uconn hr covid

uconn hr covid

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). To the extent possible, this notification should be done by phone, but if this is not possible an email is sufficient. Donating Personal Protective Equipment (PPE) from Research Grants & Contracts. As well, the only employees who should remain on any campus should be those employees whose work cannot be performed from home and are critical to our operations. You will be notified later this month with further information. Your flexibility, patience and creativity in finding solutions to situations not presented before has made this semester possible and continues every day. (See Co-worker notification statement). Archived FAQs are available for employee review. Over the last week, Governor Lamont announced a plan would allow various sectors of the Connecticut economy to address reopening gradually, in phases and with guidance. In addition, UConn has launched a COVID-19 Information Center to direct individuals to appropriate resources at UConn to address particular, non-emergency questions and concerns related to COVID-19. Summer Graduate Assistant appointments will be issued in accordance with the collective bargaining agreement. Currently, the University is working on a plan for testing to start on Tuesday, August 4th through August 21st. Eligible employees at UConn’s Waterbury and Hartford campuses will be provided access to UConn Health’s Farmington drive-through location. HR has gather resources (see below) to provide employees and their families with information and tools for working remotely, and taking care of holistic health and well-being. GA employees who test positive for COVID-19 need to: Email HR at hr@uconn.edu with the following information: Supervisor name and contact information; Last date on campus and locations where they were It's simple enough — UConn is a great university. What do I do if I am a critical employee and have childcare needs? The GEU Contract provides that where a class is cancelled that a Graduate Payroll Lecturer who is the Instructor of Record has not previously taught, he or she must be paid $375 per credit as compensation for course preparation. I have lost power and internet access due to a winter storm – what do I do? GAs who test positive for COVID-19 are expected to initiate a report directly to HR and are also expected to self-quarantine as instructed by HR. Several campus offices have produced FAQs for specific audiences or services. If you have additional questions, please contact cindy.garrison@uconn.edu. Purchase of additional cleaning materials to clean offices, bathrooms, doors, etc. In addition, UConn’s Department of Extension has prepared a COVID-19 Resources website. Please follow these instructions when coding your expenses: In Concur, add the following identifier COVID19 to this field: In Husky Buy, add the following identifier COVID19 to this field: In KFS, add the following identifier COVID19 to this field: For items purchased and already posted to KFS: If you have already purchased an item or service related to COVID-19 and it has posted to KFS, please complete an IAA (Intra-Account Adjustment) edoc to update the Project field. to support need for leave upon return from travel. There may be some limited circumstances of an extraordinary nature as determined by UConn or UConn Health that would render an individual incapable of quarantining. I am writing to each of you today to inform you that the University is continuing our commitment to all full-time and part-time employees (including post-doctoral research associates) who are actively at work, telecommuting, or working on a rotational basis, and you are being paid for a full pay period. Pay and Lack of Work: All full-time and part-time employees (including post-doctoral research associates) on regular payroll who are actively at work, telecommuting, or working on a rotational basis are being paid for a full pay period. Inquiries and questions should be sent to hr-communications@uconn.edu. It’s important to remain active, and the following resources may be helpful to keep employees and their families on the move. These are trying times. 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). Employees with household members who are exhibiting symptoms of COVID-19 but are undiagnosed or awaiting test results should remain home. Below, employees may find a listing of COVID-19 related FAQs. Access CDC’s guidance documents for Coronavirus Disease 2019 (COVID-19) including for home, schools, healthcare, businesses, travel, and more. 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. Note: that classified employees are governed by guidance issued by the Department of Administrative Service. 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. In partnership with different units including Environmental Health and Safety, guidelines, safety plans, training and cleaning protocols have been developed that can be used by principal investigators, as well as departments, centers/institutes and colleges/schools to begin planning for the ramp up of research activity. Encourage the employee to contact their local health department to initiate contact tracing. Yes. Should your department wish to consider employment alternatives, such as remote work, or have previously made arrangements with your employees outside of this guidance, please contact Nathan Fuerst, VP for Enrollment at nathan.fuerst@uconn.edu. My spouse and I are both employed by the state, are we each eligible for up to 14 days of paid to provide childcare? NOTE: Graduate Assistants across all campuses will not be part of this proposal and will be tested using the “graduate student” methodologies in place through Student Health and Wellness. All full-time and part-time employees (including post-doctoral research associates) on regular payroll who cannot work a full pay period due to lack of work will continue to be paid until April 30, 2020. 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. With the beginning of the school year upon us, you may be experiencing concern and anxiety for your children – and for you. A colleague became ill in the office or on University grounds and went home. As we progress through the sub-phases of 1b, UConn will continue to work with the state to define eligibility, and Human Resources will notify employees directly when they are eligible for the vaccine. Request the date the student employee expects to be allowed to end quarantine. Please review guidance at https://payroll.uconn.edu/covid-19/ before completing and approving employee timesheets. Undergraduate students and Graduate assistants will be tested using the student strategies that will be communicated by Student Health and Wellness. No. Consider collaborator or consultant impact. If I am recovering from an illness, when should I return to work? However, it’s important to note that managers may deny or delay requests for childcare leave to ensure continuity of operations. I am out on an approved FMLA leave and my child’s school is now closed. Dan Warren – Director If you are already on campus, the manager must inform employees who have been identified as having been in close contact with an employee who has tested positive for COVID 19 and that they have been identified as an individual for whom there was sufficient contact to warrant notification. As we did in the spring, we want to share the University’s Family Care Resources on the HR Well-Being and Work/Life Family webpages. For new requests being submitted, comments can be added to the Page Up system confirming which of the three criteria apply. Payroll has developed a comprehensive guide for completing timesheets, based on an employee’s circumstances: https://payroll.uconn.edu/covid-19/. Are employees eligible for 14 calendar days of paid leave upon return from out-of-state travel to an Affected State? With manager approval, probationary employees may telecommute, if appropriate. UConn Health employees may apply and review FAQs through the UConn Health HR website. 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. During the workweek, allow employees to flex schedule their work within reasonable core hours so that they may juggle the demands of working at home, caring for their families and children while ensuring the work is completed timely and well. So many of you are showing the persistency and respect for one another that makes UConn a stronger place – thank you. Review our COVID-19 HR FAQ for employees, and managers on working remotely, general questions and … Phone: 860.486.3034 Fax: 860.486.0378 Email: hr@uconn.edu Monday-Friday 8:00 am - 5:00 pm. GAs are expected to report their positive tests results to HR by sending a note to hr@uconn.edu). Need additional help? Nancy.patrylak@uconn.edu, Concur – Travel Over the next several weeks UConn will be incurring unusual expenses attributable to Coronavirus. Who Will Be Allowed and Approved to be on Campus? No. Human Resources may contact the medical provider directly. The goals of the President’s COVID Recognition Awards are to: To acknowledge and honor the collective work and tenacity demonstrated by our faculty and staff in response to Covid 19. I have been asked to reach out to you to encourage the use of the Voluntary Schedule Reduction Program (VSRP) that enables employees to temporarily reduce their work schedules with unpaid leave, without affecting most of their other State benefits. The following message is sent on behalf of Carl Lejuez, Provost and Executive Vice President for Academic Affairs; Scott Jordan, Executive Vice President for Administration and Chief Financial Officer; and Chris Delello, Associate Vice President and Chief Human Resources Officer. All employees should call (860) 679-2877 outside of business hours. Where an employee works is subject to an agreement between each individual employee and their reporting organization. Employees will be required to utilize vacation leave for any period of self-quarantine required as a result of travel to an Affected State. Employees at UConn Health may also be able to use the expanded Child Care Center resources, including subsidized enrollment costs. Exempt and non-exempt employees that are benefits eligible and who are scheduled to return to the work-site by their manager, and who believe that they may have a documented condition which puts them at greater risk even with the safety protocols put into place, may request to review individual needs with their department in conjunction with human resources current leave processes. Where possible, the University encourages employees to work with their manager about telecommuting. Managers and supervisors must not pressure employees or others to come to work if they are ill. The enormity of the challenges we are all facing continues, but I am proud to say that I know UConn and UConn Health will continue to face those challenges as we always do – together, and only together will we be able to bring our campuses back to life again. HR policy amendment – independent audit; Coronavirus vaccine for UK nationals living in Czech Republic; UConn Partners with FutureLearn to Expand Digital Education Presence Globally; COVID vaccine questions to be answered on WPSU’s ‘Conversations Live’ on Feb. 25 Once the manager/employee notifies HR of the COVID diagnosis, HR will: When an employee notifies their manager that they are required to quarantine, the manager will: The manager should then notify HR of the employee’s quarantine. The University in furtherance of that effort is announcing a weekly employee “potential exposure” and “surveillance” testing program to begin next week. This information is also present at https://hr.uconn.edu/employee-domestic-travel-storrs-regionals/. A registry of faculty and staff (including post-doctoral research associates or fellows) who will be allowed on the campus before, during, and after re-entry will be in the following categories: We also understand that some employees who fall within these categories are already on our campuses. Thank you for your patience and understanding as we continue to navigate this evolving situation and to mitigate the transmission of COVID-19. Sampling wastewater for SARS-CoV-2 is used to detect the presence of covid-19. We anticipate that a majority of our professional staff and faculty will continue to telecommute during the fall semester. The list of Affected States requiring quarantine will be updated weekly by the state’s Department of Public Health. Yes. We encourage and expect those who have these tests made available to them, to take the test. For more information from the University, visit the COVID-19 update page. It’s important to take care of your mind, spirit, and body during times of stress and uncertainty. Additional, free resources are available from the following organizations and services, but sign-up is required: Employees with questions may contact Vicki Fry at vicki.fry@uconn.edu. TO: All UConn Faculty and Staff at Storrs and Regional Campuses: In a follow-up to President Katsouleas’ recent communication on the fall reopening and testing, I write to provide further guidance on faculty and staff testing, training, and on-campus requirements. 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. Please note that this guidance applies to UConn Storrs and the regional campuses only. The provision allows for a parent to be at home with children. Due to the fluid nature of the pandemic, UConn and UConn Health strongly discourage all employees from non-essential personal or professional out-of-state travel. At this time and effective immediately, all new additions to the registry are suspended, with the exception of additions of faculty, until further notice. UConn Health will perform the Storrs tests. Upon notification of your negative test result, you may return to work following coordination with your manager; and. While these FAQs apply to employees at all UConn campuses, there is additional information available for clinical employees at UConn Health. Failure to adhere to this guidance may result in discipline to the employee and the respective manager. 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. If you are working from home now, you should continue to do so unless approved by the University to return to campus. UConn and UConn Health strongly discourages employees from any non-essential out-of-state travel to Affected States at this time. We ask managers and staff to refer here for more details https://hr.uconn.edu/employee-exchange-program/. All managers and employees must adhere to these on-campus employee categories on the registry in order to limit transmission, ensure the capability of social distancing, and to promote contact tracing efforts. At least 7 days have passed since your positive test and you have had no symptoms of COVID-19 (you remain asymptomatic); For 3 days (72 hours) following discontinuation of isolation, you socially distance (stay six feet away from others) and wear a mask. Return to Work Practices and Work Restrictions for HCP, Self-monitor for symptoms, and seek re-evaluation from occupational health if respiratory symptoms recur or worsen. The University has released updated travel guidance that will apply to all faculty and staff when returning to Storrs and Regional campuses. Call our COVID-19 Call Center at 860-679-3199 for health concerns related to the coronavirus from 8 a.m. - 5 p.m. Monday through Friday. An employee who does not fill out the required travel forms, who makes misrepresentations on such forms or who fails to abide by any required quarantine may be subject to disciplinary action. 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. Ensure your staff have the necessary equipment and supplies to address the required work within reason. Once organizations identify on-campus employees, it’s critical for organizations to inform the employee and Human Resources. The Fall 2020 Lactation/Wellness Rooms list for the Storrs and regional campuses is now available on the HR website. Where possible, the University encourages employees to work with their manager to enable telecommuting. Where can I get help? UConn Health's COVID-19 Call Center is here to help Monday through Friday, 8 a.m. to 5 p.m. Make an Appointment 1-84-GET-UCONN. Paid leave would apply in situations where the employee had not already received paid COVID related leave or if such leave was less than 14 calendar days. Conversely, if employees who have been told to report to work are well, they should not be pressured to stay away from work. The scenarios below apply to UCPEA, Management and Confidential employees only. Further details are also available now on the HR website, and this page will be updated periodically as more complete details of the program emerge: For purposes of this testing approach, “exposure” is not formally defined. Employees of UConn Health, please call (860) 679-2877. 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. Managers may use a process of soliciting volunteers or developing rotational programs in order to address critical functions during this unprecedented time. Special Payroll employees who are able to continue working with approval of managers will be paid for hours worked and in accordance with their employment agreement. If I contract COVID-19, will I go on paid leave? However, Payroll will be following up separately with directions on which Time Reporting and Override Reason Codes to use. Requirements and information for any employee traveling out of state to an Affected State: Questions on domestic travel may be sent to hr@uconn.edu. Do I need to be quarantined? Employees may utilize the balance of such leave if they were not previously granted 14 days. Language + Settings Top. For these situations, earlier this summer the Office of Human Resources developed and communicated our Employee Exchange Program and there are many roles that are needed as the University reopens. We write today to provide additional guidance to student supervisors to help you determine options for your student employees who are not on Federal Work Study. 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. If the spouses wish to split the time within the 14-day period, they may do so. It is clear that we will not be able to return to normal as a workplace until circumstances and public health guidance change to a level where the University believes that we can return to working on-site on a large scale. 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. I’ve been told that I need to provide HR with “documentation” in order to go on paid leave. Facilities Operations has approximately 450 current employees that are in four different bargaining units as well as management exempt. The worldwide pandemic involving COVID-19 (coronavirus) has produced unprecedented challenges in the UConn community and around the world. I don’t feel well, but I don’t have any sick time. Employees who are concerned may contact the Employee Assistance Program. Please join me in thanking them for their important guidance and contributions to these efforts. We gain a better understanding of where COVID-19 levels are increasing, … This opportunity will allow managers to request additional support staff during this unprecedented time. As always, we will adjust to the state of the pandemic and will explore different options, including employees potentially returning at different times depending on certain factors, such as vaccinations. UConn last played longtime-rival Georgetown in January 2017, a 72-69 defeat that extended its road losing streak against the Hoyas to five games. 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)? UConn is a continuously operating university and some employees must work on campuses to provide services that are critical to residential life, campus health and safety, to conduct and support research, healthcare and/or other core missions of the University. The Office of the Vice President for Research is maintaining FAQs for Research Staff. We are writing with guidance on payment of Student Labor for April 6 and beyond. Fax: 860.486.0378 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. (Vault/SHaW will NOT be sending those results to HR due to HIPPA privacy laws. 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. Our websites may use cookies to personalize and enhance your experience. 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. Ask if the employee has contacted their healthcare provider for guidance. 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, especially if you are approved for reentry to any of UConn’s campuses by July 27th. To inquire whether an employee is an Essential Worker, by definition herein, please contact HR: UConn Essential Workers will be required to adhere to the following guidance: EMPLOYEES WHO HAVE HAD A PREVIOUS COVID-19 POSITIVE TEST RESULT. 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. I will keep you informed of any new developments as the University’s response to the pandemic continues. When will testing Occur? Please review the Emergency Closing Policy carefully for details about how decisions are made related to winter weather, expectations of employees, and other information. Human Resources will be hosting two flu clinics on Depot Campus at Storrs for employees with state of Connecticut insurance through Anthem. As we round the mid-point of the fall 2020 academic semester, we write to you about two important issues: extending UConn’s work-from-home practices into 2021, and the importance of remaining vigilant in protecting your health, and that of others, as the pandemic stretches on. Who is a critical employee and how is it defined? Upon exhausting their accrued time off, employees may request an unpaid personal leave, which is subject to management approval based on operational needs. Employees who have the capacity to work remotely should telecommute (with their manager’s approval) and should speak with their manager regarding further guidance. Employees must schedule a test for COVID-19 as soon as possible following their return to Connecticut and prior to returning to work. The GA’s department has confirmed that the GA is able to telecommute, in case the University is not at normal operations during part or all of the summer. For information on Employee Domestic Travel, as it relates to COVID-19, please visit Employee Domestic Travel. Critical employees are those deemed necessary to maintain continuity of operations. As a reminder, student workers are afforded the ability to utilize accrued sick leave, under Public Act 11-52. HR will utilize those results to work together with employees who test positive and will not be able to return to campus as planned, as well as notify your manager that you are unable to return to work. 24 hours with no fever without the use of fever-reducing medications, Other symptoms of COVID-19 are improving*. My child’s school is closed and I do not have an alternative means of child care. Separate guidance will be issued to employees at UConn Health. We encourage everyone to review the materials before starting their telecommuting period. Employees are encouraged to use the 14 days to ensure personal obligations are addressed in anticipation of returning to work in person or remotely. Will I be required to use my sick time? Can an employee be approved for VSRP (voluntary scheduled reduction) in lieu of taking COVID-19 leave (paid or unpaid)? Test, e.g relax the precautions we have seen a recent uptick and..., may qualify for an employee 's absence should be those employees deemed critical our. Campus, please use care and caution while driving, especially on roads. Following updated travel guidance may result in discipline to the success of Human! A prospective employee should first contact their manager to enable telecommuting where possible express breast milk staff,,... 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