Department of Labor (DOL) - FFCRA Employee Rights Poster
If you are an essential employee, your position requires you to meet your regular work schedule and regular work commitment during emergency situations. However, telework/flexible schedules maybe options for essential employees and for employees whose work is also needed to continue operations when approved by management.
The following chart describes the leave available to an employee based on different conditions that may apply. As a reminder, all leave must be approved by an employee’s immediate supervisor and subject to standard policies and processes.
| Employee is out due to… | Work Schedule Options/Leave Options
(options/leave are generally used in the order listed) |
| Employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19 |
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| Employee has been advised by a healthcare provider to self-quarantine due to COVID-19 symptoms |
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| Employee needs to obtain a medical diagnosis or receive care related to COVID-19 symptoms |
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| Employee has to care for an individual who is quarantined |
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| Voluntary Quarantine (no symptoms, able to work) |
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| To care for son or daughter whose school or child care provider is closed or unavailable |
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| Reduced Operations (not enough work available) |
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| Reduced Operations (no work available) |
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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) |
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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) |
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Telework options should be allowed for employees who can conduct their job duties remotely without interruption or disruption to services. VPs, deans, directors and department chairs are authorized to determine which employees under their supervision are in roles where telework is an option. Please make such a designation and immediately begin to allow telework for those employees. A record should be kept of which employees have been authorized for telework and each employee authorized for telework is expected to keep and submit to their manager weekly a log of work performed while teleworking. Leaders should keep their EVP aware of scheduling and telework in their respective colleges and departments.
VPs, deans, directors and department chairs are authorized to provide flexible schedules that will 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 hours of the university and may also be extended to non-standard hours to support social distancing. Please keep a record of changes to employee schedules.
Leave under the Families First Coronavirus Response Act (FFCRA) was effective April 1, 2020 through December 31, 2020.
Please visit the following here for more information on a request for an Alternative Work Arrangement/Accommodation due to COVID-19.
