COVID-19 Information

To the University Community,

Our recent messages acknowledged the priority of “flattening the curve” and addressing the needs of our community, particularly given Governor Pritzker’s announcement of the closure of K-12 schools in Illinois.  We sincerely appreciate your patience and flexibility during this challenging time. 

In this time of crisis, we have the opportunity to work together to support our students in new and different ways and to ensure that our community members remain healthy and well. You should expect to receive an additional message today outlining our academic plan for the remainder of the Spring semester. 

As individuals, we will need to be flexible and focus intently on how we can serve and support one another and our students.  It’s clear that the culture of support and collaboration that exists in our community will help us manage the challenges ahead. 

Our goal remains to provide an excellent educational experience for our students.  To do so, we must balance that goal with our commitment to the health and well-being of our staff and faculty. As such, we are creating mechanisms to allow for flexibility in scheduling when possible and increasing alternative work arrangements.  

Beginning Monday, we ask all employees to think about what will work best considering your circumstances and to contact your supervisor, however you are most comfortable (in person, via phone or email), to discuss and come to agreement.   

We recognize that there may be an increased need for employees to request time away from work, as well as a greater need to look for more ways to support social distancing. We support you and will continue to act in ways that will promote your personal well-being and your ability to care for those who may need or depend on you during this time.  

The following information is meant to help our staff and faculty meet some of those needs by expanding opportunities for leave and flexible work schedules during this current pandemic event. 

New Paid Leave Provisions

Beginning March 17, SIUE is making up to two workweeks (continuous or intermittent) of paid leave available to employees who need to be away from work for COVID-19, as described below.

In the following circumstances, the employee will not have to use personal benefit time and will use this new paid leave provision: 

• Employees who experience emergent childcare needs specifically from the closure of K-12 schools and pre-k daycare centers
• Employees who are pregnant
• Immunodeficiency employees and those who care for those with immunodeficiency in same household
• Employees who are ill or responsible for caregiving for someone who has COVID-19
• Employees who are quarantined

Should new related legislation be enacted, this leave would not be duplicative. If the employee needs additional time off, the individual will need to utilize existing University leave benefits.  Employees may also be eligible to work from home, as described later in this message.

Absence Request Forms should still be sent to supervisors with the appropriate leave hours and leave-type codes. Employees should indicate “Emergency Leave” in the “Other Leave” space provided.

Teleworking

Some positions may be suitable for an Alternative Work Arrangement (teleworking) where employees perform their regular job responsibilities – full- or part-time – away from their primary business location.

We recognize that not all employees and/or jobs are suited to teleworking. Department supervisors are responsible for determining the organizational and technical feasibility of any individual teleworking and must authorize any teleworking arrangement. Supervisors are encouraged and empowered to be flexible and understanding in considering teleworking requests.

Jobs that entail working alone or working with equipment that can be kept at the alternate work site are often suitable for teleworking. Jobs that require physical presence to perform effectively are not suitable for teleworking. Jobs that require a high degree of collaboration and/or group discussion to achieve goals may not be suitable for teleworking.  It is, however, possible to achieve some of these collaborative interactions virtually or with adequate social distance.

Whether working on- or off-campus, remember that all forms of information (paper, electronic, conversations) must be able to be kept secure and confidential.  Our legal responsibilities and privacy concerns have not been altered.

Teleworking arrangements will not change your salaries, benefits, job responsibilities, leave policies or other basic terms or legal requirements associated with employment.

Flexible Work Schedule

Where possible and appropriate, an employee may work a flexible schedule as approved by their supervisor. That may mean longer, but fewer days or staggered schedules. This option may work best for those who are working remotely or who are necessary to be on campus in order to maintain critical business operations.  The employee must work with the supervisor to identify how this scheduling could be accomplished.

Reduced Hours to be Supplemented with Personal Benefits: Employees who need to adjust their schedule to work reduced hours from home or on campus, may supplement their remaining time by using any of their personal benefits.

Normal Usage of Medical and Vacation Time

Employees who cannot work due to non-COVID-19 related illnesses may use their sick and vacation time as they normally would. Medical documentation other than for FMLA purposes will not be required for medical time used from March 17 – April 13. We respect that some people will choose this option. 

Please remember that we share responsibility for ensuring that we meet the needs of our students.  They are counting on us to keep them safe and to ensure that they remain on a path to graduation.

Any questions or unique circumstances regarding any of these options should be directed to Human Resources at ext. 2190.

Note that supervisors may require employees with symptoms of COVID-19 to leave the workplace and seek a medical evaluation. This should be done with sensitivity and care.  Any releases should be done cautiously, and with the understanding that the day an employee is asked to leave will be without a loss of pay to the employee. 

Finally, if you or a close family member or member of your household are experiencing any flu-like symptoms or are not feeling well, please stay home, get well and seek appropriate medical care. If you get sick with a fever, (100.4°F/38°C or higher), cough or have trouble breathing, seek medical advice.  Please call ahead before going to a doctor’s office or emergency room.  Tell your doctor about your symptoms and avoid contact with others. 

While we cannot anticipate every acceptable solution, we are committed to working with you to find an acceptable situation. We appreciate your patience and thoughtfulness as we try to consider the circumstances of those affected by this virus. This is an ever-changing environment and we need your support and cooperation through this time.

Stay well and stay safe. 
  
Denise Cobb, Provost and Vice Chancellor for Academic Affairs  
Rachel Stack, Vice Chancellor for University Advancement  
Rich Walker, Vice Chancellor for Administration 
Jeffrey Waple, Vice Chancellor for Student Affairs