Accommodations for Staff Returning to Campus

Last Updated July 23, 2020

Yale strongly encourages staff members to avoid traveling to any state included in the Governor’s travel advisory or any future additions to it. If a staff member who is required to work on campus chooses to travel to a restricted state, they will be expected to self-quarantine consistent with the Governor’s order and will have to use their allotment of paid time off (i.e. vacation, PTO) during this period. Learn more by visiting our Workplace Guidance FAQs page, under the heading Public Health & Safety.

Accommodations Effective July 13

The University will be working with union leaders to finalize for staff covered by bargaining units the details of voluntary programs supporting these accommodations.

As some research and related work resumes on campus, some staff, when informed by their managers, will be asked to return to campus. If you are asked to return to work on campus but are unable or unwilling to do so, the guidance below outlines several options. This guidance also applies to staff who have already returned to campus.

All requests for leaves must be initially directed to the staff member’s manager for discussion about workplace accommodations. 

  • Staff unable to return to campus due to being in a high-risk category, as defined by the CDC (underlying health condition, age 65 or over). Staff should partner with their manager (and HR Generalist) to explore alternative arrangements, such as: remote work or temporary redeployment to another role that allows for remote work. Any employee who meets these criteria and who wishes to work from home may seek approval to do so. If no alternative arrangement is identified, staff with underlying health conditions may file for a leave of absence with The Standard (call 203-432-5552, press option #4). Staff will continue to receive pay until further notice.
  • Staff unable to return to campus for non-illness, caregiver-related reasons (lack of childcare or eldercare). Staff who are unable to return to campus because they are unable to secure childcare or caregiver arrangements after exhausting available options, should partner with their manager (and HR Generalist) to consider alternative, temporary arrangements, such as: remote work, flexible schedules, a change/reduction in scheduled hours (Summer Schedule/Summer Months for M&Ps and Excluded C&Ts, or a reduced schedule for C&Ts), or a redeployment to another role that allows for remote work. If no alternative arrangement is identified, individuals are eligible for an unpaid, personal leave of absence. 
  • Staff required to self-isolate due to COVID exposure or diagnosis should continue to work remotely, if able. If unable, individuals will continue to receive pay for up to 14 days (10 business days). Managers may use the pay code STR Emergency Closing. After the period of isolation ends, the employee will be required to return to campus, if the work can only be performed on campus. Should the absence continue for more than 10 business days, use of accrued paid time off is permitted. Individuals in this situation may also apply for a leave of absence with The Standard (call 203-432-5552, press option #4).