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Employee Information

Message to Faculty/Staff about Fall Semester – 6/17/20Self-care Resources for EmployeesTime Entry Questions & Answers

Previous Communications

View all previous and current communications from the Vice President on the Human Resources website.

Resources for All Employees

The coronavirus outbreak has become an all-consuming global crisis, with unprecedented societal and business upheaval across the world. These are definitely not easy times as we attempt to adjust to a rapidly changing environment. It is our hope that we can help employees navigate through this difficult time by providing helpful resources they can access while working remotely.

This site is designed to provide resources and guidance to employees to meet the challenges of these times. We welcome your suggestions and feedback regarding this site and any additional resources you recommend.

All employees and their families have access to free, confidential services through our Employee Assistance Program. It provides confidential counseling and coaching and can help employees locate support resources/referrals, including alcohol and drug abuse programs, mental health specialists and self-help programs.

Please note that these are optional resources and are not necessarily endorsed by Montclair State University.

Community Cares Listening Line 1-877-719-1117
The Institute of the Black World 21st Century (IBW) has developed a culturally responsive helpline to address the impact of the COVID-19 pandemic on African Americans and people of African descent who are employed as first responders and essential workers. The Community Cares Listening Line will provide emotional support and resource information in critical areas of need.
Headspace (Online Mediation App)
Headspace is offering some free meditations to assist individuals during COVID-19. Make sure you are selecting the free meditations.
Caring for Your Emotional Health in the Time of COVID-19 (Webinar)
In this webinar, Horizon Behavioral Health staff will explain the features of our expanded network, specialized programs, group and individual counseling and other services – whether short term, long term or whenever you need it. You’ll also learn about the new teletherapy options and digital tools that address anxiety, depression and stress.
Stress Management – Techniques for Coping with Stress (Online Course)
Discover helpful coping strategies that can make a real difference to your day with this stress management course.
How to stay focused when you are working from home (Article)
Helpful tips on how to continue to be productive while working from home.
Transitioning to Work from Home (Article)
Helpful tips on how to continue to be productive while working from home.
Cornerstone Cares (Online Courses)
Free (requires registration). Courses include: Promoting self-care and helping you manage stress; Helping you be productive while working from home; Supporting the transition to an online classroom.
EX. Play list in Cornerstone Cares: Coronavirus (COVID-19) – Supporting infection prevention and control of COVID-19 (Coronavirus Infographic, Hand Washing Techniques, Managing Stress and Anxiety During an Infectious Disease Outbreak)
Remote Working: Setting Yourself and Your Teams Up for Success (Online Courses)
16 Courses Include: Working Remotely, Time Management: Working from Home, Productivity Tips: Finding Your Productive Mindset, Executive Presence on Video Conference Calls, Thriving at Work: Leveraging the Connection Between Well-Being and Productivity, Managing Stress for Positive Change, Building Resilience, Developing Resourcefulness, Leading at a Distance, Managing Virtual Teams, Leading Virtual Meetings, Microsoft Teams Tips and Tricks, Learning Skype, Learning BlueJeans Meetings, Learning WebEx, Learning Zoom
Mindfulness Matters (Article)
Strategies for Centering, Reflecting and Meditating in the Workplace
Care for Your Anxiety (Article)
Meditation techniques to reduce stress and anxiety
Finding the Time to Better Manage Your Time (Article)
In this four-part series focused on time management and work productivity in our new reality, I share some practical advice on how to better lead ourselves through structuring our day to feel better, work more effectively, and adjust to our new reality by actively designing our new reality rather than feeling that the new reality is designing us.
Why Getting Regular Sleep Is Even More Important Right Now (Article)
Talks about the importance of getting rest and how it affects your health.
Working from Home: Proactive Planning to Deliver Results (Webinar)
After attending this session, participants will be able to explore how flexible work systems should be implemented and sustained, identify the success factors for working remotely and take the necessary steps to show the value of working remotely.
Market Volatility Communications Center (Tools and Articles)
A resource center for those saving and investing in a retirement account with Prudential
COVID-19 Stimulus Package (Webinar)
Thursday, April 9
1 p.m. – 2 p.m. ET
This webinar will explain these important provisions and offer tips and insights aimed at helping employers and plan sponsors understand the practical and administrative impact of the new law.”
Productivity and Happiness Under Sustained Disaster Conditions (Article)
It is entirely possible to be peaceful, productive, and even happy under sustained disaster conditions. For newcomers to system-wide crises, I will share some of my insights here, building on the essay I wrote last month. As always, take what is beneficial to you, and leave the rest.
Stress and Coping (Article)
Understand that everyone reacts to stress in different ways, but it is important to remember to take care of yourself by taking measures to reduce stress and take care of your mental health
COVID-19 Resource Page for SHBP and SEHBP Members (Tools and Articles)
The New Jersey Division of Pensions & Benefits (NJDPB) has created a COVID-specific resources page that compiles all of the various resources available to our members during this time. Not only is there coverage information for SHBP/SEHBP, but additional behavioral health resources (e.g., Joyable –digital mental health solution available to members at no cost with one-on-one coaching and a personalized eight week BH program), wellness resources (e.g., Wellbeats – complimentary membership to at-home fitness video and content), and other important information from our carriers (Horizon and Aetna) and Pharmacy Benefit Manager (Optum). We are onboarding additional behavioral health, wellness, and telemedicine capabilities for our members and will be updating the website on a daily basis. Please share with your constituency and use these resources!
If you have any feedback or would like for us to explore additional ways in which we can serve our members in the SHBP/SEHBP, please reach out to Meaghan Dunfee (Meaghan.Dunfee@treas.nj.gov) with subject line “SHBP/SEHBP COVID Resource Request.”
10 Free Workout Apps (Article)
10 free workout apps to keep you fit while staying home and social distancing
Save Your Sanity: 21 Productivity Hacks that will Transform the Way You Work (Webinar)
Tips and techniques you can use to stay on task and productive. Fun, free apps to increase productivity and get more done in your workday. Keyboard shortcuts and hidden settings on your computer to end distraction.
Coronavirus (COVID-19): Your Practical Guide to Wellbeing (Videos/Articles)
Your homebase for wellbeing tips, resources and support. Browse articles and videos on reducing stress, staying active, being productive, sleeping well and more.
Resources for Managers

In the span of just a few short weeks, the coronavirus outbreak has become an all-consuming global crisis, with unprecedented societal and business upheaval across the world. These are definitely not easy times as we attempt to adjust to a rapidly changing environment. It is our hope that we can help employees navigate through this difficult time by providing helpful resources they can access while working remotely.

This site is designed to provide resources and guidance to employees to meet the challenges of these times. We welcome your suggestions and feedback regarding this site and any additional resources you recommend.

Please note that these are optional resources and are not necessarily endorsed by Montclair State University.

The Agile Leader: Tips for keeping employees engaged, connected, and productive during disruption (Article)
How can your organization thrive during a global disruption? By keeping employees engaged, connected, and productive. Your teams are looking to your organization’s leadership to provide stability, updates, and vision for a future that is uncertain. Organizations with the strongest leaders are in the best position to rally their workforce behind a shared vision—and pivot quickly as requirements change. Yet, given the unprecedented disruption we find ourselves in, our traditional leadership strategies are being challenged. Agile leaders must inspire productivity through new ways of working and additional leadership interventions.
When Crisis Strikes, Lead with Humanity (Article)
Three ways to provide reassurance while acknowledging uncertainty
Discovering What Matters: Conversations That Count in a Time of Change (Webinar)
You will leave this session with a process you can use to discover what matters most to your employees, a proven conversation model to engage your employees in conversations that matter to them, a fun career driver conversation activity that’s effective and easy to implement, and best practices to help employees craft a plan for career development success.
Leading Through Crisis (Webinar)
Join our experts and your peers online as we discuss the nuances of how to effectively lead through a crisis. Our panelists will share honest and authentic perspectives on how to: Maintain a steady hand when you’re faced with extreme uncertainty, doubt, and constant fires; Make decisions without complete information; Negotiate the competing interests of different stakeholders; Balance your fiduciary responsibility with the very real health concerns facing students, faculty, and staff; Sustain your energy through long days filled with stress, anxiety, and confusion.
Mapping Uncharted Territory with Employee Communications (Webinar)
Tips on how to communicate with employees and help them navigate the “new normal” during the COVID-19 pandemic.
Managing Virtual Workers Today (Webinar)
Find out what it takes to successfully manage virtual workers, learn the pitfalls and successful tools and techniques other organizations are successfully using on this topic, and increase your confidence for effectively getting work done through workers who are not in the office.
Managing Remote Teams with Upwork (Online Course)
In this course you’ll learn the tools and develop the skills and strategies needed to hire, manage, and optimize remote teams.
How To Manage Employee Health And Well-Being During Stressful Times (On-Demand Video Webinar)
During periods of uncertainty and disruption, managers need to make an extra effort to ease workplace anxiety and promote healthy priorities. What benefits, work procedures, and managerial insights provide the best results?
In This Together: Mindful Leadership Through Times of Crisis (Webinar)
Mindful leadership principles and best practices for times of crisis. Tips on supporting your team as they navigate the impact of working from home. How to embed mindfulness into your working culture, even when remote.
Resources for Parents

In the span of just a few short weeks, the coronavirus outbreak has become an all-consuming global crisis, with unprecedented societal and business upheaval across the world. These are definitely not easy times as we attempt to adjust to a rapidly changing environment. It is our hope that we can help employees navigate through this difficult time by providing helpful resources they can access while working remotely.

This site is designed to provide resources and guidance to employees to meet the challenges of these times. We welcome your suggestions and feedback regarding this site and any additional resources you recommend.

Please note that these are optional resources and are not necessarily endorsed by Montclair State University.

OLogy by The American Museum of Natural History (Online Activities)
OLogy is the science website for kids from the American Museum of Natural History. You can explore games, activities, stories and more.
Childrens’ Summer Program by The South Orange Maplewood Adult School (Online Learning/Activities)
The Children’s Summer Program offers a variety of live interactive virtual classes (i.e. American Sign Language, Summerfun Science, Dance Academy, Videocasting and more) with flexibility to register for different times throughout the day. Please note, there is a fee associated with these classes.
Parent Education Program sponsored by APA
American Psychological Association (APA) is sponsoring a program called ACT Raising Safe Kids program (national, evidence-based, parent education program). The program focuses on adults, who care for children from birth to 8 years old. The program aims to strengthen positive parenting skills by teaching child development, behavior management, tools for positive effective discipline, effective anger and conflict management, as well as media literacy. The ACT Raising Safe Kids program provides caregivers with a supportive social network and supports families to create safe communities for their children. If you are interested in participating in the 9-week program contact Dr. Milton Fuentes at fuentesm@montclair.edu.
Virtual Summer Camps (Virtual Classrooms)
100% fun. 100% free. Need something to keep your K-12 kids busy this summer? Help them make the most of their break with interactive camps taught by expert instructors. Each camp consists of five sessions, starting on Monday and ending on Friday. Sign up for one camp, or all of them!
Wide Open School (Virtual Classrooms/Activities)
Wide Open School is a free collection of the best online learning experiences for kids curated by the editors at Common Sense. There is so much good happening, and we are here to gather great stuff and organize it so teachers and families can easily find it and plan each day.
Sesame Street: Caring for Each Other (Online Videos, Games and Art)
Your friends on Sesame Street are here to support you during the COVID-19 health crisis. We know that these are stressful times, and families everywhere are creating a new sense of normalcy. So our site is filled with content you can use to spark playful learning, offer children comfort, and focus a bit on yourself, too.
7 Tips for Working From Home With Kids When Coronavirus Has Shut Everything Down (Article)
This article includes a few strategies and real-world tips from remote workers who’ve balanced careers and children in close proximity.
Working and Learning from Home During the COVID-19 Outbreak (Article)
This article shares some tips from the American Academy of Pediatrics to help you cope with the “new normal” until the virus is under control.
Age-Based Tips to Help Juggle Parenting & Working at Home During COVID-19 (Article)
This article provides some age-appropriate suggestions to help avoid frustration and keep your family moving forward during the pandemic.
Beyond the Chalkboard (Online Activities)
Beyond the Chalkboard is the work of a host of staff from Boston Children’s Museum, with additional contributions from educators from a number of organizations. It offers hundreds of free activities to teach in your after-school.
Scholastic Learn at Home (Online Activities)
Day-by-day projects to keep kids reading, thinking and growing.
Explore U.S. National Parks (Video/Virtual Tour)
Explore U.S. National Parks through Google Arts & Culture tours.
Tour Museums and Exhibits from Around the World (Video/Virtual Tour)
Tour museums and exhibits from around the world with Google Arts & Culture.
Benefits and Insurance

Disability Insurance

New Jersey Temporary Disability Benefits (TDI)

On April 14, 2020, Governor Murphy signed S2374 into law, which amends and expands the New Jersey Temporary Disability Benefits Law (TDI). New Jersey Temporary Disability provides temporary insurance benefits to replace some of an employee’s lost wages during qualifying circumstances. Temporary Disability Insurance (TDI) provides benefits when the employee’s non-work-related illness or injury prevents the employee from going to work. Benefits are also available under Family Leave Insurance (NJFLI) when an employee takes leave in order to care for a family member.

The new law further clarifies that for epidemic-related disability, the 7-day waiting period does not apply and disability benefits are payable on the first day of the disability. The new law expands the scope of TDI benefits available to employees who must isolate or quarantine, and to employees who must care for a family member who is quarantined. The new law expands the TDI definition of “disability” and “compensable disability” during a state of emergency declared by the Governor or when indicated to be needed by a public health authority.

The expanded TDI eligibility reasons now include:

Illness caused by an epidemic of a communicable disease, known or suspected exposure to communicable disease.

Efforts to prevent the spread of the communicable disease, which requires in-home care or treatment of the employee, when a healthcare provider or public health authority issues a determination that the employee’s presence in the community may jeopardize the health of others and recommends, directs, or orders isolation or quarantine as a result of suspected exposure to a communicable disease.

Caring for a family member requiring in-home treatment due to a determination that the family member’s presence in the community may jeopardize the health of others and quarantines or isolates at the recommendation of a health care provider or public health authority. 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.

Employees Working on Campus

For Employees Who Job may Not Be Done Remotely     

In response to Governor Phil Murphy’s Executive Order 107, Montclair State University is taking additional measures to protect the health and safety of the University community, including requiring only a small number of employees to work on campus. The information below is if you have been identified by your Supervisor as an employee whose job function is required to work on campus.

What if There Is an Outbreak in My Community?

You should follow the instructions of the authorities that have jurisdiction over your community. If they are imposing travel restrictions, let your supervisor know as soon as possible and keep him or her informed as things change.

My Child’s School is Closed

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

An employee may request a remote work arrangement, or to use sick leave, other accrued leave, or take a leave without pay.

Civil Service employees will be governed by Guidelines regarding Leave Time and Staffing – COVID-19 issued by the Civil Service Commission on Wednesday, March 11, 2020. State of New Jersey, CSC, COVID-19, Guidelines. Civil Service employees must provide documentation of the school closing and request a work from home arrangement. If a work from home arrangement cannot be accommodated, the Civil Service employee will not be required to use accumulated leave time during the period of closure.

Employees should not come to work if they are sick. They should inform their supervisor and they should enter all absences in Workday. Civil service employees (CWA, IFPTE, and Police unit members) should refer to the FAQs provided by the Civil Service Commission: State of New Jersey, CSC, COVID-19 FAQs

Employee has or 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. Civil service employees (CWA, IFPTE, and Police unit members) should refer to the FAQs provided by the Civil Service Commission: State of New Jersey, CSC, COVID-19 FAQs

Doctor’s Note

Employees who have tested positive for COVID should stay home and must provide a doctor’s note to document their condition. Employees who have been exposed to COVID should stay home and must provide a doctor’s note to document their family member’s condition. In order to return to work, the employee must have their physician complete a fitness for duty
certification. Civil Service employees should follow the guidelines regarding Leave Time and Staffing – COVID-19 issued by the Civil Service Commission on Wednesday, March 11, 2020. State of New Jersey, COVID-19, Guidelines.

No More Accrued Leave

At this time, employees should enter all absences in Workday for tracking purposes whether they have positive sick leave balances, or not.  Civil service employees (CWA, IFPTE and Police unit members) should refer to the FAQs provided by the Civil Service Commission. State of New Jersey, CSC, COVID-19, FAQs. 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 page.

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.

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

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. Civil service employees (CWA, IFPTE and Police unit members) should refer to the FAQs provided by the Civil Service Commission. State of New Jersey, CSC, COVID-19, FAQs

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.

Unemployment

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

There is no need to contact HR Benefits for your unemployment data, employer data is transmitted electronically to the NJ Department of Labor on behalf of the claimant. 

Medical Leave

Federal Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) and New Jersey Family Act (NJFLA) entitle eligible employees to take up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons. For further details, please visit our HR Leave of Absence website.

New Jersey Family Leave Act (NJFLA)

On April 14, 2020, Governor Murphy signed legislation that expands the protections offered by New Jersey’s Family Leave Act NJFMLA.  This specifically affects employees who take time off work to care for a family member as a result of an epidemic, including to provide care of a child if that child’s school or place of care is closed in response to a public health emergency.   Such leave is limited to 12 weeks within a 24-month period and must be provided by an employer with 30 or more employees.

The expanded leave permits employees to take family leave during a state of emergency declared by the Governor or when ordered by a public health authority under the following circumstances:

  • To provide in-home care or treatment of a child due to the closure of the school or place of care of the child of the employee, by order of a public official due to the epidemic or other public health emergency.
  • To provide care for a family member who has been ordered to remain home because the presence in the community of the family member would jeopardize the health of others.
  • To provide care for a family member when a health care provider or public health authority recommends that a family member in need of care by the employee voluntarily undergo self-quarantine as a result of suspected exposure to a communicable disease because the presence in the community of that family member in need of care by the employee, would jeopardize the health of others.

A certification of the need for leave, which may be provided by a health care provider or school or child care provider, depending on the reason for the leave is required and should be provided to HR benefits

Leave may be taken on an intermittent basis if the employee provides prior notice of the leave as soon as practicable and makes a reasonable effort to schedule the leave so as not to cause undue disruption to the employer, including providing if possible a regular schedule of the day or days of the week on which leave will be taken.

For further details, please visit our HR Leave of Absence website.

Family Leave Insurance (FLI)

Information about the Family Leave Insurance (FLI) eligibility and application process may be accessed on the State of New Jersey’s Family Leave Insurance website page. Please note: This process is not managed by Montclair State University, you must follow the procedures specified on their website or contact a Customer Service Representative at 609-292-7060.

Families First Coronavirus Response Act (FFCRA or Act)

Paid Leave entitlements through the Families First Coronavirus Response Act (FFCRA or Act) 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.

Eligible Employees

Employees of private-sector employers with fewer than 500 employees, and certain public sector employers, are eligible for up to two weeks of fully or partially paid sick leave for COVID-19 related reasons (see below). Employees may be eligible for up to an additional 10 weeks of partially paid expanded family and medical leave for reason #5 below.

Paid Leave Entitlements

Employers covered under the Act must provide employees up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave based on the higher of their regular rate of pay, or the applicable state or federal minimum wage, paid at:

  • 100% for qualifying reasons #1-3 below, up to $511 daily and $5,110 total
  • 2/3 for qualifying reasons #4 and 6 below, up to $200 daily and $2,000 total
  • Up to 12 weeks of paid sick leave and expanded family and medical leave paid at 2/3 for qualifying reason #5 below for up to $200 daily and $12,000 total.
  • A part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over that period.

Qualifying Reasons for Leave Related To COVD-19

An employee is entitled to take leave related to COVID-19, if the employee is unable to work, including unable to telework, because the employee:

  1. Is subject to a Federal, State, or local quarantine or isolation order related to COVID-19.
  2. Has been advised by a health care provider to self-quarantine related to COVID-19.
  3. Is experiencing COVID-19 symptoms and is seeking a medical diagnosis.
  4. Is caring for an individual subject to an order described in (1) or self-quarantine as described in (2).
  5. Is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons.
  6. Is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.

Families First Coronavirus Response Act (FFCRA or Act) Poster

Remote Working Arrangements

Please note the following revision in establishing and maintaining remote work arrangements.

Deans and Vice Presidents must communicate clearly to their Department Heads, Chairs and Supervisors that all employees must maintain documented remote working arrangements with their supervisor. Remote working arrangements establish the employee’s work objectives and goals, work schedule (if different from the standard 8:30 am to 4:30 pm hours), as well as, the frequency of contact with the supervisor. As the public health emergency continues, supervisors must reassess remote working arrangements to insure they are meeting the needs of the unit and the University. It is not necessary to submit remote working arrangements to Human Resources, nor enter remote working arrangements into Workday.

April 23, 2020

Useful Links on Remote Working

Families First Coronavirus Response Act (FFCRA or Act)

Paid Leave entitlements through the Families First Coronavirus Response Act (FFCRA or Act) 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.

Eligible Employees

Employees of private-sector employers with fewer than 500 employees, and certain public sector employers, are eligible for up to two weeks of fully or partially paid sick leave for COVID-19 related reasons (see below). Employees may be eligible for up to an additional 10 weeks of partially paid expanded family and medical leave for reason #5 below.

Paid Leave Entitlements

Employers covered under the Act must provide employees up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave based on the higher of their regular rate of pay, or the applicable state or federal minimum wage, paid at:

  • 100% for qualifying reasons #1-3 below, up to $511 daily and $5,110 total
  • 2/3 for qualifying reasons #4 and 6 below, up to $200 daily and $2,000 total
  • Up to 12 weeks of paid sick leave and expanded family and medical leave paid at 2/3 for qualifying reason #5 below for up to $200 daily and $12,000 total.
  • A part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over that period.

Qualifying Reasons for Leave Related To COVD-19

An employee is entitled to take leave related to COVID-19, if the employee is unable to work, including unable to telework, because the employee:

  1. Is subject to a Federal, State, or local quarantine or isolation order related to COVID-19.
  2. Has been advised by a health care provider to self-quarantine related to COVID-19.
  3. Is experiencing COVID-19 symptoms and is seeking a medical diagnosis.
  4. Is caring for an individual subject to an order described in (1) or self-quarantine as described in (2).
  5. Is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons.
  6. Is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.

Families First Coronavirus Response Act (FFCRA or Act) Poster

Student Employees


The campus is open and student workers are welcome to work, but they will not be required to do so.
Vacation Time

Requesting Vacation Leave

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.

Vacation Carryover

Managers are permitted to carryover one-year of vacation time, or 154 hours, into FY2021.  Managers should consult with their Vice President regarding their FY2020 vacation balance (the current balance plus expected accrued vacation through June 30, 2020) in excess of 154 hours and create a plan for the manager to take vacation prior to June 30, 2020.

When to Stay Home or Come Back

At this time, the University has remote work arrangements in place and is practicing social distancing for all essential employees who are required to work on campus. Human Resources will update this page when the campus reopens.

Last Modified: Wednesday, July 1, 2020 2:02 pm