Employee Domestic Travel – Storrs & Regionals

July 28, 2020

Dear UConn and UConn Health Colleagues,

To provide further guidance and clarification on domestic travel requirements for employees, in response to the Governor’s Executive Order, Human Resources has developed several Frequently Asked Questions.

Employees with additional questions may contact or hr@uconn.edu.

Thank you,
Human Resources

7/24/20 – Updated Domestic Travel Guidance Communication

Dear UConn Employees,

On July 21st, Governor Lamont issued Executive Order No. 7III instituting a mandatory quarantine for all travelers arriving in or returning to Connecticut from states with high prevalence of COVID-19 (“Affected States”). This Order goes into effect at 12:01 a.m. on Friday, July 24, 2020.

Governor Lamont’s Executive Order updates and clarifies earlier guidance issued on June 24th. The list of Affected States requiring quarantine will be updated weekly by the state’s Department of Public Health.

It is important for employees planning a vacation that involves out-of-state travel to be aware of the state’s list of Affected States and the requirement to quarantine for up to fourteen (14) days upon their return. Most importantly, employees need to be aware of the expectations and the impact to them as a result of the decision to travel to an Affected State.

UConn and UConn Health strongly discourages employees from any non-essential out-of-state travel to Affected States at this time. While we recognize that some instance of travel to Affected States cannot be avoided, all employees and managers need to be aware of the following travel requirements. It is the obligation of employees who are thinking about traveling out of state to know if a state is an Affected State in accordance with Executive Order 7III.Requirements for any employee traveling out of state to an Affected State:

  • Employees are required to fill out a form (which can be found on the Human Resources Website) and notify their manager if they are planning to or have traveled to one of the identified Affected States.
  • If employees are able to perform the functions of their job from home, employees will be permitted to telecommute for the recommended period of quarantine following return from an Affected State.
  • Employees who travel to an Affected State for personal (as opposed to business) reasons, are unable to telecommute and are mandated by Executive Order 7III to quarantine for a period of time beyond the period of their pre-approved leave will be required to utilize any available vacation time to cover the period of their quarantine. If an employee does not have sufficient vacation time to cover the period of quarantine the employee will be placed on unpaid leave for the balance of the quarantine period. If an employee has no available vacation time to cover the period of quarantine, the employee will be placed on unpaid leave for the required period of quarantine.
  • Employees who were traveling from one of the Affected States that was not listed as an Affected State at the time the employee began their travel must notify via email or telephone their manager upon their return to Connecticut. If the employee has not yet had any paid COVID leave and cannot telecommute, such employee will be granted paid COVID leave for any required period of quarantine not to exceed ten (10) workdays.

Please note that, at this time, the state’s mandatory quarantine does not apply if an individual has spent less than twenty-four (24) hours in one or more Affected State(s) prior to arriving in Connecticut.

  • An employee may be permitted to substitute a negative COVID-19 test result taken within 72 hours prior to returning to Connecticut for a period of quarantine if UConn or UConn Health determine that the employee is unable to self-quarantine. An employee permitted to substitute the above referenced test, may be allowed to return to work subject to additional conditions by which the employee shall be required to abide.
  • An employee’s out of state travel to an Affected State that is approved, related to their work in Connecticut and such travel is on official business will be required to adhere to the same standards applicable to those unable to quarantine as noted above.

Upon return to Connecticut, employees must provide appropriate documentation (e.g., boarding passes, car rental receipts, hotel invoices, etc.) to support need for leave upon return from travel. The failure to report travel from an Affected State could result in disciplinary action and a civil penalty for failure to comply with the Executive Order 7III requirements.

Questions on domestic travel may be sent to hr-employeeresource@uchc.edu or hr@uconn.

Thank you,
Human Resources

7/2/20 – Original Employee Domestic Travel Guidance

Dear Storrs and Regional Campus Colleagues,

On June 24th, Governor Lamont announced quarantine guidance for all travelers arriving in or returning to Connecticut from several southern and western states. As the situation remains dynamic, it’s important for employees traveling out of state domestically to review the state’s most up to date guidance before departing and returning from travel. Employees should consider the impact of this guidance when considering whether to travel.

At the Storrs and regional campuses, the University has issued the following guidance for employees returning from an identified “quarantine” state:

  • Employees will be required to fill out a form and notify their manager if they are planning to or have traveled to one of the states on the domestic travel list. As the list changes frequently based on state guidance, employees should complete the form for all out-of-state travel;
  • Where possible, employees should be permitted to telecommute for the recommended period of quarantine;
  • For classified employees unable to telecommute, employees who have not previously been granted paid COVID leave will (1) be granted up to fourteen (14) days (10 paid) COVID leave. If an employee has previously been granted paid COVID leave they will be required to use any available vacation time for any period of quarantine and if the employee does not have sufficient vacation time to cover the period of quarantine then the employee will be placed on unpaid leave.;
  • For unclassified employees unable to telecommute, employees will for the period of quarantine be required to use any available vacation time or compensatory time and if an employee does not have sufficient vacation or compensatory time then the employee will be placed on unpaid leave.

To ensure accurate tracking, employees must upon return, provide appropriate documentation (e.g. boarding passes, car rental receipts, hotel invoices, etc.) to support the need to provide leave upon return from travel.

Employees, classified or unclassified, who were traveling from one of the states listed at the time of the Governor’s travel guidance was issued and any updates thereto should notify their manager upon their return to Connecticut and if they have not already had paid COVID leave and cannot telecommute they will be granted paid COVID leave for the period of quarantine up to ten work days.

The failure to report travel from a quarantine identified state could result in disciplinary action.

Employees returning to campus from out of the state for the start of the fall semester should incorporate the potential for a quarantine period into their travel plans.

Questions on domestic travel may be sent to hr-communications@uconn.edu.

Thank you,

Human Resources