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March 1, 2021, the Order of the Secretary of the Pennsylvania Department of Health for Mitigation Relating to Travel is no longer in effect.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.
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.
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.
AFSCME / Non-represented / SCUPA / OPEIU / SPFPA-POA / SEIU
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.
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
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.
for this employer-provided benefit generally mirrors the emergency paid sick
leave provided previously under the federal Families First Coronavirus Relief
Act of 2020.
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.
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.
leave-related questions should be directed to your supervisor or Anna Shively,
Benefits Services Manager, in the Office of Human Resources.
I was out of work for COVID related reasons in January 2021, what do I need to do to ensure I receive the Emergency Paid Sick Leave instead of using my own paid sick leave?
System Emergency Paid Sick Leave will be retroactively applied. You will
need to complete the State System Emergency Paid Sick Leave Request form found on the PASSHE Announcements webpage and submit it to: COVID19LeaveRequest@passhe.edu.
Along with the request form, you will also need to provide supporting
medical documentation for the period of your absence from your health care
provider or the Pennsylvania Department of Health.
Do I need to enter paid leave if I was out of work due to COVID related reasons in 2021 if I plan to apply for State System EPSL?
Yes. Since you
will need to be off of work for COVID related reasons, you will need to enter
your time away from work as Paid Sick Leave.
If your sick leave is
exhausted you can choose to use any other available paid leave or unpaid leave
Once approved for State System EPSL, the State System will update your absence record to reflect the approved EPSL and your paid leave
will be applied back to the appropriate leave quota.
If I have been fully vaccinated and have been exposed to someone who tested positive for COVID-19, do I still need to quarantine?
If you have
been fully vaccinated and have been exposed to someone who tested positive for
COVID-19, please follow the guidance of your health care provider and the
Interim Public Health Recommendations for Fully Vaccinated People per the CDC. If you are uncertain if you fall
under these guidelines, please contact
Anna Shively at firstname.lastname@example.org in the Office of Human
Resources for further assistance.
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.
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.
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.
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
What should I do if I traveled outside of PA and I am not able to produce a negative COVID-19 test result or choose not to be tested or am waiting on the test results prior to returning to work?
employees, including health care workers and emergency responders, must
quarantine until negative results are received or until the required 14
calendar day travel quarantine period expires prior to returning to work.
results come back negative prior to the expiration of 14 calendar days, then
the employee need not complete the full travel quarantine period.
Acceptable proof of a negative COVID-19 test must be provided to support any
physical return to work in lieu of a complete 14-day travel quarantine.
who is experiencing symptoms or has tested positive for COVID-19 during the
14-calendar day travel quarantine, should consult with their health care
provider as soon as possible.
your supervisor whether or not you are able to telework and notify Anna
Shively, Benefits Services Manager in the Office of Human Resources of your
If you are
not able to telework, please
contact Anna Shively, email@example.com ,
in the Office of Human Resources to obtain a Request for Emergency Paid Sick Leave Due to
Travel-Related Self-Quarantine form and then submit the Request for Emergency
Paid Sick Leave Due to Travel-Related Self-Quarantine form, along with
acceptable proof of travel outside of Pennsylvania, to COVID19LeaveRequest@PASSHE.EDU.
proof of travel may include –hotel receipt, toll receipt, gas receipt,
airline/bus/train ticket, or restaurant receipt.
whether teleworking or at home during a 14 calendar day quarantine period, are
advised to stay home, separate themselves from others, monitor their health,
and follow directions from their state or local health department.
If I submit my request for EPSL due to travel related self-quarantine, how will I know if I have been approved?
Employees not able to telework, that request Emergency Paid Sick Leave (EPSL), will be notified by the PASSHE FFCRA Coordinator if approved for EPSL, confirming that they meet the criteria and have submitted the required proof of documentation of their travel. The employee’s HR Director will be copied on the Approval Notice. The approval will state the scheduled work dates approved for EPSL, up to a maximum of ten (10) consecutive work days.
What if I have already received and used the maximum ten (10) days of EPSL due to a prior COVID-19 request?
If the employee has already received the maximum ten (10) days of EPSL due to a prior COVID-19 request, the employee may use accrued and/or anticipated personal and/or annual paid leave to cover their absence for the purpose of self-quarantine. If the employee has exhausted all available paid leave they may use approved leave without pay.
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.
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:
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.
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, firstname.lastname@example.org, in the Office of Human
Resources no later than Friday, October 30, 2020. All flexible
work arrangement requests will be processed as follows:
My child’s school is requiring in-home/virtual learning several days a week, as the employee, what are my options so that I am able to be home with my underage dependent child?
Employees that need to provide dependent care and/or
in-home, virtual learning should discuss alternate work schedules and telework
with their supervisor and receive advanced written approval for any requested
changes. Scheduled changes are only approved
If telework and/or an alternate schedule is not an option,
employees may be eligible for paid leave under FFCRA.
If approved for telework, employees are expected to be available to
their supervisor, co-workers, and/or customers and to be able to perform their
essential job functions during their scheduled work shift. Employees are
expected to make and maintain dependent care arrangements to permit
concentration on work assignments.
Do I have to use paid leave if I am not able to telework or work an alternate schedule if I am needed to care for my dependent child for in-home/virtual learning?
Yes. Employees are required to use leave when not working and
engaged in personal business such as dependent care, in-home child learning,
etc. during their scheduled work shift.
may be eligible for up to 12 weeks of FFCRA leave if their child’s school/child
care is closed due to COVID-19 or the school’s reopening plan allows the option
of selecting a classroom, hybrid virtual/classroom, or virtual learning model
due to COVID-19.
that are interested in determining eligibility and learning more about FFCRA
and Emergency Paid Sick Leave should review the FFCRA poster and FFCRA FAQ. Employees interested in submitting a request
can do so by completing the FFCRA Request Form and submitting it to: COVID19LeaveRequest@PASSHE.EDU.
Am I able to use paid Sick Leave or Sick Family Leave if I am needed to provide dependent care and/or in-home/virtual learning?
No. Use of sick leave to provide dependent care and/or in-home child learning is not permitted.
Is liberal use of paid leave still permitted?
Employees are expected to continue to follow
applicable procedures for requesting absences, including the call-off
Do I have to exhaust all of my available paid leave before using unpaid leave while I am needed to provide dependent care and/or in-home child learning?
No. Employees are not required to exhaust their accrued and
anticipated leave types prior to the approval of leave without pay. Leave without pay may be requested;
however, it is subject to managerial/supervisory approval based on operational
If the university/operations cannot spare the employee the leave,
and the employee has no other leave available to use, leave without pay may be
Will I lose my benefits if I need to request a leave without pay?
AFSCME, SCUPA, and SEIU employees approved for leave without pay
will retain their benefits for up to 26 weeks due to the Affordable Care
other employees on leave without pay for a full two-week pay period or more,
would not retain their employer-subsidized health benefits; however, employees
may be eligible for the State System’s ACA health plan, which is at the
employee’s full cost.
Do I have to request and use Emergency Family and Medicare Leave (EFML)?
Employees that have exhausted Emergency Family and Medicare Leave, or who choose not to request EFML, may request the use of their own
annual, personal, or compensatory leave, subject
to manager/supervisory approval based on operational needs. Sick leave is not permitted.
Can I request and use Emergency Family and Medical Leave intermittently?
September 14, 2020, EFML may be requested intermittently in less than full-day
increments. Employees should attempt to
develop a schedule, working cooperatively with their supervisor/manager, which
meets both the employee’s needs and the operational needs of the department.
requesting EFML in less than full-day increments should complete the FFCRA Request Form indicating the dates
and specific work hours requested, in increments of no less than 30
How will I know if my request for a schedule change and use of EFML has been approved?
System COVID-19 team will send an email to the University HR director and the employee’s
supervisor, notating the employee’s requested partial EFML hours. A return email from the University HR
director and employee supervisor, approving the requested EFML hours,
will be required prior to notifying the employee of their approved EFML
How can I request a change to an already approved EFML schedule?
requesting changes to an EFML schedule already approved by the System COVID-19
team must submit an email to COVIDemail@example.com, copying both the
university HR director and their immediate supervisor/manager, no later than
Friday morning for any requested changes to their EFML for the following
week. Employees must receive prior
approval from their supervisor/manager and HR for any requested changes before
missing scheduled work time.
Are annual and personal leave carryover buckets indefinite?
No. 2019 Annual and Personal Carryover Leave Buckets have
been extended to 4/9/2021 for those with remaining balances. Please email firstname.lastname@example.org with
any questions regarding leave accrual balances.
What is FFCRA? Are all employees eligible for Emergency Paid Sick Leave? How do I request time off work?
Beginning April 1, 2020, the federal government enacted the Families First Coronavirus Response Act (FFCRA or Act), extending emergency sick leave benefits and extended protections under the Family Medical Leave Act to individuals in this group. Generally, the Act provides that employees of covered employers are eligible for:
What should I do if I have been in contact with someone who has tested positive for COVID-19 (e.g., spouse, dependent child, family member, etc.)?
Employees who have been in contact with a family member who
has tested positive for COVID-19 or who are experiencing symptoms of COVID-19
and are awaiting test results should contact their health care provider for
guidance on how to proceed and whether or not they should get tested for COVID
as well and also to determine whether or not they should self-isolate or
What should I do if I feel sick or begin exhibiting COVID-19 symptoms?
Employees who feel sick and/or are experiencing symptoms of
COVID should contact their health care provider for guidance on how to proceed
and whether or not they should get tested for COVID as well as whether or not
they should self-isolate or self-quarantine.
If an employee is to self-isolate or self-quarantine for a period
of time and if their position and work allows for their work to be completed
from home, with supervisor approval, this will be permitted. Sick Leave
should be entered for any time not working if the employee is not well enough
to continue working remotely.
If an employee is to self-isolate or self-quarantine for a
designated period of time and their position or work does not allow the work to
be completed remotely, then Sick Leave should be entered for any time not
working. Sick Leave should be used first, then any other applicable paid
leave may be used.
Employees may be eligible for paid Sick Leave under
FFCRA. If you are uncertain of your eligibility,
please contact Anna Shively, Benefits Services manager, at email@example.com.
What does it mean if I am advised to self-isolate or self-quarantine?
Quarantine and Isolation Guidance (in accordance with
CDC) (links to CDC website)
Isolate – If you are sick (suspected COVID/diagnosed
Quarantine – If you have been in close contact with
someone with COVID:
These time frames cannot be shortened with a
note from a medical provider.
Do I need to provide a release to return to work if I have been off of work due to testing positive for COVID?
should provide a release to return to work from their health care provider or
from the Department of Health that includes the date that he/she is permitted
to return to work.
Do I need to provide a release to return to work I have been off of work due to self-quarantining if in contact with someone who tested positive for COVID?
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:
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.
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, firstname.lastname@example.org, in the Office of Human Resources no later than Friday, July 17, 2020. All flexible work arrangement requests will be processed as follows:
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.
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
The Office of Human Resources will then notify the employee if the request has been approved or denied.
If approved, the employee will be directed to work with their supervisor to implement the flexible work arrangement.
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.
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 email@example.com.
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:
Through April 10, 2020...
Beginning April 11, 2020: Employees for whom work IS available...
If I am working, but my schedule has been reduced, what leave should
I enter in ESS?
If I am working or telecommuting on a reduced schedule, can I use
both paid and unpaid leave for the time not worked?
If I am working and I become ill or am exhibiting symptoms due to
COVID, what leave should I enter?
Should I physically report
to work if I have symptoms of COVID-19 (fever, coughing, shortness of breath)?
should I enter in ESS if I am caring for a family member due to COVID-19?
What if I am working remotely, but my power goes out or I lose my internet connection and am unable to work. Do I need to enter leave for this period of time?
accrued paid leave be used in partial days if work is available?
If an employee
has reduced hours due to a campus rotating shift schedule, can the employee use
paid leave to make up the remainder of their normal hours worked?
If an employee
is working or telecommuting on a reduced schedule, can they use both paid and
unpaid leave for the time not worked?
Beginning April 11, 2020: Employees for whom NO work is available. (Employees Who Are Not Working or Not Telecommuting)...
Can I use my accrued and/or anticipated
annual leave, or accrued/anticipated personal leave if there is no work
available for me due to COVID-19?
Can my supervisor deny the use of
accrued or anticipated annual or personal leave related to lack of work during
Can I use accrued compensatory leave
(aka “Comp Leave”) if there is no work available for me due to COVID-19?
Can my supervisor deny the use of
compensatory leave related to lack of work during COVID-19?
Can I use my accrued and/or anticipated
sick leave if there is no work available for me due to COVID-19?
If I use sick leave because I am sick
or injured for any reason including sickness due to COVID-19, do I still need a
note from my doctor?
Can my supervisor deny the use of sick leave
related to lack of work during COVID-19?
Can I use approved leave without pay
(LWOP) instead of using all my paid leave during this time?
Can I use a combination of LWOP and
paid leave during this time?
I still responsible to pay the employee health care contribution if I use LWOP?
I earn leave or seniority while on unpaid leave?
Will I lose my seniority if I choose to take leave without pay (LWOP) with benefits? Will people continue to accrue seniority if they choose to use paid leave?
Will employees be called back to work in order of seniority?
Will I continue to earn retirement service credit if I choose to use unpaid leave (LWOP) instead of paid leave?
Retirement Service Credit: If an employee has worked 1,650
hours a year, they would be given a full year of service. If the total
hours worked are less than 1,650 then a partial year is calculated by dividing
the number of hours worked by 1,650. For example 1, 350 hours worked in a
calendar year would be .82 years of service. (1350 divided by 1650 = .82)
I am currently on administrative leave due to work not being available can I
apply for FFCRA leave?
Will I continue to receive shift differential while on leave?
How do I know how much leave I can expect to earn (anticipated leave)?
How often do I need to enter leave into ESS?
What is my hourly rate?
Can I apply for unemployment compensation (UC)?
Where do I send my unemployment compensation (UC) forms?
What reason do I put on the unemployment compensation application?
Do I need to use all my paid leave before applying for unemployment compensation?
If I use unpaid leave for an extended period of time (longer than one full pay period), what changes can I make to my health benefits?
Department of Public Health – Coronavirus Information
for Disease Control – Coronavirus Information
Quarantine-Isolation Work Guidance chart
Q&A for student workers, graduate assistants, and teaching associates (updated April 5, 2020)
Does it matter if a student worker position was funded using federal work study or state funds?
No, all student workers will be treated the same.
Can student workers continue to work?
Yes. With many offices closed to the public and
regular employees working remotely, a student worker should
not be onsite working under the current situation. That said, if there is work a student worker
could perform remotely, they are permitted to do so. All hours worked by a student worker will be
submitted and approved by their supervisor using eTime as is the current
Can students be reassigned different work?
of student workers can assign different work from what the student may have
been doing historically. The work should
not be bargaining unit work, and the work should still be supervised by a
bargaining unit member or a manager. If
students will be transferred to another department under a different cost
center, please reach out to Student Payroll.
What if there is no work for a student to do remotely? Will they still get paid?
there is no work a student can perform remotely, students will continue to get
paid. Payments will be calculated using
the average hours of the three full pay periods prior to Spring Break, pay
periods ending 1/31/20, 2/14/20, and 2/28/20.
In no case can the payment(s) exceed a student’s allowable hours or
exceed their allowable award if funded by financial aid.
What if there is work for a student to do remotely, but he/she chose not to work?
The student should not receive the average salary payment. This situation should be considered a voluntary resignation. The supervisor should separate the student through eTime.
What if I’m allowed to work, but I’m not getting as many hours as I got before break?
Students should submit actual hours worked in eTime.
Supervisors should approve hours according to normal schedule.
Payroll staff will ensure students receive
payment for the higher of two amounts—either actual hours worked, or the amount
explained in Q4, the average of the three full pay periods prior to Spring
When will the average salary payments start? End?
average salary calculation payment will be on April 10, 2020. The final payment will be May 22, 2020.
How will I know how much my average salary calculation is?
employees can log into eTime and review the hours submitted for the pay periods
in Q4. The gross payment can be
calculated by multiplying the hours by the hourly rate and dividing by the
number of pay periods in which hours were recorded. See the examples below:
Can graduate assistants work remotely?
Yes. The work must be suitable to their graduate assistantship, tied to their academic program.
Will graduate/teaching assistants continue to get paid?
Graduate assistants will continue to receive their stipends as previously arranged.
How will a student get their paper paycheck?
paycheck will be mailed from the State System of Higher Education to the permanent address on
record in SAP. At this time, no new
direct deposit enrollments are being accepted for existing employees.