Frequently Asked Questions

FAQ

The following frequently asked questions (FAQs) are being regularly updated as the situation and statuses on this pandemic continue to change.

Updated: 6/24/2020

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If an employee shows any signs of cold/flu/COVID-19, employee will need to provide medical documentation to HR.

Pros:

  • Two-thirds pay for employees who cannot telework because their duties cannot be performed remotely
  • Two-thirds pay for employees who cannot work due to COVID-19 related elder care needs.

Cons:

  • Employee are required to use personal leave to cover the other one-third of their pay

Employees taking NC COVID-19 Admin Leave will need to code two-thirds of the  hours as NC COVID Admin Leave on their leave reports (see example below) and enter a comment – COVID-19 (reason for leave)

leave-worked-time-on-campus-time

 

Is there an advantage (to the employee or the university) to using NC COVID-19 Admin Leave vs. keeping employees on regular hours?

No they would code their hours as FFCRA if they have applied and been approved by HR.

It is recommended to allow employees to telework if possible, the NC COVID-19 Admin Leave should be used for those unable to telework due to being a high risk employee.

It is recommended to allow employees to telework if possible, if unable to telework employees would need to see the FFCRA policy.

Any hours worked would be entered as regular hours work starting June 1.

Any time worked on campus should be entered as regular hours worked Instructions can also be found on the HR webpage under the COVID-19 leave instructions.

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To calculate NC COVID Admin Leave hours multiply eligible hours taken times .667.  To calculate personal accrued leave, multiply NC COVID Admin Leave hours by .333 (round result to the nearest .25).

If normal operations are impacted, it is at the discretion of the supervisor or department head to adjust employee schedules to meet the needs of campus and the department.

If an employee can work from home/telework, then they should continue to work from home/telework.

Yes, supervisors may adjust employee schedules as necessary to meet the needs of the department.

Yes, if a person is on preapproved leave, they would be expected to continue taking leave on days they are not working/teleworking, if they are unable to telework then NC COVID-19 Admin Leave may be used.

This would need to be discussed with the supervisor, some employees may not need to report every day.

No, as of now, paid NC COVID-19 Admin Leave does not have to be made up, but you must meet one of the COVID-19 conditions to be eligible.

Yes, employees will continue to submit their leave reports either biweekly or monthly.

For June 1 – June 30, a permanent or temporary employee may be granted two-thirds of NC COVID-19 Admin Leave if:
  • The employee is high risk for COVID-19-19 infection or is a caregiver to someone who is high risk
  • The employee must care for elder care facility closing
  • The employee is not a mandatory employee and, due to the nature of their position, cannot perform their duties remotely

For the purposes of the COVID-19 event only, mandatory employees are employees (permanent or temporary) who are required to work on-site during a public health emergency because their positions have been designated by the institution as mandatory to operations during the emergency. Designated mandatory employees will be notified by their supervisors and informed if they are required to report for or remain at work in emergency situations. Additional employees may also be designated to work if needed due to the length of the emergency, illness of mandatory employees, or other needs.

Note: Due to the length and severity of this event, the definition of “mandatory employee” used in relation to the COVID-19 outbreak is different than what is typically used during an adverse weather event or other emergency.

Mandatory employees should have already been notified by their supervisor of this designation and the requirements that come along with it. Employees with questions should talk with their direct supervisor or the UNCSA HR office.