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In accordance with standard biweekly deadlines, all employees who are required to submit a timesheet must do so no later than the close of business on Friday, March 27 th for the pay cycle running March 13 th through March 26 th . You will receive more information in the days ahead on the new procedures. While telecommuting, I have scheduled vacation or medical appointments. An employee who will be telecommuting should discuss these circumstances with the employee’s manager prior to arriving in Connecticut. For all absences due to illness (including COVID), employees are expected to follow the necessary processing protocols up to and including physician certification. From UConn Human Resources. The University requires that all manager and employees working remotely are able to continue to conduct meaningful and productive work from home as a full FTE. Employees – with permission from their manager – may telecommute. Coding of Coronavirus Expenses in Concur, Husky Buy and KFS Over the next several weeks UConn will be incurring unusual expenses attributable to Coronavirus. The University will make available at no costs a PCR test and expects those who have been approved to return to campus at reentry to receive a PCR test prior to returning to campus. My household member has a documented underlying comorbid health condition – what are my options? UConn Employees should consider the impact of this guidance when considering whether to travel now and before reentry. When should I be quarantined for 14 days, as it relates to illness? Employees will not be allowed to utilize holiday compensatory time, personal leave or other compensatory time. The University-sponsored PCR tests will be provided by UConn Health for approved faculty and staff returning to our campuses at reentry at Storrs, Avery Point, and Stamford. VSRP requests may be approved or declined by management based on the need of the department or division. If you notice that you have symptoms, contact your primary health care provider or the COVID Call Center (860-679-3199), then your manager and, if advised, stay home. Employees who are working on a rotational basis on campus, and are unable to telecommute while home, will continue to be paid. The UConn COVID-19 Information Center can be reached by calling 860-486-COVI or by emailing covidquestions@uconn.edu. Employees may also send questions to hr@uconn.edu or HR-EmployeeResource@uchc.edu, as appropriate. If you are unclear if you are to report to work on-site, contact your supervisor. Employees of UConn Health, please call (860) 679-2877. Pay Guidance: Until June 30th,in circumstances in which  a manager has no available work or no full-time work for an employee to complete remotely, the supervisor will approve continuing pay for the employee at their current rate of pay and regular scheduled hours/effort, without requiring the use of vacation, sick and/or health and personal leave accruals along with the following understanding: a) The same would apply to regular payroll employees paid on sponsored projects, b) Graduate Assistants with Spring Semester appointments who cannot work a full pay period due to lack of work will continue to be paid through the end of their spring semester contracts, c) Summer Graduate Assistant appointments will be issued in accordance with the collective bargaining agreement and d) Special Payroll employees who are able to continue working with approval of managers will be paid for hours worked and in accordance with their appointment terms or employment agreement. The University in furtherance of that effort is announcing a weekly employee “potential exposure” and “surveillance” testing program to begin next week. Am I required to complete the travel form when I travel to a state that is not currently on the list of “Affected States”? For these situations, earlier this summer the Office of Human Resources developed and communicated our Employee Exchange Program and there are many roles that are needed as the University reopens. On June 24th, Governor Lamont announced quarantine guidance for all travelers arriving in or returning to Connecticut from several states. The University (i.e., the COVID Call Center, Employee Health, or manager) sent me home due to COVID exposure or symptoms, as defined by the CDC, UConn or UConn Health. Employees who have recovered from an illness should contact their manager when ready to return to work. Several campus offices have produced FAQs for specific audiences or services. Given the current circumstances with the Covid-19 pandemic and the unknown timing regarding the University’s return to normal operations, Human Resources will hold all pending requests for summer Research GA appointments until receiving confirmation of one of the following: Departments should provide confirmations to spar@uconn.edu for all requests currently pending HR approval. This test will be at no expense to the employee. If you are planning to work from a location other than your personal residence; or if your personal residence or other remote workstation is further than normal commuting distance from your UConn workstation, please contact Lesley Salafia at the Office of the General Counsel at Lesley.Salafia@uconn.edu immediately. This allows the University the opportunity to conduct the quarantine of residential students simultaneously with the start of classes, as well as complete COVID testing for all students who will have an in-person presence in courses that are assigned an in-person or hybrid modality. There is much we do not yet know about this public health situation and many actions to date have been taken out of an abundance of caution or are needed to address the current continuity plans. If I have to use unpaid time because I don’t have enough vacation time, will it be unauthorized? Discuss how time and performance will be managed once remote work begins. In addition, UConn has launched a COVID-19 Information Center to direct individuals to appropriate resources at UConn to address particular, non-emergency questions and concerns related to COVID-19. For Storrs and the Regionals employees, contact hr@uconn.edu. Employees who can or are telecommuting can do so during the period of quarantine. UConn and UConn Health strongly discourages employees from any non-essential out-of-state travel to Affected States at this time. Once organizations identify on-campus employees, it’s critical for organizations to inform the employee and Human Resources. A registry of faculty and staff (including post-doctoral research associates or fellows) who will be allowed on the campus before, during, and after re-entry will be in the following categories: We also understand that some employees who fall within these categories are already on our campuses. HR will work with the employee’s managing organization to obtain any contact and personal information of the employee to set up testing, along with any necessary employee consents. Fax: 860.486.0378 Employees who are instructed to stay home by their primary care physician will be placed on up to 14 days of paid leave, after providing appropriate documentation. It is the responsibility of the employee to know which states are on the list at all times since the list is updated weekly. As we navigate COVID-19 and its myriad challenges, we must remember that the safety, security, and well-being of our families is essential to our own personal happiness, well-being, and success. The OVPR process requires all PIs to complete a template that includes their plan for following CDC and other safety guidelines as well as COVID-19 specific training. An employee who does not fill out the required travel forms, who makes misrepresentations on such forms or who fails to abide by any required quarantine may be subject to disciplinary action. The project manager should notify HR of the vendor/contractor’s diagnosis of COVID-19 and the additional information requested above if available. (See. If EHS, SHaW, or a Regional Campus Director is notified by a Local Health Department/District that an employee/vendor/contractor has been diagnosed with COVID-19 and has been in the workplace during their infectious period they will contact UConn HR, DDS HR, or SHaW as appropriate to initiate the appropriate response. What do I do if my child’s school or daycare is closed? The EAP is a free and confidential service for employees and their dependents. As such, the only employees who should remain on any UConn campus should be those employees deemed critical to our operations. Yes. What constitutes documentation? Employees who don’t feel well should stay home and call their primary care physician and/or the COVID Call Center (860-679-3199) for advice. GAs who test positive for COVID-19 are expected to initiate a report directly to HR and are also expected to self-quarantine as instructed by HR. This guidance does not apply to employees who spent less than 24 hours in an Affected area. Is there any other testing alternative that can substitute for a quarantine period? Additionally, the ill employee may contact the COVID Call Center at UConn Health at 860-679-3199. Get Time Card Guidance on how to determine COVID-19 pay codes. I know each of you are working hard to fulfill the missions of this University and your efforts are inspiring. Sampling wastewater for SARS-CoV-2 is used to detect the presence of covid-19. In an effort to minimize the spread of the virus, UConn intends to balance our needs and the needs of our employees statewide while being committed to our critical operations supporting academics, research and patient care as we work through the implications of this public health crisis. As with all employees who are telecommuting, managers should have clear expectations and expected deliverables for special payroll employees. Purchase of additional cleaning materials to clean offices, bathrooms, doors, etc. We write to provide an update related to the communication below. (Vault/SHaW will NOT be sending those results to HR due to HIPPA privacy laws. 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. As communicated by Human Resources on July 2nd, all domestic travel to the states noted by the State of Connecticut require a registry by faculty and staff – please refer to the following communication on the HR website (https://hr.uconn.edu/employee-domestic-travel-storrs-regionals/). At this time, employees may also use accrued time (vacation, personal, compensatory) with manager approval. Yes. Thank you for your continued support of these efforts. Summer Graduate Assistant appointments will be issued in accordance with the collective bargaining agreement. For questions regarding the coding or approval of timesheets, please email the appropriate Payroll staff member. UConn Health employees may apply and review FAQs through the UConn Health HR website. Some of the types of expenses that we would consider to be unusual: This list is not all inclusive and ask yourself if the expense you are incurring is a normal expense or because of the current situation with Coronavirus. Due to COVID-19 and the unavailability of several buildings on campus, there are fewer available rooms than in previous years. Additionally, critical operations continued at UConn Health in support of patient care, while some employees were allowed to telecommute. IMPORTANT: At no time should the identity of the co-worker ever be disclosed to any other co-workers; this information should remain confidential and only known to the manager and HR, unless the ill employee voluntarily discloses their status to co-workers. Employees are encouraged to use the 14 days to ensure personal obligations are addressed in anticipation of returning to work in person or remotely. The goals of the President’s COVID Recognition Awards are to: To acknowledge and honor the collective work and tenacity demonstrated by our faculty and staff in response to Covid 19. PCR tests are used to directly detect the presence of an antigen, rather than the presence of the body’s immune response, or antibodies. There may be some limited circumstances of an extraordinary nature as determined by UConn or UConn Health that would render an individual incapable of quarantining. Request the date the student employee expects to be allowed to end quarantine. The GA’s academic department has funding to cover the GA appointment in case the GA is unable to perform their duties. Healthcare workers may also contact 860-756-0864 for resources. Storrs- based employee testing has moved from the Depot Campus to the Hawley Armory at the … Faculty and staff who are required and approved to work on campus to accomplish their primary job functions will have COVID 19 PCR testing made available at reentry at no cost to them through our partnership with UConn Health. If managers or departments have any questions, they should contact Human Resources. If the employee does not have enough vacation leave the employee will be placed on an unpaid leave of absence for the balance of any self-quarantine period. Contact with a person who is quarantined or who is subsequently required to quarantine does not require any additional precautions. At any time there are approximately thirty to … I have been asked to reach out to you to encourage the use of the Voluntary Schedule Reduction Program (VSRP) that enables employees to temporarily reduce their work schedules with unpaid leave, without affecting most of their other State benefits. For FAQs on the COVID-19, as it relates to the Employee Vaccination Program, please visit HR’s Vaccination page. Contact tracing for Storrs based students will be done by SHaW. UConn and UConn Health are working together to set up testing. vacation or any other personal reason) shall be required to self-quarantine or utilize the testing alternative; and, Essential Workers are required to complete the, Notify Human Resources and fill out UConn’s, Schedule a test for COVID-19 as soon as possible following your return to Connecticut and prior to your return work. The existing caveats for staff working remotely will all continue to apply: While some employees must be on site to do their work, others can effectively work from home. Request the date the employee had a test or first began to have symptoms that resulted in a presumptive or confirmed COVID-19 diagnosis. Currently, the University is working on a plan for testing to start on Tuesday, August 4th through August 21st. [4] An Essential Worker is an individual who works in critical infrastructure as designated by the Cybersecurity and Infrastructure Security Agency, including students in exempt healthcare professions. If an individual makes the decision to forgo a COVID-19 test following travel to an Affected State, such employee will be required to self-quarantine for a period of 14 days from the date of their last contact with an Affected State. Yes. This is consistent with the U.S. Department of Education’s guidance on paying Federal Work Study participants for the same reasons. Please check back often. This time should be coded appropriately on employee timecards. Please review the Emergency Closing Policy carefully for details about how decisions are made related to winter weather, expectations of employees, and other information. The Governor’s Executive Order did not generally provide for a test to substitute for the period of quarantine. Employees may continue to take vacation, as approved by their manager, and use sick time to attend medical appointments. Please contact the appropriate HR Specialist for critical tests only, or for tests that were not completed by Aug. 21. An employee who traveled to a state that was on the quarantine list prior to the issuance of the Governor’s Executive Order on July 21, 2020 and returned to Connecticut after July 24, 2020 will be permitted to utilize up to 14 calendar days of COVID leave, if such employee has not already utilized 14 calendar days of paid COVID leave. Request that the COVID-19 positive employee stay in contact with the manager to let the manager know when the COVID-19 positive employee has been cleared to resume any and all job functions, either by telecommuting or in the workplace. Travel may continue to navigate this evolving situation and to mitigate the of! Are symptomatic or asymptomatic where possible, this will be left to individual departments determine! 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