- General Work Related Pandemic Questions
- Mandatory Employee Questions
- Benefits Questions
- Leave Questions
General Work Related Pandemic Questions
There is an employee and a student self-reporting program if you have tested positive or been exposed to someone who has tested positive for COVID-19. Both programs rely on voluntary reporting of a positive COVID-19 test, or diagnosis in the absence of testing. A brief questionnaire begins off a confidential contact tracing by trained staff through Telemed and then provides resources (including HR resources) and begins the anonymous outreach to campus contacts. It is expected that this information is made available to attendees and volunteers that helped to facilitate an event or activity.
NC State is committed to fostering a welcoming environment that encourages equity, diversity and inclusion. While the spread of disease may cause fear and uncertainty, NC State does not tolerate discrimation and harassment of our community members. If you feel you have experienced harassment or discrimination, please contact the Office for Institutional Equity and Diversity as soon as possible.
Employees who have symptoms of a communicable disease are required to stay home. Employees who are ill with the communicable disease should be cautioned not to return to work until they are sure they are fully recovered.
- The university may require certification of fitness to work from a health care provider.
- If quarantined, it is the employee’s responsibility to provide human resources with a written verification of their status and the release to return to work from a public health official.
It is important to limit the number of people in shared or common spaces. During this public health emergency, it is best not to share personal food or supplies with colleagues and co-workers.
Colleges and departments may provide cleaning supplies as appropriate. Otherwise individuals are encouraged to have basic cleaning supplies available for their own purposes to routinely clean their own high touch areas (such as door knobs, keyboards, and telephones). High-touch surfaces and common spaces will be cleaned by University Housekeeping in accordance with CDC guidelines for disinfection.
Employees and supervisors should take steps to reduce the number of common touch points in on-campus facilities. Employees are asked not to share supplies like pens, pencils, staplers, or other high touch items.
You may be required to attend meetings. However, the current public health guidance still recommends that people remain physically distanced. Virtual meetings and conferences are recommended instead of in-person meetings. For more information on resources to conduct virtual meetings visit the OIT Web conferencing page.
For reporting unsafe work conditions due to COVID-19, please visit Report a Hazard / Safety Hotline.
NC State is currently utilizing a gradual return of employees to campus while ensuring appropriate physical distancing, cleaning and sanitizing of workplace surfaces, and availability of personal protective equipment for on-campus employees. Administrators and supervisors will decide which employees will return to work on campus and how to implement these requirements for their units and local situations, and they will communicate those decisions to their employees. Supervisors are required to limit the number of employees in campus spaces to meet physical distancing requirements. It is expected that a number of NC State’s workforce will continue working remotely during the phased return. Employees working remotely can access a University Human Resources remote-work toolkit at go.ncsu.edu/remote-work-toolkit.
Mandatory Employee Questions
Yes. Additional employees may be designated to work if needed due to the length of the emergency, illness of mandatory employees or other needs. Management must follow the regular designation procedures by having the college/division HR liaison designate the employee as mandatory in the PeopleSoft system. At this time, only mandatory employees should be working on-site are asked to complete a Mandatory Employee Onsite Reporting Form. Faculty, TAs, GAs, and Post Doctoral students have been automatically designated as mandatory in the system and do not need to take any additional steps.
Employees who are ill or experiencing symptoms of COVID-19 should not report to work onsite. Mandatory employees may be excused from work if they are quarantined or ill, if they are required to care for a member of their immediate family (as defined in the Family and Medical Leave Act).
There have been several changes to the health plans to cover costs of COVID-19 testing, waive prior authorizations, and expand virtual access to doctors. For more information visit the Benefits Resources page.
No. Employees have been encouraged to use their annual leave throughout the pandemic. Currently, there are no plans being communicated by the UNC System to allow employees to keep annual leave hours above 240 at the end of the year due to the pandemic. As a reminder, The Office of State Human Resources (OSHR) and UNC System permits employees to use annual leave and sick leave interchangeably due to the pandemic for FFCRA or other concerns like eldercare. Employees were also allowed to utilize annual and/or sick leave to supplement Paid Administrative Leave when it was available for employees which were not able to work remotely. Additionally, OSHR has allowed NC State and other state agencies to establish COVID-19 leave opportunities for employees during the pandemic:
- NC State established a Voluntary Shared Leave Bank to assist employees without annual/sick leave to request donated hours which may be provided to employees.
- Expanded Community Service Leave may be used to assist employees when caring for children and volunteering in the community.
These programs which the state has allowed NC State to establish are to assist employees who have depleted both their annual and sick leave due to COVID-19.
Yes. Employees can use up to 80 hours, through the end of the calendar year, to volunteer with not-for-profit organizations on COVID-19 related activities.
- Up to 24 of these 80 hours can be used to volunteer with the Board of Elections to assist with 2020 early voting and/or election day activities.
- Effective August 17, the regular Community Service Leave annual allocation was “refreshed” so that all employees have 24 hours of regular CSL available (or 36 hours if opting to participate in the literacy, tutoring, and mentoring program) through the remainder of the calendar year. Any CSL used prior to August 17 will not count against this allotment or 24/36 hours.
- This additional CSL provides expanded opportunities to use leave in virtual environments for school-related activities, including tutoring for employee’s own children and/or child cohorts for planned/virtual school activities, and more flexible arrangements for mentoring hours each week.
Under the Families First Coronavirus Response Act (FFCRA), employees may be eligible for emergency paid sick leave and/or extended family medical leave. For more information on FFCRA forms of leave, visit the UHR FFRCA website.
These guidelines apply equally to SHRA or EHRA employees and whether an individual is designated as a mandatory or nonmandatory employee.
During the COVID-19 public health emergency, employees can use their annual and sick leave interchangeably. If the illness is COVID-19 or related symptoms of COVID-19, employees may be eligible for FFCRA emergency paid sick leave. After employees have exhausted the emergency family paid sick leave and used all their accrued leave, they may be eligible for special Paid Administrative Leave at 100% of their pay, for their own COVID-19 illness, or quarantine. Visit the UHR Pandemic and Communicable Disease webpage to learn more about the various leave options available.
After May 1, eligible employees will use Emergency Paid Sick Leave under the FFCRA for the first two weeks, then other accrued leave (such as sick or bonus leave) may be applied.
Written verification from a public health official is required to confirm this status as soon as practicable.
Effective June 2020, employees may use accrued sick, vacation, and bonus leave interchangeably for absences through December 31, 2020.