COVID-19 HR Guidance
In light of Campus closure and as a precautionary measure regarding COVID-19, UNC employees across campus are working remotely in an effort to best support our campus community.
As part of that university-level effort, Human Resources is sharing employment guidance to help you manage COVID-19 concerns. Please know that all campuswide decisions are being made with the health and safety of our community at the forefront, and with the best-available guidance from public health authorities. As the situation evolves, further updates may be forthcoming.
COVID-19 Safety at UNC
UNC prioritizes campus community health and safety and has been actively monitoring the evolving Coronavirus situation at a university level and is providing regular updates on UNC's COVID-19 website.
STUDENT EMPLOYEE LEAVE POLICY Employee & Staff FAQs TAKING CARE OF YOUR MENTAL HEALTHMandatory Isolation Work from home & leave Direct Deposit Essential Services Families First Coronavirus Response Act FAQ Families First Coronavirus Response Act - Employee Rights
Due to Illness (Sick Leave)
Under the following circumstances employees will record the time as sick leave.
- Individuals with confirmed COVID-19
- Individuals showing symptoms and under investigation of COVID-19
- For household members, intimate partners, and caregivers in a non-healthcare setting of individuals identified above
Due to other factors (Work Remote or Administrative Leave)
Supervisors should consult with Human Resources for specific advice. Under the following circumstances employees will record the time as administrative leave:
- Individuals in close contact with a person who has tested positive for COVID-19
- Individuals returning from certain countries.
Per the CDC, stay home for 14 days from the time you left an area with widespread, ongoing community spread (Level 3 Travel Health Notice countries). View the list of the Level 3 Travel Health Notice countries.
For questions about supporting self-isolation for reasons other than those outlined above, please contact Human Resources at 970-351-2718.
Supervisors and departments are responsible for determining whether the individual is able to complete job duties remotely. At this time all alternate working arrangements continue to be approved by supervisors and departments. If there is an issued work from home advisory, work from home options for self for self-isolation or the campus is physical closed the expectation is healthy employees will work from home.
If the individual is self-isolated and continues to work remotely, nothing needs to be altered in the time tracking systems.
Remote Work Agreements
Please complete and submit remote work forms to firstname.lastname@example.org
UNC will provide paid administrative leave to healthy employees who are not able to work from home but are under mandatory isolation. Reasons that an individual may not be able to work from home include, but are not limited to:
- Job duties not conducive for remote working
- No access to laptops, home internet, etc.
If the employee begins to show symptoms or is care taking for sick individuals, the employees should record the time as sick leave and is not required to work remotely.
The privacy of sick employees will continue to be important. Do not communicate an employee’s health status to individuals who do not have a legitimate need to know
If an employee cancels an approved vacation request, for whatever reason, the vacation time will not be spent and will be added back to the employee’s vacation balance.
Direct deposit remains the most efficient way to be paid. Employees should make sure direct deposit information is current. If no direct deposit is set up, a paper check will be issued and communicated to the employee on where to pick up the check. In case of a campus closure, the following is information on payroll and Banner Systems including Banner Self Serve:
Classified salary, Professional Administrative Staff, full time Faculty, GA/TA's and Tech Pro's.
- All employees will continue to receive paychecks but if employees or supervisors do not submit/approve their timesheets, exception time (overtime, leave, etc) will not be captured.
- It may require that pay continues without ability to capture exception time and changes are made retroactively to ensure accurate pay and leave reporting.
- Primary goal is to err on the side of caution and maintain pay when in doubt.
Semimonthly (SM) Processing
This includes Classified hourly, University Aids, and student employees.
- Any semimonthly processing requires employee submission and supervisor approval in order for Payroll to capture reported hours. Payroll will continue to process any hours submitted and approved during this time.
Includes Adjunct Faculty.
- For the academic year, contact employees will continue being paid whether campus is closed or not.
- During the Summer months, deferred pay would continue for full time faculty; additional contracting would be needed via Data Forms or an EPAF.
- Should campus be closed, there my be an impact if HR liaisons are not able to complete and send new hire paperwork to Payroll for processing.
Payroll Work in General
Payroll will continue to process and enter any transactions that come through during this time as we work remotely outside of campus. Our prioritization will continue to be to minimize impact to the employees. However, this is contingent upon campus HR Liaisons to send their work through and departments to maintain EPAF's.
Departments determine positions as critical to their operations. Employees in critical
positions can be
FLSA exempt or nonexempt and are expected to work and/or remain at their worksite in
delayed start, early release, or closure situations, unless otherwise directed by their agencies.
Human Resources is working with departments that have designated essential/critical
positions to determine who would be required to be present oncampus if there is a campus closure.
More information will be posted here as it become available.