On-site Critical Employees:  We continue to be grateful for the exceptional efforts of those of our employees deemed critical to the mission of the University and who have remained on our campuses and health center since the middle of March. We write to share a reminder about Family Care Resources and to provide an update on Lactation and Wellness Rooms on the Storrs and Regional campuses. All full-time and part-time employees (including post-doctoral research associates) on regular payroll who cannot work a full pay period due to lack of work will continue to be paid until April 30, 2020. The EAP is a free and confidential service for employees and their dependents. This information will be used in contact tracing performed by the local health district. In addition, some employees, depending on their duties and campus, may qualify for paid lead of up to 14 days. If you are traveling to one of our campuses on Friday, please use care and caution while driving, especially on secondary roads. In general, no employee is barred from coming to campus if necessary, but no one should be coming to campus on a regular basis if they are not on the Human Resources registry. At any time there are approximately thirty to … UPDATE: ON July 20, HR required managers to submit which of their staff fell within the above categories and we made testing available to them, which ends Aug. 21. Student Employment asks that you convey this information to your student employees in your department. Request the date that the employee was last on campus and the workplace locations in which they spent time. A colleague became ill in the office or on University grounds and went home. If a member of my household is quarantined, should I still come to work? In general, employees who are ill should stay home and pay will be determined in accordance with collective bargaining contracts or policy. My spouse and I are both employed by the state, are we each eligible for up to 14 days of paid to provide childcare? The scenarios below apply to UCPEA, Management and Confidential employees only. As UConn navigates the pandemic, it expects to have opportunities to adjust staffing across the organization, ensuring it is using its available workforce effectively. Supervisors should only be approving hours for students based on their regularly scheduled hours and if the student is unable to work. Failure to adhere to this guidance may result in discipline to the employee and the respective manager. ), Purchase of office and research supplies as a result of Coronavirus. Very limited exceptions, also mentioned below, apply to those who travel to an Affected State for less than 24 hours and those who travel for essential UConn or UConn Health-related business. (Vault/SHaW will NOT be sending those results to HR due to HIPPA privacy laws. Have more questions? We write to provide an update related to the communication below. Employees – with permission from their manager – may telecommute. It is important that departments add additional identifiers to Travel, e-docs, Requisitions, and Purchase Orders for these expenses directly associated with the prevention of COVID-19. The University is reviewing the issues surrounding employees caring for children at home when schools are closed against the availability of available child care and the possibility of accommodation within existing leave and flexible policies. What happens if I do not complete the necessary UConn or UConn Health travel forms? As such, the only employees who should remain on any UConn campus should be those employees deemed critical to our operations. Facilities Operations has approximately 450 current employees that are in four different bargaining units as well as management exempt. Such options are varied start and end times, split days, or an altered schedule (e.g., if an UCPEA employee could work 8.75 hours over 4 days to complete a 35 hour workweek). The University’s safety precautions (social distancing, masking) are in place to reduce community transmission, and there is an individual responsibility to follow all appropriate protocols, which should help ensure employee and household member safety. I recognize that leaving campus with uncertainty is stressful and having a definitive timeline for returning to work on campus and/or our prior ways of working would provide assurances for us all. You should immediately notify your manager, director, or department head of your circumstances and be prepared to provide them with the date you first began to have symptoms of COVID-19, when you last were physically at work, and anyone at work with whom you had direct contact. The University has informed employees that the employee will be given two weeks’ notice before needing to return to campus, where possible, and it’s important for Human Resources to be aware of who is on campus for potential mid-semester testing by the University and contact tracing efforts by the Department of Public Health. If your students do not utilize a set work schedule, and typical work hours are variable, we suggest utilizing the average number of hours worked per week through the semester thus far to input for hours worked. Search. Employees who are concerned about their symptoms should immediately contact their primary health care provider or the COVID Call Center (860-679-3199). UConn women Class of 2021 signees Caroline Ducharme, Azzi Fudd navigate COVID-disrupted end to high school careers 1h No. On select days during this period testing will take place for 4-5 hours per day at Storrs and Farmington (for Waterbury, Hartford and Law School colleagues) and one day each at Stamford on August 7th and Avery Point on August 13th, as tentative dates. an RT-PCR test) was performed within the last 3 months prior to arriving/returning to Connecticut from an Affected State or an Affected Country and the individual has clinically recovered, has been symptom free for a period of 10 days from the onset symptoms or such positive test result if the individuals was asymptomatic. As a reminder, on July 21st, Governor Lamont issued Executive Order No. If advised to remain at home, employees should contact their manager and HR. As with all employees who are telecommuting, managers should have clear expectations and expected deliverables for probationary employees. Do I need to complete the travel form before I leave and would the quarantine apply to me upon return? Graduate Assistants who cannot work a full pay period due to lack of work will continue to be paid until April 30, 2020 or a date determined by any applicable collective bargaining agreement or protocol. It’s important to take care of your mind, spirit, and body during times of stress and uncertainty. he COVID test being made to faculty and staff is a COVID 19 PCR test. How is my pay affected if I am required to stay on premises past my shift or normal work schedule due to a shortage of employees? HR encourages managers to be accommodating with employees who are able to perform their duties through a flexible schedule during winter weather days, due to childcare or snow removal needs. The employee will be required to utilize personal and vacation leave for the period of self-quarantine. Employees who are unable to acquire such documentation from a medical provider, may provide the name and contact information of their physician. Additionally, the ill employee may contact the COVID Call Center at UConn Health at 860-679-3199. Consider collaborator or consultant impact. The foregoing is not applicable to employees who are able to telecommute; such employees do not need leave as they are paid for regular time. Testing will occur at UConn Health in Farmington, as required. UConn will be using a symptom-based or a time based strategy if you are symptomatic or asymptomatic. During these moments before and after remote work implementation (or not where it is not possible), consider what was learned and whether remote work can be leveraged on an ongoing basis in new and creative ways working with the University and with the partnership of our unions now and in the future. Students should not be paid for hours on days they were not scheduled to work (e.g. Further details are also available now on the HR website, and this page will be updated periodically as more complete details of the program emerge: For purposes of this testing approach, “exposure” is not formally defined. Governor Lamont’s Executive Order updates and clarifies earlier guidance issued on June 24th. Additional information from HR on COVID-19 can be found in the menu on the right-hand side of the page. As we move towards the fall semester, I want to extend my appreciation to all of UConn’s employees for your continued dedication and support of the University’s missions during this unprecedented time. The Office of Human Resources will be issuing Spring Semester Registry and testing information by the end of the month as a follow-up to this message. What do I do? Will I be placed on paid administrative leave? In July, when announcing baseline COVID-19 testing for employees returning to campus this fall, Human Resources informed you all that we would evaluate the results of the testing and other early indicators as the University began the fall semester. Identify the team member’s need for equipment and internet capabilities – for example, will they need a scanner, printer or other technology to carry out primary functions of their job? Links to those are gathered on the UConn reopening site, at https://reopen.uconn.edu/faqs/. I ask all of us to continue to expand on the courage, civility and compassion this crisis calls for. Once the manager/employee notifies DDS HR of the COVID diagnosis DDS, HR will: When a UNITE employee notifies their manager that they are required to quarantine, the manager will: When a student employee notifies a manager/supervisor that they have been diagnosed with COVID-19, the manager will: The manager must inform employees who have been in the workplace with the COVID-19 positive employee that an individual (co-worker/vendor/contractor/student) has been identified as presumptive or confirmed with COVID-19. HR will accept a note or letter from a medical provider as a form of documentation. Encourage the regional campus student employee to contact their local health department to initiate contact tracing. It is important to note that an unpaid personal leave totaling 30 or more calendar days will terminate the employee’s health benefits on the first of the month following the leave begin date. Undergraduate students and Graduate assistants will be tested using the student strategies that will be communicated by Student Health and Wellness. It will be important and required that all managers and employees adhere to these registry categories of employees approved to be on campus – adherence will be essential to limit transmission, ensure the capability of social distancing, for contract tracing efforts and for contact notification and other important impacts. I am out on an approved FMLA leave and my child’s school is now closed. Employees who are concerned may contact the Employee Assistance Program. The only faculty and staff (including post-doctoral scholars) that will be allowed on the campus will be the following categories of employees before, during and after reentry: Note: We recognize that some individuals who fall within these categories are already on our campuses; if so, if they have not already been provided a University provided COVID test, one will be made available to them by the University. In Connecticut, the pandemic is approximately in its seventh month and it is not surprising that a certain fatigue can set in. Health experts say active screening for COVID-19 … Employees diagnosed with COVID-19 may qualify for FMLA, and employees should contact HR for further details. The University is reviewing telecommuting and COVID-19 guidance released by the State Of Connecticut late on Friday afternoon for certain segments in the workplace, but not all, across Connecticut. 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