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COVID-19: FAQs for Faculty and Staff

March 23, 2020

…or part of the University, to close for a period of time . If alternative work locations or teleworking are available, employees should work with their management to plan to work remotely . Q10: How will I get paid if I am working remotely or on-site? SHRA non-exempt permanent, temporary, and student employees working remotely should capture or enter their times in and out in their timecards to ensure they are paid correctly. If the employee is u…

Flexible Work Arrangements for University Employees

January 6, 2017

…alternative work hours, flex time, and compressed workweeks), and flexible work locations (teleworking). Are employees required to disclose sensitive information to a supervisor to receive approval for a flexible work arrangement? No. Supervisors should not inquire about specifics that may require the employee to disclose personal/sensitive information. Employees with disabilities whose needs would be met through an FWA may first make a request th…

COVID-19: FAQs for Faculty and Staff 

March 12, 2020

…, or part of the University, to close for a period of time. If alternative work locations or teleworking are available, employees should plan to work remotely. Q8: My campus is closed but my job is one where working from home is not possible. Will I get paid? A: Yes – In the event that the institution is closed or that non‐mandatory employees are ordered to not report to work and cannot work remotely, then employees may be granted paid administrat…

COVID-19 Leave Information

July 24, 2020

…anagement believes they are not able to provide that consideration. Remote Work and Flexible Work Arrangements: Institutional use of flexible work arrangements, including telework and alternate work schedules provided under the public health emergency provisions of the Communicable Disease Policy, ends June 30, 2021. Institutions may continue existing temporary arrangements while completing the implementation of their internal policies for ongoing…

Wage Hour Definitions

March 7, 2017

…employee is “required, suffered or permitted” to work is considered hours worked (work time). Ordinarily, all hours from the beginning to the end of the work day are considered work time, except for periods when the employee is relieved of all duties for meal periods or other absences accounted for by approved leave. Break Periods Break periods are not required by the Fair Labor Standards Act (FLSA). However, as operational requirements permit an…

Family & Medical Leave Act (FMLA)

January 6, 2017

…dule – A work schedule in which an employee is not at work every scheduled work day, but works on an irregular basis, usually to accommodate some form of regularly scheduled medical treatment or for a chronic serious health condition. If a reduced or intermittent work schedule is foreseeable based on planned medical treatment, the supervisor may temporarily reassign an employee to a vacant position with the same pay and benefits which better accom…

Pandemic and Communicable Disease Emergency Policy

July 28, 2017

…ory employees; CDMEs report to work or perform their duties from alternate work locations as directed. The total number of CDMEs actively working and the duties they perform in any areas deemed critical may vary over the course of the Condition IV period. Communicable Disease Condition V: Continued emergency furlough (unpaid leave) of non-mandatory employees and emergency furlough for all CDME employees except for those CDMEs whose duties may be e…

Updates about Returning to Work on Campus

May 27, 2021

…been back on campus for many months already. Some of you have asked about flexible work arrangements and the possibility of continuing remote work. While we have learned a great deal about remote work during the pandemic and know that flexible work arrangements will certainly become part of our workforce planning and organization in the future, we expect most employees to return on or before July 19. There are several reasons for this approach. F…

FAQs

July 2, 2021

…nd requests for short-term (30 calendar days or less in duration) flexible work locations if the manager determines that the operational needs of the department can be met and that they will be able to provide appropriate supervision of the employee’s work (in addition to considering all other factors and requirements outlined in the Flexible Work Arrangements policy). Teleworking arrangements that will exceed 30 calendar days in duration will be…