Updated: April 21, 2021 at 8:59AM
Employees are expected to work from home until further notice unless their responsibilities require them to be on campus. Managers and employees should have clear communication regarding the expectations for their work.
If employees have specific concerns that prevent them from performing their work on campus, they may contact their Human Resources Consultant for further direction. For guidance on remote work, please refer to the Remote Work Toolkit.
Some staff and faculty will return to work on campus sooner than others, in order to support essential components of the University's mission. These employees have been or will be notified by their respective managers.
COVID-19 Leave Days
As a result of the change in the CDC’s quarantine recommendations from 14 to 7 calendar days, effective January 27 through June 30, 2021, regular staff members will have access to up to 5 COVID-19 leave days if they are unable to work because of a medically directed quarantine due to COVID-19. Find additional information on how to utilize COVID-19 Leave Days.
Child/Elder Care Leave Days
To continue to encourage an environment where staff can care for children or elder family members in their households, effective January 27 through June 30, 2021, full-time regular staff will have access to up to 10 Child/Elder Care Leave Days. These can be used if an eligible staff member is unable to work remotely due to the responsibilities required to care for a child or elder family member in their household. The Child/Elder Care Leave Days are separate from COVID-19 Leave Days. Find more information on how to use Child/Elder Care Leave Days.
Looking to the new fiscal year, starting July 1, 2021:
- Merit pay increases will resume, and promotions will be re-instituted, where appropriate.
- The staff hiring freeze for replacement personnel will end on June 30, 2021, though approval of the appropriate dean or vice president will be required for such hires; and new staff positions will continue to require the approval of an executive officer.
- Our full 403(b) matching contribution program will continue to remain in effect.
- We are planning for an increase in our endowment payout.
While this news is promising, enduring uncertainties dictate that we all must continue to act with great prudence and be careful stewards of all University resources.
Job Reassignment Program
As a result of new and increased demand for work needed in areas related to health and safety and reduced responsibilities in areas such as campus events and retail, the University instituted a Job Reassignment Program for staff members in a limited number of departments to provide opportunities to our current staff members to fill emerging workforce needs.