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Restart Employee FAQs

This page provides answers to common questions by employees during Red Hawk Restart and as we continue to move forward during these challenging times. More information and resources for employees can also be found at Restart Resources for Employees.

Restart Employee TrainingHawk Check Self-ScreeningRestart Resources for Employees

Personal Health Questions

Personal Health Questions

I am not feeling well, should I come to work?

Employees are encouraged to monitor their health and, in the best interest of their health and the University, to stay home when they are not feeling well or are sick.

They should inform their supervisor and they should enter all absences in Workday.

All employees should complete the online self-assessment, Hawk Check, 6 to 12 hours before coming to campus.

Please visit the CDC website for steps about staying home and when to return.

What happens if I have been exposed to COVID-19?

Employees should not come to work if they are sick. They should inform their supervisor, and they should enter all absences in Workday.

What happens if I test positive for COVID?

Employees who have tested positive for COVID or have been exposed to COVID should stay home. In order to return to work, the employee must have their physician complete a fitness for duty certification. If your leave is for a COVID-19 reason or an existing medical condition see the Returning to Work section of Leaves of Absence.

How should I record my time if I am not feeling well?

If employees are not feeling well, they should report their condition to their supervisor, stay at home, and enter all absences in Workday for tracking purposes whether they have positive sick leave balances, or not.

What if my child’s school is physically closed and/or instituting remote learning?

Notify your supervisor of the reason for the absence and your anticipated return to work date.

Employees who are unable to work on campus or to work remotely should review their options for taking a leave under the Families First Coronavirus Response. Act (FFCRA). The FFCRA has two entitlements that are available until December 31, 2020: the Emergency Paid Sick Leave Act (EPSL) for qualified employees to take up to two weeks of paid sick leave, and the Emergency Family and Medical Leave Expansion Act (EFMLA) for qualified employees to take up to twelve (12) weeks of expanded medical and family leave (ten of which are paid) for purposes related to COVID-19. Please find more information at Leaves of Absence.

Civil Service Employees: Effective June 30, 2020, in conjunction with the State of New Jersey reopening process, the Civil Service Commission (CSC) rescinded the temporary COVID-19 paid leave policy effective with the pay period starting on July 4, 2020. The CSC is updating their Guidelines for State Employees and, as of August 2020, removed the Guidelines from their website. Civil Service employees should see the New Jersey Civil Service Commission’s Paid Leave Entitlements for guidance on applying for benefits under FFCRA.

Additional Information for Employees:

The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. These provisions will apply from April 1, 2020, through December 31, 2020. For further details, please visit the Department of Labor for more information.

The New Jersey Family Leave Act (NJFLA) provides 12 weeks of unpaid leave entitlement to eligible employees for:

  • The birth or adoption of a child
  • The care for a spouse/civil union partner, son/daughter, parent, parent-in-law, or a person in a “parental relationship” with a serious health condition.

Employees that meet the Temporary Disability Insurance eligibility criteria may apply for TDI. Employees can find information about the eligibility and application process on the State of New Jersey’s Temporary Disability Insurance website.

Remote and On-Campus Work

Remote and On-Campus Work

I am concerned about the risk of getting this virus and would like to self-isolate. Can I do that?

Employees may request to take sick leave or other accrued leave time and may also request leave without pay. Specific arrangements may vary based on the needs of the University, the unit and the nature of the employee’s role.

What is the process for requesting to work remotely?

Remote working arrangements must be approved by the immediate supervisor. It is the responsibility of the immediate supervisor to establish the employee’s work objectives and expectations for working from home. As the public health emergency continues, supervisors should reassess remote working arrangements to ensure they are meeting the needs of the unit and the University. It is not necessary to submit remote working arrangements to Human Resources, or enter remote working arrangements into Workday.

Can I request to take vacation leave during this time?

Employees may request vacation leave. Supervisors will make the determination based on the needs of the unit and the University. During the public health emergency, for certain employees or units that perform critically important functions, some requests may not be granted, and in addition, some existing vacation requests may be rescheduled.

Which days am I furloughed?

You should discuss which days you will be furloughed with your manager based on the needs of the unit.

What if I had vacation time scheduled on the days I am going to be furloughed?

You should remove your vacation time in Workday and enter “absent without pay” with “furlough day” as the reason.

I thought we all had to do 10 furlough days, but I received more than 10 furlough days Is this an error?

All employees subject to furlough agreements negotiated between the State and AFT, CWA or IPFTE will have a maximum of twelve (12) furlough days. Employees subject to locally-negotiated furlough agreements (Ben Samuels Children’s Center employees and Shuttle Bus Drivers) will have more will furlough days.

If you have any additional questions, please email: FurloughQuestions@montclair.edu.

Returning to Campus Questions

Returning to Campus Questions

When should an employee with cold or flu symptoms (who has not tested positive for COVID-19) return to work?

Employees should return to work only after they have been free of symptoms for 24 hours and have a temperature of less than 100 degrees Fahrenheit.

How do I know whether I can report to campus?

In order to maintain a safe work environment, all employees, students, contractors and visitors will be required to complete Hawk Check (the University daily screening assessment) before returning to campus. Students who live on campus should complete the assessment daily before leaving their room.

Additional Benefits Information

Additional Benefits Information

You will find additional information at the Restart Employee Resources page and on the University’s Red Hawk Restart site.

Unemployment Insurance

Unemployment Insurance (UI) is a program that gives financial support to employees who are unable to work on their jobs through no fault of their own.
You may be eligible to receive Unemployment benefits. Check your eligibility.

Please note: This process is not managed by Montclair State University, you must follow the procedures specified on the Unemployment website or contact an Unemployment Customer Service Representative at 609-292-7060.

Please be sure to provide the following information on your application:

  • Employer ID (FEIN) #: 22248181800000 (State of New Jersey)
  • Payroll/ Location #: 4140000
  • Complete name and address of employer
  • Employer’s telephone number
  • Your occupation with that employer
  • Beginning and ending dates of employment
  • Reason for separation –Furloughed Due to COVID -19

HR Benefits automatically transmits your unemployment data electronically to the NJ Department of Labor on behalf of the claimant.

Disability Insurance

The New Jersey Family Leave Act (NJFLA) provides 12 weeks of unpaid leave entitlement to eligible employees for:

  • The birth or adoption of a child
  • The care for a spouse/civil union partner, son/daughter, parent, parent-in-law, or a person in a “parental relationship” with a serious health condition.

Employees that meet the Temporary Disability Insurance eligibility criteria may apply for TDI. Employees can find information about the eligibility and application process on the State of New Jersey’s Temporary Disability Insurance website.