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Back to COVID-19 HR Guide

Below is a set of topics that have been brought to our attention. Please review the information below as you work with your teams, and reach out to us at if there’s anything it would be helpful for us to add.   

Accommodations and flexibility for employees

Managers and Supervisors  should approach each employee’s unique circumstances with compassion  andare advised to be as flexible as possible. There are trainings available to help navigate employee requests for accommodations and flexibility, and you may review the Accommodations and Flexibility section of the Workplace Concerns page 

Managing operational and staffing impacts resulting from the pandemic

Management may reassign an individual to complete other work assignments that are not a part of their normal duties and responsibilities.   

If your team is still teleworking, these Tips for Managing Remote Teams may be helpful to you.  

Applying paid administrative leave for a part-time employee with a fluctuating or event-specific schedule

For part-time or temporary employees with fluctuating schedules, paid administrative leave may be applied, but consideration should be given to the employee’s average hours per week over the course of a month.Paid administrative leavecannotexceed forty hours per weekin any circumstances. For information aboutavailable leave options, visit the COVID-19 leave information page 

How to use the COVIDE TIM code

COVIDE is a code requested by the Emergency Operations Center (EOC) so they could track their effort towards the response in TIM. COVIDE is for accounting purposes only. We do not have any additional information about how the COVIDE TIM account code should be applied at this time. If there are concerns about transferring the hours in TIM, please track the hours worked spent supporting University COVID-19 planning efforts outside of TIM for now. 

Employees who have not been directed to work onsite and can’t perform their usual work from a remote location

All employees who have not been designated as a COVID-19 Mandatory Employee may continue to be assigned work and are expected to telework, if feasible, given the nature of their position and duties. We encourage supervisors to try to find assignments employees can perform remotely and management may also reassign an individual to complete other work assignments that are not a part of their normal duties and responsibilities.Employees who are not expected to report to a University worksite but cannot telework because their position and duties cannot be performed remotely, and because reasonable alternate remote work is not feasible or productive, must use their accrued leave or accrued paid time off for hours not worked.  

What to do if an employee is ill or has COVID-19 symptoms?

  • Review the resources listed in the “Employee Wellness” section above and communicate those to the employee.  
  • Provide the employee with information and COVID-19 related leave options located on the COVID-19 leave information page.
  • Contact your School or Division’s HR Representative, and they will coordinate with the central Office of Human Resources and other campus officials to provide guidance.  
  • If an employee is not subject to official quarantine by public health authorities, but the UNC System President, or the UNC-Chapel Hill Chancellor believes that an employee has symptoms associated with a communicable disease, the UNC System or constituent institution may direct the employee not report to work.
  • If the employee feels well enough to work, the supervisor could allow the employee to work remotely full-time or part-time. 

What if an employee has recently traveled to a COVID-19 hotspot? Can I instruct them to self-quarantine for a period of time before returning to work?

Faculty and staff who have not been advised by their supervisor to return to work should plan to continue teleworking until further notice. Only those employees who have been directed by their management to return to work onsite should do so.Information about travel can be found under the Employee Health and Wellness section  

Pandemic and Communicable Disease Policy Information

Information about the University’s Pandemic and Communicable Disease Emergency Policy is available on the OHR website.  

Temporary Employees’ Required 31-Day Break

To maintain continuity of operations, the 31-day break requirement for temporary employees is being waived until further notice if the temporary employee’s continued employment is required due to a state of emergency for COVID-19. The manager or supervisor must notify their department HR Representative if a temporary appointment extension is needed due to the COVID-19 state of emergency. The HR Representative must then notify OHR Employment & Staffing accordingly.

Discontinuing Temporary Positions

We have created specific coding to facilitate the process of rehiring temps that are or will be cancelled due to the COVID-19 limited campus operations when the University returns to normal operations. View more information.

Furlough Compared to Reduction in Force

This is a comparison chart to outline the difference between furloughs and a reduction in force, including policy information and applicable resources.