Accommodations for Staff Returning to Campus

Last Updated July 1, 2020

Effective June 1 through July 10
Updated guidance for accommodations after July 10 will be posted by July 9

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.

Note: 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, temporary redeployment to another role that allows for remote work.  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 University pay until July 10th.
  • 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 may use their vacation, floating holidays, personal days, or paid time off (excluding sick) through July 10. When 5 or less scheduled days remain, the University will provide an additional 10 scheduled days of pay. 
  • Staff who prefer not to return to campus (reasons other than mentioned above). Where remote work is not possible, staff should partner with their manager (and HR Generalist) to consider alternative, temporary arrangements, such as: dedicated work spaces, a change in scheduled hours, or redeployment to another role. If no alternative arrangement is identified, staff are eligible for an unpaid, personal leave of absence and may choose to use their accrued paid time off (excluding sick). 
  • 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).