COVID-19 Information for Employees

  • 3/1/21

    COVID-19 Information for Travelers

    As of March 1, 2021, the Order of the Secretary of the Pennsylvania Department of Health for Mitigation Relating to Travel is no longer in effect. Travelers should still practice appropriate public health measures to slow the spread of COVID-19 such as masking, physical distancing, and hand hygiene.

    Visit Travel | CDC for more information regarding travel during COVID-19. 

    Leave Carry Over

    Due to the coronavirus pandemic, the State System had previously extended the timeframes for 2019 unused personal and annual leave, and allowed employees to utilize this leave during the full year of 2020 and through the first seven pay periods of 2021.

    With regard to employees’ excess annual leave and personal leave carried over from calendar year 2020 (the balance of which now includes any 2019 carry over leave) into calendar year 2021, the current deadlines associated with this seven (7) pay period extension are approaching on April 9, 2021. In recognition of the fact that the continued state of emergency related to the coronavirus pandemic may deprive many employees of their normal opportunities to schedule and use such excess leave, the State System will be extending the date, and will permit employees to continue carrying and using their excess 2020 (and 2019) annual leave and personal leave for the duration of the 2021 calendar year, and through the first seven (7) pay periods into the 2022 leave calendar year.

    Employees Receiving Vaccinations

    Effective on March 1, 2021, and continuing through December 31, 2021, the Pennsylvania State System of Higher Education formed an agreement regarding obtaining vaccinations for eligible employees.  

    The COVID-19 vaccine may cause mild side effects, including pain and swelling at the site of the injection, fever, chills, tiredness, and headache. These side effects should go away after a couple of days, and employees should be able to work while experiencing these side effects. Employees who are unable to work through the side effects of the vaccine may be eligible for Emergency Paid Sick Leave. Please refer to your bargaining unit below for further details. More information is available on the PASSHE website .

    Please refer to your bargaining unit below for further details. 

  • 1/1/2021

    On December 31, 2020, the employer mandate to provide federal emergency paid sick leave for specified reasons related to COVID-19 expired. The State System is taking action to continue to offer this important benefit to employees as COVID-19 cases continue to surge across Pennsylvania and the nation.

    State System employees who are working or teleworking may take up to 10 days of emergency paid sick leave for reasons related to COVID-19, effective retroactive to January 1, 2021. The leave will be available through December 31, 2021 or the expiration of Governor Wolf’s declaration of disaster emergency, whichever occurs sooner. If any federal or state legislation is passed that provides for an additional COVID-19 related paid leave entitlement during 2021, the State System emergency paid sick leave program will end on the effective date of such legislation.

    Please note that the expanded FMLA leave and emergency paid sick leave for child/dependent care purposes will NOT be offered as part of this program in 2021.

    Eligibility for this employer-provided benefit generally mirrors the emergency paid sick leave provided previously under the federal Families First Coronavirus Relief Act of 2020. 

    More information about this leave program, including Emergency Paid Sick Leave FAQs and the State System Emergency Paid Sick Leave Request Form​, can be found on the PASSHE Announcements webpage.

    Questions about eligibility and other inquiries for Emergency Paid Sick Leave and completed request forms for Emergency Paid Sick Leave should be submitted to: COVID19LeaveRequest@passhe.edu.  

    All other leave-related questions should be directed to your supervisor or Anna Shively, Benefits Services Manager, in the Office of Human Resources.

  • 11/30/20

    On November 25, 2020, the Pennsylvania Department of Health (DOH) announced an order requiring that travelers entering Pennsylvania from other countries and states, as well as Pennsylvanians who are returning home from other countries or states, have a negative COVID-19 test within 72 hours prior to entering Pennsylvania or quarantine for 14 days upon entry into Pennsylvania.  Alternatively, the traveler may obtain a COVID-19 test after returning to Pennsylvania, and upon receiving a negative COVID-19 test result, may immediately end their quarantine.  Travel between home and work or home and medical appointments in other states is permitted. This requirement went into effect immediately with its issuance on Wednesday, November 25, 2020, and is to remain in effect until further notice. 

    Please be advised that if you travel outside of Pennsylvania and you do not obtain a COVID-19 test either within 72 hours prior to entering Pennsylvania or upon your return to Pennsylvania, you must notify your supervisor and you will be required to quarantine for 14 days.  If you are able to telework, you will be directed to do so.  If you are not able to telework, you may apply for Emergency Paid Sick Leave (EPSL) under the Families First Coronavirus Response Act (FFCRA).  You may be eligible for up to 10 consecutive paid workdays under FFCRA.  If you are not eligible for EPSL leave, you may use your own paid leave (e.g. annual or personal leave), or you may request unpaid leave.

    If you did obtain a COVID-19 test either within 72 hours prior to entering or after your return to Pennsylvania but did not receive the results, you will also be required to quarantine until a negative test result is received.  During that time period you will be directed to either telework, or apply for leave under FFCRA as applicable. 

    If your COVID-19 test results are positive, you will be required to isolate for 10 days from the date of the positive test if you are asymptomatic.  If you develop symptoms, in accordance with CDC guidelines, you will be required to isolate for a minimum of10 days since symptoms first appeared, with at least 24 hours with no fever (without the use of fever-reducing medications), and the improvement of other symptoms of COVID-19.  During this isolation period, if you are not able to telework or are too sick to telework, you may apply for leave under FFCRA.  If you are not eligible for leave under FFCRA, you may use your own paid leave (e.g. sick, annual or personal leave), or you may request unpaid leave.

    If your travel outside of Pennsylvania was for one of the following reasons, you will be exempt from the need to obtain a COVID-19 test and the quarantine requirement:

    • Individuals traveling to and from Pennsylvania for work (including commuting from your home in a different state).
    • Individuals traveling to and from Pennsylvania for medical reasons (including providing comfort and support to a patient).
    • Individuals who are returning to the Commonwealth after traveling outside of the Commonwealth for less than 24 hours.  
    • Military personnel traveling to Pennsylvania by order or directive of a state or Federal military authority.  This exception also applies to employees on military leave who are required to travel outside of PA for the same reasons.
    • Individuals traveling to comply with a court order (including child custody).
  • 10/15/2020

    The State System of Higher Education has issued system-specific guidelines for universities re-engaging in face-to-face instruction in the wake of the COVID-19 pandemic. Included in these guidelines are employee protocols for requesting an alternative arrangement for in-person instruction or service.

    • For faculty that are interested in requesting a Flexible Work Arrangement (FWA) for the Spring 2021 semester and who already have an approved FWA for the Fall 2020 semester, there is no immediate need for you to resubmit a request.   
    • Those who already have an approved Fall 2020 FWA will be contacted regarding their approval status for a Spring 2021 FWA or if additional information is required and/or if a new request will need to be submitted. 
    • All other faculty members requesting an accommodation, or Flexible Work Arrangement (FWA), for the Spring 2021 semester should review the CDC guidance and submit appropriate paperwork to the Office of Human Resources no later than Friday, October 30, 2020.  
    • All other non-faculty employees interested in requesting a FWA for the Spring 2021 semester should review CDC guidance and submit appropriate paperwork to the Office of Human Resources as soon as possible.  

    Where, when and through which modality employees perform their duties is at the discretion of the university president or appropriate designee, unless otherwise set forth in applicable collective bargaining agreements or policy. Any request for a departure from the assigned work function, schedule, location, or modality will be considered only when the procedures below are followed:

    Requests for Qualifying Conditions Under the American with Disabilities Act

    Faculty and staff who wish to seek an accommodation or modification of their current accommodation under the Americans with Disabilities Act (ADA)  need to follow the directions for submitting an ADA request available on the Human Resources Policies page under ADA.  As required by ADA, if a medical condition is deemed a disability as defined under the ADA, then a reasonable accommodation, if available, should be provided.

    Non-Qualifying ADA Requests

    Faculty and staff who do not have a disability as defined under the ADA may seek a flexible work arrangement if the employee is at high risk for severe illness from COVID-19 as defined by CDC guidance. Faculty who wish to submit a request for a flexible work arrangement for the 2021 spring semester must first submit a Request for Flexible Work Arrangement form to Anna Shively, ashively@iup.edu, in the Office of Human Resources no later than Friday, October 30, 2020.  All flexible work arrangement requests will be processed as follows:

    1. The Office of Human Resources will receive, review, and notify the employee if any additional documentation is needed to consider the request.  If the situation qualifies for a flexible work arrangement,
    2. The Office of Human Resources will then consult with the appropriate vice president and dean or departmental manager. The decision to approve or deny a request will be evaluated against the needs of the students and the operational needs of the university.
    3. The Office of Human Resources will then notify the employee if the request has been approved or denied.
    4. If the employee believes the request was denied because the medical condition was incorrectly validated against the CDC's  conditions identified as “at increased risk of severe illness,” or if the list on the CDC’s website has changed since the original application was reviewed, the employee may request the matter be reviewed by Lindsey McNickle by emailing her at mcnickle@iup.edu.
  • FAQ: FFCRA Updates – Back to School Guidance

  • 6/30/2020

    The State System of Higher Education has recently issued system-specific guidelines for universities re-engaging in face-to-face instruction for the fall 2020 semester in the wake of the COVID-19 pandemic. Included in these guidelines are employee protocols for requesting an alternative arrangement for in-person instruction or service.

    Faculty members requesting an accommodation, or flexible work arrangement, for the 2020 fall semester must submit appropriate paperwork to the Office of Human Resources no later than Friday, July 17, 2020. All other employees should submit appropriate paperwork to the Office of Human Resources as soon as possible. Those employees who have already submitted inquiries to the Office of Human Resources will be contacted if additional information is required.

    Where, when, and through which modality employees perform their duties is at the discretion of the university president or appropriate designee, unless otherwise set forth in applicable collective bargaining agreements or policy. Any request for a departure from the assigned work function, schedule, location, or modality will be considered only when the procedures below are followed:

    Requests for Qualifying Conditions Under the American with Disabilities Act

    Faculty and staff who wish to seek an accommodation or modification of their current accommodation under the Americans with Disabilities Act (ADA)  need to follow the directions for submitting an ADA request available on the Human Resources Policies page under ADA. As required by ADA, if a medical condition is deemed a disability as defined under the ADA, then a reasonable accommodation, if available, should be provided.

    Non-Qualifying ADA Requests

    Faculty and staff who do not have a disability as defined under the ADA may seek a flexible work arrangement if the employee is at high risk for severe illness from COVID-19 as defined by CDC guidance. Faculty who wish to submit a request for a flexible work arrangement for the 2020 fall semester must first submit a Request for Flexible Work Arrangement form to Anna Shively, ashively@iup.edu, in the Office of Human Resources no later than Friday, July 17, 2020. All flexible work arrangement requests will be processed as follows:

    1. The Office of Human Resources will receive, review, and notify the employee if any additional documentation is needed to consider the request.  If the situation qualifies for a flexible work arrangement.

    2. The Office of Human Resources will then consult with the appropriate vice president and dean or departmental manager. The decision to approve or deny a request will be evaluated against the needs of the students and the operational needs of the university

    3. The Office of Human Resources will then notify the employee if the request has been approved or denied.

      1. If approved, the employee will be directed to work with their supervisor to implement the flexible work arrangement.   

      2. If denied, the employee will be directed to Anna Shively in the Office of Human Resources to discuss options for requesting a leave of absence.

    4. If the employee believes the request was denied because the medical condition was incorrectly validated against the CDC's  conditions identified as “at increased risk of severe illness,” or if the list on the CDC’s website has changed since the original application was reviewed, the employee may request the matter be reviewed by Lindsey McNickle by emailing her at mcnickle@iup.edu.

  • 5/11/2020

    In follow-up to President Driscoll’s announcement regarding plans for fall 2020, we would like to provide some additional information to our employees regarding what we can expect as we prepare for fall 2020, particularly those who are currently not working due to lack of work. As we have explained in previous communications, because COVID-19 still presents a serious risk to our community and because there is very restricted use of campus facilities this summer (i.e., no camps or conferences, no faculty or students in academic buildings, no onsite orientations, and the vast majority of employees will continue to work remotely), we do not anticipate bringing additional employees back to campus before July 1, 2020. This does not mean we won’t make adjustments to the plan as necessary, but it is intended to provide a general statement to employees as they consider their options between now and then.

    As the President stated in his communication, when we do return things will be different. We are currently planning the very focused work of how to prepare our campus for this new reality. We will not be preparing every residential unit for occupancy, only those that will be occupied. We will focus our efforts on classrooms that are being prepared for use with new technology and removing desks from those spaces. Spaces that won’t be used will not be a priority. And, as the President mentioned, social distancing, proper cleaning, and the appropriate use of personal protective equipment will be required specific to your jobs. You will receive communications regarding all of this prior to your return and you will be required to acknowledge that you have read and understand these protocols.

    For those employees working remotely, this is also a new reality. We will be assessing needs department by department, and job by job, as to when or if people return to their offices. While we must maintain a high level of service to our students, we also need to maintain social distancing. To the extent we can deliver services to our students and employees remotely, we will continue to do so to minimize the number of staff in offices. To that end, you will be receiving information about a virtual Summer Academy for staff in the near future that will help student-facing staff hone their technology skills to better serve students virtually. In offices with face-to-face contact, we will be installing physical barriers and signage much like those you see at the grocery store. As the President indicated, we are all in this together, and it is the responsibility of us all to follow the rules and keep our IUP community safe.


    On April 21, 2020, we indicated we did not expect any staffing changes through at least May 8, 2020, the day the Governor had extended the “Stay-at-home” order through. Since that time, the Governor has made public his plan for “re-opening” the Commonwealth.

    In review of that plan, whether our status is Red or Yellow, it does not change the situation for Higher Education. IUP leadership is currently in the process of evaluating our staffing needs in consideration of the Governor’s re-opening plan, an inventory of projects that will be proceeding and those that will not, the fact we will not have students or staff on campus this summer, the fact that all camps and conferences have been canceled through the summer, and in consideration of decisions regarding residential assignments and social distancing for students this fall semester. We are also very aware that there is an ongoing pandemic, and bringing a large number of employees back to campus, just because we can, is not in the best, safe interest of employees and their families.

    In the weeks ahead, a number of these unknowns will become more clear, and decisions will be made about how to proceed. Rest assured, as staff are needed to ensure an efficient and effective fall semester launch, staff will be brought back by seniority within their particular skillset. We will continue to update staff both individually as needed, as well as on this web page. Stay safe, and continue to practice social distancing!

    Thank you for everything you do for our universities and our communities.

    Below is more detailed information for impacted employees. Please click on the subject to view more information:

  • Q&A for student workers, graduate assistants, and teaching associates (updated April 5, 2020)