Human Resources: COVID-19 Policies and Programs
COVID-19 POLICY AND PROGRAM UPDATES
UD’s Employee COVID-19 Leave Policy has been extended through December 31, 2022. Eligible employees must upload supporting documentation via secure upload, this link will take you to a secure form for submission, rather than the UD Health Portal. Alternatively, employees may send an email indicating COVID Leave documentation.
All employees are encouraged to stay up to date with vaccinations and boosters.
- Dependent: an immediate family member (child, spouse or parent) or individual for whom the employee is a primary caregiver.
- Eligible Employee: any benefitted employee except those covered by the following collective bargaining agreements: AAUP, University of Delaware Chapter; AFSCME, Local 439; AFSCME Local 3472
Standards and Procedures:
Through Dec. 31, 2022, the University may provide up to 22 workdays of paid COVID Leave for eligible employees or care of a dependent who have tested positive for COVID-19 or have been instructed by a healthcare provider or public health professional to quarantine, isolate or monitor their symptoms. An eligible employee who opts to quarantine or isolate absent such instruction must have one or more of the justifiable reasons: (1) exposure to a diagnostic-test confirmed COVID-19 case; (2) experiencing symptoms of the virus and actively seeking a medical diagnosis; or (3) a dependent who is COVID-19 positive or with exposure to a diagnostic-test confirmed COVID-19 case. Eligible employees may be required to provide written documentation from a health care provider and/or a public health professional of the requirement to be absent from work to their immediate supervisor and/or HR Manager/Liaison. COVID Leave must be taken in full day or half-day increments.
Eligible employees may take up to 15 of their 22 COVID Leave days when: (1) they are notified that their dependent will need to quarantine or isolate due to potential exposure to COVID-19; or (2) there is a complete closure (no in-person or remote learning available) of their dependent’s school/care facility/provider in connection with the monitoring or management of COVID-19. Eligible employees will be required to provide documentation confirming the quarantine/isolation requirement or complete closure of the school/provider/facility to their immediate supervisor and/or HR Manager/Liaison.
If a dependent’s school has transitioned to remote learning in connection with the monitoring or management of COVID-19, employees may take up to 7 of their 22 COVID Leave days to assist with this transition. Eligible employees who request COVID Leave to assist with remote learning must make reasonable efforts to schedule leave so as not to unduly disrupt the operational needs of their unit/department. Eligible employees will be required to provide documentation confirming the remote learning status of their dependent’s school to their immediate supervisor and/or HR Manager/Liaison.
This policy is administered in coordination with the FMLA policy. During periods of FMLA leave due to COVID-19, once COVID leave is exhausted, eligible employees are required to use their accrued eligible sick leave and then accrued vacation time.
Eligible employees should submit COVID leave requests via Time off Requests (TORs) in UD WorkForce using the new COVID leave bank.
This interim policy addresses reductions in force and reductions in hours for eligible employees to mitigate the severe fiscal challenges faced by the University as a result of the COVID-19 pandemic. While in effect, this interim policy shall supersede any conflicting or inconsistent provisions of existing University policies, and shall supersede the following policies in their entirety:
- Non-Exempt Staff Reduction in Force
- Non-Exempt Employee Termination/Notification
- Exempt Employee Termination of Employment/Notification