Frequently Asked Questions
Yes. To prevent the potential exposure of others, an employee may be asked to go home if they are showing symptoms of COVID-19. The symptoms of COVID-1 are fever, cough, or shortness of breath. The decision to send an employee home who is exhibiting these symptoms is to be made on a case-by- case basis. If possible, consult with Human Resources before sending an employee home.
Yes, with supervisory approval you may leave work. You may request to use your paid leave benefits (personal, sick and vacation leave) or choose leave without pay if paid time off options are exhausted.
For contagious illnesses, maintaining a six-foot distance from the person is recommended. Do not shake hands or make other physical contact. Consider rescheduling the meeting to a time when the person is feeling better or conduct the meeting by phone or video conferencing.
The options below are available to employees in the case of:
- An employee is sent home from work due to illness
- An employee is sent home even though they believe they are well enough to work
- If classes are cancelled, but campus is open and an employee chooses not to work
- If an employee chooses not work due to potential exposure
- Staff may use applicable paid time off benefits, to include personal, sick and vacation leave.
- Staff may discuss alternative work arrangements available to them with their supervisor (temporary agreement)
Bringing a child to work is not advisable. If you need to be at home to care for others, talk to your supervisor about using your available paid leave time or other alternative work arrangements.
If the entire campus is closed, staff who are scheduled to work will be paid their normal compensation, and will not have to use paid leave for the absence.
Staff who were not scheduled to work or were not at work because of a vacation, holiday, sick leave or a leave of any type whether paid or unpaid, will continue in that status.
Closing the campus is a rare event that only occurs in extreme circumstances. It is a decision that is made to protect the health and safety of faculty, staff and students. Do not come into work unless you have been identified as an essential employee who is required to work during this type of emergency event.
If you are affected by a building or unit closure or cancellation of classes, you will be assigned an alternative work assignment or location.
Any member of our community returning to the University from a Level 3 country, must follow the CDC’s guidelines which include: stay home for 14 days, monitor your health and practice social distancing, before returning to our campuses. We also ask that you notify your supervisor of your return.
If a classified staff member is sent home and their supervisor has identified work that allows them to remain productive, they will be considered to be working and will continue to receive their normal compensation for the usual number of hours worked. Only the location of where work is being performed in the short-term has changed. Certainly, the definition of your normal work has been expanded to a much more liberal interpretation during these unusual times. You are expected to regularly check email, be available for phone calls, communicate regularly with your supervisor and co- workers, and continue to take advantage of any online professional development opportunities (whether provided by BGSU, OSHA or any other external organization) that can improve or expand your knowledge of safety practices, improving how you plan or perform your work, or improving your writing or communication skills. These are all activities you can engage in while physically separated from your normal work location.
If a classified staff member goes home and their supervisor has identified work that they can perform remotely such as the activities described above, all full-time staff will continue to receive compensation as usual. If the classified staff member only works part of the day, then leave time (vacation, sick, comp, personal) should be reported for those hours spent not working. Obviously, your supervisor will be relying on you to report your time honestly and accurately.
Yes, classified staff may request to stay home, unpaid. Please email your supervisor with your request. Requests not documented in email will not be honored.
Yes, if you are not working either on campus or remotely, you are eligible to use any time of balances you have available to you.
Employees not working should use their accrued leave balances until all are exhausted. At that point, employees can report hours using new time codes to continue to receive pay. These time reporting codes are ALVN for hourly employees and ALVE for salaried employees. These pay codes are the last in the list of Time Reporting Codes on your time sheet.
No, you will not be required to pay back these hours.
If you have an underlying health condition, please take the necessary precautions as outlined by the CDC. Underlying health condition accommodations will be addressed on a case-by-case basis by the Office of Human Resources.
Employees in an active employment status are not eligible for unemployment. Unemployment is only available if you are laid off and no longer in an employed status. While it’s not possible to fully predict the future, the University is seeking to maintain all full-time employees in a paid status during this difficult period. Please feel free to contact the Office of Unemployment Insurance if there are remaining questions. 1-877-644-6562.
Each department will need to evaluate the nuances of scheduling, as this is unchartered territory. Areas will make decisions in the best interest of mission critical work and the employees.
Each department will need to evaluate the nuances of scheduling, and employees who are to work. As this is unchartered territory, we will strategize to make decisions that support mission critical work and/ or essential employees, but we do expect to acknowledge seniority, as much as possible, throughout this time period.
If staff have traveled out of the country or have household members who are required to self- quarantine, these individuals will be addressed on a case-by-case basis based on the guidance and direction of the Wood County Public Health Commissioner and in consultation with the Office of Human Resources.