Staff

We’re excited to welcome you back to campus! Your health and safety are important to us.

Campus leadership has consulted with other staff and public health officials and medical experts to develop a comprehensive set of guidelines to help protect the health and safety of our community. Here is the latest information and FAQs for fall semester.

Your Health and Wellness

To help our campus community remain healthy during the semester, please review this information about COVID-19 symptoms and this step-by-step guide for employees who suspect they may have been infected.

  • Please review our detailed protocol for faculty and staff who test positive for the virus. The key element is to inform your supervisor by phone and not return to campus until they obtain a return-to-work certification from a healthcare provider.
  • Employees are responsible for checking their temperature daily and monitoring their personal health. Information on policies regarding masks, distancing and personal health monitoring is available in Health and Safety.

Accommodations

  • Multiple options are available for employees with child-care issues related to the pandemic. See item in FAQ below.
  • Departments are encouraged to support employees to stay home if they are sick, thereby minimizing the spread of the virus. Paid time-off benefits are available in accordance with policy.
  • An employee who is sick or whose family members are sick may be entitled to job-protected leave under the Family Medical Leave Act under certain circumstances.  

Workplace Regulations, Recommendations and Etiquette

Answers to many additional questions you may have can be found below in the Staff FAQ. You may have many questions that are not addressed in the current set of FAQs. We recognize that there may be times when employees require additional support that our current policies do not contemplate or accommodate. If you confront a particularly difficult circumstance, Human Resources is available to offer employment-related guidance and support.

Staff FAQ

Telework

Supervisors are encouraged to provide telework options to employees, including non-exempt employees, whose job duties can be performed remotely without hampering operations. UM Human Resources has information and tools available if considering flexible work arrangements.

Paid time off

Benefit-eligible Administrative, Service & Support employees and certain non-regular academic employees may use the following paid time off:

  1. Sick leave, HR-404 Sick Leave
  2. Vacation leave, HR-402 Vacation  
  3. Personal days, HR-403 Personal Days.

12-month faculty may use any of their unused four weeks (20 days per year) of annual leave, CRR 320.070 Academic Appointments.

Non-benefit eligible employees will be approved for leave without pay.

FMLA Leave

The FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a designated 12-month leave year for specified family and medical reasons which may include COVID-19 where complications arise that create a “serious health condition” as defined by the FMLA.

Please consult your university, hospital, or system human resources for additional guidance.

All university-related non-essential international and domestic travel is suspended until further notice. This includes travel connected to university activities or programs for all faculty, staff and students, whether that travel is funded by the university, an external grant, or any other sources. Requests to engage in essential travel must be approved by deans, vice chancellors or vice provosts and may require quarantine and/or negative COVID test results prior to returning to campus.

No. There is no reimbursement of home internet or other expenses for business use.  

No. The university does not pay for doctor’s appointments.

Addressing workplace concerns during a virus-related outbreak are complex and ever-changing. First and foremost, help employees reduce unwarranted fears by focusing on facts provided by the CDC and remain consistent with the messaging provided by the university. Employees should be supported and provided a safe and inclusive environment.

Obtain information about the source of their concerns to consider alternative working arrangements, if feasible. Consult with Human Resources to determine if accommodations are appropriate based on reliable information. 

While safety precautions must be taken during a public health concern, supervisors should also be aware of the potential of individuals being treated unfairly and respond accordingly. Be aware of the risk that individuals who come from places where the virus outbreak is occurring may experience discrimination as a result of virus-related fear.      

University supervisors are encouraged to review the HR Manual Virus-Related Outbreak Concerns guidelines.

Supervisors are encouraged to provide telework options to employees, including non-exempt employees, whose job duties can be performed remotely without hampering operations. UM Human Resources has information and tools available if considering flexible work arrangements.

Please consult your HR Business Partner for additional guidance.

Yes. A health care provider’s statement may be required for return to work from the employee’s own serious health condition.

Employees shall continue to follow department established guidelines for attendance and requesting approval for time off. Departments are encouraged to support employees to stay home if they are sick, thereby minimizing the spread of potential viruses. Paid Time Off benefits are available in accordance with policy.

An employee who is sick or whose family members are sick may be entitled to job-protected leave under the FMLA under certain circumstances.  

University supervisors are encouraged to review the HR Manual Virus-Related Outbreak Concerns guidelines.

The FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a designated 12-month leave year for specified family and medical reasons which may include COVID-19 where complications arise that create a “serious health condition” as defined by the FMLA. 

Eligible employees may include part-time and full-time employees, depending on the definitions as outlined in HR-407 Family and Medical Leave:

“An eligible employee is one who has been employed by the university for a total of at least twelve (12) months at the time of the leave of absence, and has actually worked at least 1,250 hours during the 12-month period immediately preceding the leave, regardless of the employee’s place of employment by the university.”