Employee Information

UNG has changed many aspects of work and daily life on campus due to social distancing and other measures related to COVID-19 prevention.

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.

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.

COVID-19 Training

We have developed specific trainings for supervisors, employees and students to complete. This training is required for all members of the UNG community.

The training includes proper sanitation, hygiene and social distancing practices. When employees and students complete the training, they will be asked to acknowledge the completion of the training and to commit to adhering to all safety protocols.

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Staffing

Staff should be functioning at full capacity; however, shared office time should be minimized. In those workspaces that limit the ability to adhere social distancing guidelines, staff should rotate between teleworking and on-campus work. Those in vulnerable populations will be accommodated to the extent Human Resources policy allows and in conjunction with the supervisor.

Employee Exposure

Employees who have tested positive or who have symptoms of COVID-19 should seek medical care, notify their supervisor and stay at home.

Employees who are well but who have a sick family member at home with COVID-19 should notify their supervisor and may stay home and telework when possible. The employee should follow GDPH recommendations in caring for their family member.

High-Risk Employees

High-Risk Populations

Upon request, individuals who are at higher risk for severe illness with COVID-19 will be given an opportunity to continue to work remotely. The GDPH and CDC have stated that people of any age with the following conditions are at increased risk of severe illness from COVID-19:

Older ages: The CDC no longer gives a minimum age for those at risk. The USG will continue to use 65 as its measure for evaluating requests for alternate work arrangements. Individuals who are younger than 65 can provide documentation from a healthcare provider that their age is a determining factor for risk that should prevent them from working on campus as scheduled
Cancer
Chronic kidney disease
COPD (chronic obstructive pulmonary disease)
Immunocompromised state (weakened immune system) from solid organ transplant
Obesity (body mass index of 30 or higher)
Serious heart conditions, such as heart failure, coronary artery disease, or cardiomyopathies
Sickle cell disease
Type 2 diabetes mellitus
Asthma (moderate-to-severe)
Cerebrovascular disease (affects blood vessels and blood supply to the brain)
Cystic fibrosis
Hypertension or high blood pressure
Immunocompromised state (weakened immune system) from blood or bone marrow transplant, immune deficiencies, HIV, use of corticosteroids, or use of other immune weakening medicines
Neurologic conditions, such as dementia
Liver disease
Pregnancy
Pulmonary fibrosis (having damaged or scarred lung tissues)
Smoking
Thalassemia (a type of blood disorder)
Type 1 diabetes mellitus

The UNG Office of Human Resources has an Accommodation Request Form for employees to use in making such a request. Documentation for underlying medical conditions will be required as a part of the request. All requests should be submitted to the UNG Office of Human Resources, who will review the request and, upon approval, work with the employee and immediate supervisor to document and provide for the alternate work arrangement.

Employee Travel

All non-essential travel by USG employees is prohibited until further notice. The USG will provide updated information as the situation changes.

Intercampus travel should be restricted to essential UNG business only.

Travel for faculty and staff in the USG will continue to be informed by the most current guidance for state agencies and travel guidance from the CDC.

It is recommended that future guidelines for in-state and out-of-state travel include a list of approved areas/states dependent upon COVID-19 transmission.

Faculty and staff who are traveling back to their campus from a region that is in the midst of a COVID-19 increase should follow the appropriate CDC guidelines related to self-quarantine.

FAQ

Child Care

I’m caring for a child whose school or childcare provider is closed or unavailable due to COVID-19.

Employees may need to take leave should their dependent’s school or childcare facility experience a closure or return to remote learning. The Expanded Family Medical Leave federal program expired on December 31, 2020 and is no longer available for leave due to the unavailability of school or childcare. These requests should be made according to standard sick and/or vacation request procedures.

Any temporary alternative work arrangement requests related to the above should be discussed with both Human Resources and the employee’s immediate supervisor.

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

Am I allowed to telework?

Telework options should be allowed for employees who can conduct their job duties remotely without interruption or disruption to services. The employee’s manager (as defined by the institution) is authorized to determine which employees under their supervision are in roles where telework is an option. Employees requesting telework considerations based on a personal health condition that is considered high risk per CDC Guidelines due to COVID-19 should complete the ADA Accommodation Request Form for an alternative work arrangement.

A record should be maintained of which employees have been authorized for telework. For more information, please review UNG’s teleworking policy.

Am I allowed to work flexible hours?

Flexible schedules should be utilized to reduce the number of employees physically on campus to the minimal level required at any given time to sustain service, safety and compliance. Flexible schedules should span normal service or may also be extended to non-standard hours to support social distancing. Please keep a record of changes to employee schedules.

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	Telework (if available) Accrued Leave FMLA (standard unpaid option may be available for qualifying event)
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	Telework (if available) Flexible Schedule (if available) Combination of Flexible Schedule & Telework (if available) Accrued Leave
Employee is caring for a child whose school or place of care is closed (or childcare provider is unavailable) for reasons related to COVID-19	Telework (if available) Flexible Schedule (if available) Combination of Flexible Schedule & Telework (if available) Accrued Leave
Voluntary Quarantine (no symptoms, willing/able to work)	Telework (if available) Flexible Schedule (if available) Combination of Flexible Schedule & Telework (if available) Accrued Leave
Reduced Operations (not enough work or no work available)	Telework (if available) Flexible Schedule (if available) Combination of Flexible Schedule & Telework (if available) Non-Closure Emergency Leave (not available for employees who can telework or work flex schedules, temporary employees, student employees or Rehired Retirees)
Reduced Operations (Federal Work Study)	Telework (if available) Flexible Schedule (if available) Combination of Flexible Schedule & Telework (if available) May continue to receive Financial Aid in accordance with Department of Education guidance when work is not available.
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
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