What if I have symptoms of COVID-19?
You should not report to work if you have symptoms (fever of 100.4 F or greater along with cough or shortness of breath). You should report your absence in accordance with your department's call-in procedure. Per our usual leave policies, your first day (8 hrs) absent will be personal leave and then sick leave can be used for additional days needed. For faculty, sick leave may be used on day one.
What if I am sick but unable to get a doctor’s appointment or note?
JSU is waiving the requirement to provide a doctor’s note during this time.
What if I need to take care of a family member who has COVID-19?
If you have sudden caring responsibilities for a family member, you should report your absence in accordance with your department’s call-in procedure. Per our usual leave policies, your first day (8 hrs) absent will be personal leave and then sick leave can be used for additional days. If you do not have leave time available, unpaid leave will be approved. For faculty, sick leave may be used on day one.
What if my child’s daycare or school closes and I have to stay at home?
If you are unable to work due to caring responsibilities, you should report your absence in accordance with your department’s call-in procedure. Per our usual leave policies, personal leave or comp time should be used for these absences. If you do not have leave available, unpaid leave will be approved.
What if I need to self-isolate and can’t come to work?
Self-isolation will be condition-specific. For example, if you are required to self-isolate due to exposure, our usual leave policies will apply (first day/8 hours personal leave time then sick leave, or unpaid time may be approved if no leave is available). If you plan to personally travel to an area that requires known self-isolation upon return, then you should factor the self-isolation period into your personal leave request. If you are self-isolating by your own decision, then our usual leave policies will apply for requesting time off (personal leave or unpaid).
What if I or a family member am at high risk for the virus?
We encourage you to discuss your situation with your supervisor so that they are aware of your circumstances, can support you appropriately and discuss your personal needs with you as this situation develops. It is likely that the guidance we issue will become role-specific. For example, those who are in roles that have a large amount of face-to-face contact are in a different position than those who work in an isolated way. HR will ask supervisors to work with the individual to agree on how they are best protected. We will address this sympathetically on a case-by-case basis while considering individual circumstances and current guidance from health care officials.
Do I need to complete FMLA paperwork?
We are not requiring FMLA documentation specifically for COVID-19 symptoms. However, if the absence involves hospitalization or longer-term treatment, FMLA paperwork should be requested. For other medical conditions (such as surgery or pregnancy), our FMLA policy will remain in effect.
What if it is believed someone is abusing this situation?
We very much hope that this isn’t the case, but if you do have concerns please contact Human Resources at email@example.com.
What should I do if someone is being harassed for their national origin due to COVID-19?
The University does not tolerate any forms of discrimination and harassment, so these instances should be addressed immediately. Please contact Human Resources at firstname.lastname@example.org.
Can my student worker work during the extended spring break period?
Supervisors are encouraged to consult with their student employees to discuss work during the extended spring break period. Students are not required to work during this period unless it is deemed that the work is essential for University operations. Additional information will be disseminated regarding student workers during the alternate and online delivery period of course work.