use of fever-reducing medications and improvement in respiratory symptoms (e.g., cough, shortness of breath); and,
    • At least 7 days have passed since symptoms first appeared

If HCP were never tested for COVID-19 but have an alternate diagnosis (e.g., tested positive for influenza), criteria for return to work should be based on that diagnosis.

Return to Work Practices and Work Restrictions for HCP

After returning to work, HCP should:

  • Wear a facemask at all times while in the healthcare facility until all symptoms are completely resolved or until 14 days after illness onset, whichever is longer
  • Be restricted from contact with severely immunocompromised patients (e.g., transplant, hematology-oncology) until 14 days after illness onset
  • Adhere to hand hygiene, respiratory hygiene, and cough etiquette in CDC’s interim infection control guidance (e.g., cover nose and mouth when coughing or sneezing, dispose of tissues in waste receptacles)
  • Self-monitor for symptoms, and seek re-evaluation from occupational health if respiratory symptoms recur or worsen

Do I need a doctor’s note to return to work after quarantine?

The University is not requiring a doctor’s note to return to work after quarantine for individuals who remain asymptomatic.

What should I do if I am not sick but I have been in the proximity of someone who is under self-quarantine (i.e., the person does not have symptoms and was asked to self-quarantine because of their potential exposure to COVID-19)?

Being a “secondary contact” does not require you to be quarantined under current CDC guidelines. You would only be required to quarantine if you are in close contact with someone diagnosed with a presumptive or confirmed case of COVID-19 (e.g., a household member). Employees should continue to monitor for symptoms. If you notice that you have symptoms, contact your primary health care provider or the COVID Call Center (860-679-3199), then your manager and, if advised, stay home.

I am over age 65 – what are my options?

The University’s safety precautions (social distancing, masking) are in place to reduce community transmission, and there is an individual responsibility to follow all appropriate protocols, which should help ensure employee and household member safety. In addition the University has increased its routine cleaning efforts of high touch points within buildings.

Where possible, the University encourages employees to work with their manager to enable telecommuting where possible. In addition, employees are encouraged to work with their manager about establishing a flexible or rotational schedule that ensures the employee’s safety to the greatest extent possible while in the workplace.

Employees may request to explore a temporary reassignment with their manager and Human Resources which could include participation in the Employee Exchange Program which will be announced shortly to pursue an appropriate temporary reassignment.

Employees who are unable to find a solution among the above options may request to use any accrued time-off (personal, compensatory, vacation). Upon exhausting their accrued time off, employees may request an unpaid personal leave, which is subject to management approval based on operational needs. It is important to note that an unpaid personal leave totaling 30 or more calendar days will terminate the employee’s health benefits on the first of the month following the leave begin date.

I have an underlying health condition – what are my options?

Where possible, the University encourages employees to work with their manager about telecommuting. In addition, employees are encouraged to work with their manager about establishing a flexible or rotational schedule that ensures the employee’s safety to the greatest extent possible while in the workplace. While the University believes its safety precautions (social distancing, masking) are exhaustive, there is an individual responsibility to follow all applicable protocols.

Employees may also work with their manager and Human Resources to participate in the Employee Exchange Program which will be announced shortly to pursue an appropriate temporary reassignment.

Employees who are unable to find a solution among the above options may request to use accrued time off (personal, compensatory, vacation). Upon exhausting their accrued time off, employees may request an unpaid personal leave, which is subject to management approval based on operational needs. It is important to note that an unpaid personal leave totaling 30 or more calendar days will terminate the employee’s health benefits on the first of the month following the leave begin date.

My household member has a documented underlying comorbid health condition – what are my options?

The University’s safety precautions (social distancing, masking) are in place to reduce community transmission, and there is an individual responsibility to follow all appropriate protocols, which should help ensure employee and household member safety. In addition, the University has increased its routine cleaning efforts of high touch points within buildings.

Where possible, the University encourages employees to work with their manager to enable telecommuting. In addition, employees are encouraged to work with their manager about establishing a flexible or rotational schedule that ensures the employee’s safety to the greatest extent possible while in the workplace.

Employees may request to explore a temporary reassignment with their manager and Human Resources which could include participation in the Employee Exchange Program which will be announced shortly to pursue an appropriate temporary reassignment.

Employees who are unable to find a solution among the above options may request an FMLA caregiver leave, if the employee meets the criteria for caregiver leave. If caregiver leave is exhausted or the employee’s circumstance does not qualify, employees may request to use accrued leave time (personal, compensatory, vacation). Upon exhausting their accrued leave, employees may request an unpaid personal leave, which is subject to management approval based on operational needs. It is important to note that an unpaid personal leave totaling 30 or more calendar days will terminate the employee’s health benefits on the first of the month following the leave begin date.

TRAVELING

Travel FAQs

For information on Employee Domestic Travel, as it relates to COVID-19, please visit Employee Domestic Travel.

WORKING ON CAMPUS OR REMOTELY (TELECOMMUTING)

Are Special Payroll employees permitted to telecommute?

Managers may permit Special Payroll employees to telecommute, if appropriate. As with all employees who are telecommuting, managers should have clear expectations and expected deliverables for special payroll employees.

Are new employees who are still on probation permitted to telecommute?

With manager approval, probationary employees may telecommute, if appropriate. In addition, managers may consider extending the probationary period. As with all employees who are telecommuting, managers should have clear expectations and expected deliverables for probationary employees.

Are employees able to use a flex schedule?

In consultation with their manager, employees may use a flex schedule.

While telecommuting, I have scheduled vacation or medical appointments. What do I do?

Employees may continue to take vacation, as approved by their manager, and use sick time to attend medical appointments. This time should be coded appropriately on employee timecards.

I am a UConn employee on an H-1B visa. Can I telecommute? What notifications should I make?

If you are on an H-1B visa sponsored by UConn, and your personal residence is within normal commuting distance from your UConn workstation, then you are free to telecommute from your personal residence during this time. If you are planning to work from a location other than your personal residence; or if your personal residence or other remote workstation is further than normal commuting distance from your UConn workstation, please contact Lesley Salafia at the Office of the General Counsel at Lesley.Salafia@uconn.edu immediately.

PAY AND LEAVE FOR TIME REPORTERS (EXCLUDES SPECIAL PAYROLL)

If I contract COVID-19, will I go on paid leave?

Leave status varies by employee type and union affiliation. In general, employees who are ill should stay home and pay will be determined in accordance with collective bargaining contracts or policy.

Employees diagnosed with COVID-19 may qualify for FMLA, and employees should contact HR for further details.

If an employee has a confirmed case of COVID-19, the University reserves the right to make retroactive pay and leave adjustments once more is known about this situation and its impact to UConn.

How is my pay affected if I am required to stay on premises past my shift or normal work schedule due to a shortage of employees?

Current pay practices and overtime rules are in effect for all employees. Unionized employees may refer to applicable union contracts.

What happens after my 14-day leave ends?

Employees who are asymptomatic after 14 days should return to work, either on the work site or remotely. It is important to note that the 14 days of leave are calendar days; employees will be paid for normal workdays/hours for 10 workdays.

Employees are encouraged to use the 14 days to ensure personal obligations are addressed in anticipation of returning to work in person or remotely.

Employees who remain ill after 14 days should contact Human Resources.

I have been approved for paid leave up to 14 days. What are the details?

Employees on a paid leave will receive regular pay for normal/regularly scheduled hours over that 14 calendar day span, which – for most employees – is a maximum of 10 work days. The leave may be taken intermittently and, if not exhausted, can be used for multiple instances (e.g., illness, then childcare).

I have been told that the leave is for up to 14 days; under what scenarios would I not be approved for the entire 14 days?

Employees (or their household member) who receive a negative test for COVID-19 or whose symptoms resolve, in accordance with CDC guidelines, may be taken off of paid leave and able to return to work before the end of the 14-day period. Employees who remain sick following a negative test for COVID-19 will be converted to sick leave for the remainder of their illness.

Under what circumstances will I need to use my accrued time?

Some of the scenarios where an employee would need to use accrued time include:

  • Pre-scheduled vacation or medical appointments while working on campus or remotely.
  • Out sick (or caring for an immediate family member) due to non-COVID related illness.
  • Your physician recommends that you remain at home due to an underlying medical condition and you are unable to telecommute.
  • You are concerned about being in the workplace and are unable to telecommute (management approval required).

For additional scenarios, Storrs and Regional employees can visit the Payroll website or contact hr@uconn.edu. For UConn Health employees, contact the Employee Resource Center at HR-EmployeeResource@uchc.edu.

Is it possible for me to take a second 14-day paid leave related to COVID circumstances?

No.

The University (i.e., the COVID Call Center, Employee Health, or manager) sent me home due to COVID exposure or symptoms, as defined by the CDC, UConn or UConn Health. Will I be required to use my sick time?

Employees who are sent home by the University will be placed on up to 14 days of paid leave.

My primary care physician recommended that I self-quarantine due to exposure or symptoms. Will I be required to use sick time?

Employees who are instructed to stay home by their primary care physician will be placed on up to 14 days of paid leave, after providing appropriate documentation.

I don’t feel well, but I don’t have any sick time. What should I do?

Employees who don’t feel well should stay home and call their primary care physician and/or the COVID Call Center (860-679-3199) for advice. If advised to remain at home, employees should contact their manager and HR.

I’ve been directed to quarantine due to COVID-19 exposure or symptoms, but I’m still telecommuting. Will I be placed on paid administrative leave?

No. Employees who are able to telecommute should continue to do so unless their symptoms prevent them from working. Under those circumstances, employees should contact their manager and HR.

I’ve been told that I need to provide HR with “documentation” in order to go on paid leave. What constitutes documentation?

HR will accept a note or letter from a medical provider as a form of documentation. For employees who have contacted the COVID Call Center (or seen a UConn Health physician) and were sent home, an email with such information is acceptable. Employees who are unable to acquire such documentation from a medical provider, may provide the name and contact information of their physician. Human Resources may contact the medical provider directly.

Can an employee be approved for VSRP (voluntary scheduled reduction) in lieu of taking COVID-19 leave (paid or unpaid)?

No.

Is there a maximum number of staff that can be allowed to be at home on paid leave, based upon the operational needs of the agency?

No. However, it’s important to note that managers may deny or delay requests for childcare leave to ensure continuity of operations.

Who is a critical employee and how is it defined?

Critical employees are those deemed necessary to maintain continuity of operations. In most cases, critical employees must report to work to perform their duties, which may include university leadership; public safety; emergency management; education and research; health and medical; critical infrastructure; financial, economic, and business; information technology and communications; agriculture; and environment.

It is at the discretion of managers and departments to determine whether an employee is critical and must report to work.

Non-critical employees must continue to work remotely, if possible.

Managers may use a process of soliciting volunteers or developing rotational programs in order to address critical functions during this unprecedented time. If managers or departments have any questions, they should contact Human Resources.

I’m working on campus on a rotational basis, will I be paid when I’m not working on campus?

Employees who are working on a rotational basis on campus, and are unable to telecommute while home, will continue to be paid.

Special payroll employees will only be paid for hours worked.

Is any additional compensation or compensatory time authorized for employees designated as “critical” who must report to work?

At this time, no.

Are employees eligible for benefits under the Family First Coronavirus Response Act?

As the University trains and employs health care providers and employs emergency responders, all University employees are exempt from the FFCRA.

CHILD OR DEPENDENT CARE

As an unclassified employee (UCPEA, AAUP, and Management/Confidential) or non-union employee, what are my options to address ongoing childcare issues?

Employees have three options to address childcare needs, if or when they have exhausted of all other personal options (e.g., daycare, babysitters, family, etc.):

  1. The University encourages employees to work with their manager to develop an appropriate flexible schedule or telecommuting schedule. Managers and employees may explore ways to ensure that employees are working the appropriate number of weekly hours while completing their full duties. Such options are varied start and end times, split days, or an altered schedule (e.g., if an UCPEA employee could work 8.75 hours over 4 days to complete a 35 hour workweek).
  2. Employees who are unable to arrange a flexible or telecommuting schedule may request to use accrued leave time (personal, compensatory, vacation) to cover their childcare needs.
  3. The University is announcing that effective immediately, once these types of accrued time have been exhausted the unclassified union or non-union employee may be provided a one-time usage of their annual 15 day sick leave allotment on an intermittent basis after their request is reviewed with their manager and with HR approval. (Different provisions apply for classified union colleagues and faculty members.)
  4. Employees who have exhausted their accrued time may request an unpaid personal leave of absence, which is subject to management approval based on operational needs. It is important to note that an unpaid personal leave totaling 30 or more calendar days will terminate the employee’s health benefits on the first of the month following the leave begin date.

What do I do if my child’s school or daycare is closed?

There are several options for employees who must care for children due to school or daycare closings.

  • Employees may seek assistance from an employee’s network of friends and family.
  • Employees – with permission from their manager – may telecommute. During this COVID-19 crisis, the University is waiving requirements that children not be present while employees telecommute.
  • At this time, employees may also use accrued time (vacation, personal, compensatory) with manager approval.
  • All employees may contact 211 for available resources across Connecticut.
  • Healthcare workers may also contact 860-756-0864 for resources.

My child’s school is closed and I do not have an alternative means of child care. Can I bring my child to work?

No.

My spouse and I are both employed by the state, are we each eligible for up to 14 days of paid to provide childcare?

No. The provision allows for a parent to be at home with children. If the spouses wish to split the time within the 14-day period, they may do so. Note that splitting the time does not increase the duration of the 14-day period.

I am out on an approved FMLA leave and my child’s school is now closed. How do I code my absence?

FMLA continues to be charged because the employee is unable to work due to an FMLA qualifying reason that occurred before the school was closed.

I was approved for paid leave to address childcare concerns. Can this leave be extended?

No. Employees should discuss the possibility of telecommuting or using a flex schedule while remaining at home. Employees may also request using accruals (vacation, compensatory time) through their manager. Employees are also encourage to contact 211 for childcare resources.

I have sought childcare support through 211 and other resources, but I am still unable to secure childcare, what do I do?

For Storrs and the Regionals employees, contact hr@uconn.edu. For UConn Health employees, contact the Employee Resource Center at HR-EmployeeResource@uchc.edu.

Some employees, depending on their duties and campus, may qualify for paid lead of up to 14 days. Employees at UConn Health may also be able to use the expanded Child Care Center resources, including subsidized enrollment costs.

What do I do if I am a critical employee and have childcare needs?

First, employees should review the resources available in the “What do I do if my child’s school or daycare closes?” FAQ. Employees should also work with their manager to determine if flex scheduling or a rotational schedule can be established.

In addition, some employees, depending on their duties and campus, may qualify for paid lead of up to 14 days. Employees at UConn Health may also be able to use the expanded Child Care Center resources, including subsidized enrollment costs.

For Storrs and the Regionals employees, contact hr@uconn.edu. For UConn Health employees, contact the Employee Resource Center at HR-EmployeeResource@uchc.edu.

PAYROLL

Storrs and Regional employees: What time reporting codes should I use on my timesheet?

Payroll has developed a comprehensive guide for completing timesheets, based on an employee’s circumstances: https://payroll.uconn.edu/covid-19/.

UConn Health employees: What time reporting codes should I use on my timecard?

It is important that UConn Health track several categories of time on employee timecards due to the COVID-19 pandemic. Please review the document below to determine the paycodes and comments you should use on the timecard.

Time Card Guidance (PDF)

STUDENT EMPLOYEES (STORRS/REGIONALS)

Are student employees allowed to work remotely?

Should your department wish to consider employment alternatives, such as remote work, please contact Nathan Fuerst, VP for Enrollment, at nathan.fuerst@uconn.edu.

Can student employees use their accrued sick time to be paid during the COVID-19 pandemic?

Eligible students who completed 680 hours of employment with the University may utilize their accrued sick time for certain prescribed reasons as noted in the University’s policy. Sick leave may not be used to extend the pay of a student who is not working, and must be in lieu of scheduled hours. For example, if a student employee is scheduled to work 3 hours remotely on 4/8/20 but becomes ill, they may use 3 hours of their accrued sick time in lieu of the 3 hours they were scheduled to work.

I have additional questions about student employment, who do I contact?

If you have additional questions, please contact cindy.garrison@uconn.edu.

Are Student Employees able to file for Unemployment Compensation?

According to the Connecticut Department of Labor’s Employers Guide to Unemployment Compensation, “service performed in any calendar quarter in the employ of a school, college or university by a student who is enrolled and is attending classes at such school on a regular basis” is excluded from coverage. Decisions on eligibility are determined by the Department of Labor (DOL). Information on how to file for Unemployment, as well as frequently asked questions can be found on the DOL website www.ctdol.state.ct.us/UI-OnLine.

ARCHIVED

Archived FAQs

Archived FAQs are available for employee review.