UNG will continue to focus on serving the best interests of our university community to ensure its continued health and safety, and every employee is encouraged to be part of that solution by following the recommended guidelines as well as getting one of the proven safe and effective COVID-19 vaccines.
These have been trying times, but we have gotten through them together and will continue to persevere by remembering UNG's values of excellence, student-focus, integrity, engagement, and service that are essential to our identity and mission.
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If you test positive for COVID-19 at any time, you are still required to report it through the UNG Self-Reporting Form. Please stay home if you become ill or until you have excluded COVID-19 as the cause of your symptoms. UNG adheres to and requires students, faculty and staff to follow current CDC quarantine and isolation guidance. Note, if you have been in close contact with someone who has COVID-19, you are not required to quarantine if you have been fully vaccinated against the disease and show no symptoms.
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High-Risk Populations
Alternate Work Arrangements (AWA) or accommodations granted to employees for fall 2020 or spring 2021 due to increased risk for severe illness with Covid-19 will end no later than June 30, 2021. All employees are expected to return to their previous work arrangement at that time. Current summer teaching assignments are excluded from this transition deadline.
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The state has lifted travel restrictions that limited faculty and staff travel over the past several months to those activities approved by the president as essential. Effective immediately, UNG will revert to normal travel approval procedures. Travel remains subject to university and departmental policies, guidelines and budgetary limitations. University-sponsored international travel will continue to be evaluated based on U.S. Department of State Travel Advisories and COVID-19 restrictions in the destination country.
FAQ
COVID Vaccination Leave
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All employees of the University System of Georgia, not including temporary employees, may use
Non-Closure Emergency Leave for the purpose of COVID-19 vaccinations as follows:
- Available Leave
- An employee may take up to eight (8) hours of Non-Closure Emergency Leave to receive a COVID-19 vaccine.
- An employee may also take up to sixteen (16) hours of Non-Closure Emergency Leave if he or she receives a COVID-19 vaccine and experiences severe negative side effects that prohibit him or her from performing their duties of employment.
- Process and Procedures
- An employee who uses such leave must provide proof of vaccination to their supervisor.
- An employee who uses such leave for the purpose of recovering from negative side effects of a COVID-19 vaccine shall also provide documentation from a medical provider to his or her supervisor, if requested.
- An employee who uses such leave must request the leave through their supervisor in accordance with the institution’s leave procedures.
- Leave must be entered and documented in the system by a supervisor or practitioner as Non-Closure Emergency Leave to ensure proper tracking and reporting. The respective leave codes are as follows:
- 00NHP – Non-Closure Emergency Hourly Paid
- 00NSP – Non-Closure Emergency Salary Paid
- After an employee has exhausted Non-Closure Emergency Leave balances, an employee may use other available leave as appropriate.
- Effective Dates
This temporary Non-Closure Emergency Leave policy for COVID-19 vaccination is effective as of March 31, 2021. It will expire at the conclusion of the Public Health State of Emergency declared in the Governor’s Executive Order No. 03.14.20.01 and last renewed by Executive Order No. 03.31.21.01.
If you have any questions, please contact the UNG
Office of Human Resources.
Emergency Paid Sick Leave
Emergency paid sick leave under FFCRA expired on 12-31-2020. If an employee is sick due to COVID-19, the absence must be taken using paid sick leave if available. If no sick leave is available, the employee may use annual leave. After the initial quarantine period is over if the employee is unable to return to work, the employee should contact Human Resources to request additional leave under regular FMLA provisions.
Family Medical Leave Act (FMLA) Amendments
All of the extended FMLA Amendments covered under FFCRA expired on 12/31/2020.
Teleworking
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Alternate Work Arrangements (AWA) or accommodations granted to employees for fall 2020 or spring 2021 will end no later than June 30, 2021. All employees are expected to return to their previous work arrangement at that time. Current summer teaching assignments are excluded from this transition deadline.
Work Schedule Options/Leave Options
| Employee is out due to |
Options |
- Employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19
- Employee has been advised by a healthcare provider to self- quarantine due to COVID-19 symptoms
- Employee needs to obtain a medical diagnosis or receive care related to COVID-19 symptoms
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- Telework (if available)
- Accrued Leave
- FMLA (standard unpaid option may be available for qualifying event)
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- Employee is caring for an individual subject to an isolation or self- quarantine order as described above
- Employee is experiencing any other substantially similar condition specified by the U.S. Department of Health and Human Services
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- Telework (if available)
- Flexible Schedule (if available)
- Combination of Flexible Schedule & Telework (if available)
- Accrued Leave
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| Voluntary Quarantine (no symptoms, willing/able to work) Those exposed to COVID-19 who have been fully vaccinated against the disease and show no symptoms are not required to quarantine. |
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| Employee’s own personal illness or injury, unrelated to COVID-19 (employee needs leave due to unrelated illness or injury or was already on leave when new forms of leave were added) |
- FMLA (standard unpaid option may be available for qualifying event)
- Compensatory Time (if non-exempt and comp time exists)
- Accrued Leave
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| Employee’s own personal leave plans, unrelated to COVID-19 (employee is taking leave for an event unrelated to COVID-19; annual leave had already been planned and employee will continue with plans) |
- FMLA (standard unpaid option may be available for qualifying event)
- Compensatory Time (if non-exempt and comp time exists)
- Accrued Leave
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