{"id":4194,"date":"2020-03-30T15:22:20","date_gmt":"2020-03-30T19:22:20","guid":{"rendered":"https:\/\/www.med.unc.edu\/intranet\/?p=4194"},"modified":"2020-03-30T15:22:20","modified_gmt":"2020-03-30T19:22:20","slug":"unc-system-covid-19-work-leave-provisions-for-april","status":"publish","type":"post","link":"https:\/\/www.med.unc.edu\/intranet\/2020\/03\/unc-system-covid-19-work-leave-provisions-for-april\/","title":{"rendered":"UNC System COVID-19 Work-Leave Provisions for April"},"content":{"rendered":"<p>Dear UNC Chapel Hill Employees,<\/p>\n<p>Late yesterday, the UNC System Office provided to\u00a0all\u00a0Chancellors\u00a0new faculty and staff work and leave provisions for the time period between April 1 and April 30, 2020. These provisions supersede all regular policies and replace any previous guidance issued.<\/p>\n<ul>\n<li>Permanent\u00a0employees\u00a0who are\u00a0working remotely\u00a0are expected to continue doing so. They will continue to be paid as normal and should continue to document their time in TIM as required.<\/li>\n<li>For\u00a0those employees\u00a0currently receiving paid administrative leave, either in full or in part, this guidance extends that benefit through the end of April,\u00a0but\u00a0does\u00a0include\u00a0additional\u00a0restrictions.<\/li>\n<li>For undergraduate\u00a0or graduate\u00a0student employees,\u00a0this guidance allows the University to continue to provide either paid remote work opportunities, or paid administrative\u00a0leave, as determined by\u00a0their\u00a0supervisor. This guidance ensures those provisions remain in effect at least through April 30, 2020.<\/li>\n<li>For work-study students, the guidance currently in effect does not change.<\/li>\n<\/ul>\n<p>For non-student temporary employees, this guidance provides discretion to the Chancellors, and by extension, the units to offer full or partial special leave provisions based on available funds and operational needs, to discontinue positions, or to place employees in inactive status, as deemed appropriate.\u00a0Temporary employees designated as mandatory will not be eligible for time and a half pay except in very limited circumstances.<\/p>\n<ul>\n<li>Finally, for those employees designated as\u00a0COVID-19 Mandatory\u00a0Employees who are\u00a0required to work on-site,\u00a0this guidance provides further information about pay provisions and the University discretion around special leave provisions.<\/li>\n<\/ul>\n<p>Specific elements of the guidance\u00a0are\u00a0below\u00a0and more details\u00a0will be included in the <a href=\"https:\/\/hr.unc.edu\/employees\/covid19-faqs\/\">HR FAQ<\/a>,\u00a0which\u00a0will be\u00a0available\u00a0early next week.\u00a0We continue to work to understand the implications of this guidance on our community, and remain at the ready to assist as employees, supervisors, and units navigate the days ahead.<\/p>\n<ol>\n<li><strong> Special Provisions for Mandatory Employees<\/strong><\/li>\n<\/ol>\n<p>Mandatory employees are those employees who are directed by their supervisor to work at specific dates and times at a designated University worksite other than their personal residence and in most circumstances are not eligible for telework options. Such employees have been deemed essential to work on\u2010site during the COVID\u201019 event and include, but are not limited to, positions that relate to: public health and patient care; public safety; operation of critical infrastructure and facilities; operation and safety of sensitive research labs; supporting the humane care of laboratory research animals; the care of persons or property for whom the University has a duty to continue to serve; and remaining on-site student and instructional support services.<\/p>\n<p><strong>Special Leave Provisions for Mandatory Employees<\/strong><\/p>\n<p>SHRA\u00a0and\u00a0EHRA\u00a0mandatory\u00a0permanent\u00a0employees\u00a0will\u00a0receive\u00a0added\u00a0compensation\u00a0for\u00a0hours\u00a0required\u00a0to\u00a0be\u00a0at\u00a0work\u00a0at\u00a0a\u00a0designated\u00a0University\u00a0worksiteother\u00a0than\u00a0their\u00a0personal\u00a0residence,\u00a0and\u00a0only\u00a0for\u00a0those\u00a0specific\u00a0dates\u00a0and\u00a0times\u00a0that such on\u2010site work is required.\u00a0Off\u2010site (teleworking) hours will not be subject to these added special compensation\u00a0provisions.<\/p>\n<ul>\n<li><strong>Hourly (FLSA non-exempt) mandatory employees <\/strong>will receive 1.5 times their hourly pay rate for all hours worked on-site. Those employees who work in excess of 40 hours per work week will also receive overtime compensatory time off at 1.5 hours for each hour worked over 40, per federal overtime rules.<\/li>\n<li><strong>Salaried (FLSA exempt) mandatory employees<\/strong> will receive 1.5 times their hourly pay rate for up to 40 hours worked on-site in a work week.<\/li>\n<li><strong>Several\u00a0positions,\u00a0even if designated mandatory, are excluded from these special compensation\u00a0provisions<\/strong>\u00a0including, but not limited to: Tier I\u00a0and Tier II senior academic and administrative officers, faculty, physicians, directors and deputy directors of major institution\u2010wide or school-wide\u00a0functions and centers, department heads, division heads, research and academic department administrators, clinical and academic\u00a0department administrators, clinical division administrators, and coaches and athletic administrators.<\/li>\n<li>The leadership at the division, school or college level in each academic or administrative unit will have the discretion to award added compensation or equivalent compensatory time resulting from COVID-19 as a lump sum payment, as a series of payments, as paid leave, or in any combination, within 12 months of the date of accrual. COVID-19 compensatory time is paid out based on the employee&#8217;s hourly rate of pay.<\/li>\n<li>At\u00a0the Chancellor\u2019s\u00a0discretion,\u00a0temporary\u00a0employees\u00a0(including\u00a0retirees\u00a0and\u00a0students)\u00a0designated\u00a0as\u00a0mandatory\u00a0may\u00a0be\u00a0paid\u00a0time\u00a0and a half for all hours required to work on-site or alternatively receive an adjusted higher hourly pay rate. However, such employees are not eligible for COVID-19 compensatory time.<\/li>\n<\/ul>\n<p><strong>Special Leave Provisions for Permanent\u00a0and\u00a0Graduate and Undergraduate\u00a0Student\u00a0Employees\u00a0<\/strong><\/p>\n<p>Note: While every possible consideration will be given to individual personal circumstances, management has the discretion to defer special leave provisions (below) for mandatory employees whose presence is determined necessary to address urgent public health, public safety, or critical infrastructure needs.<\/p>\n<ul>\n<li>Employees\u00a0who\u00a0cannot\u00a0work\u00a0because they have childcare or eldercare needs due to COVID-19-related facility closing may receive paid administrative\u00a0leave\u00a0for\u00a0the\u00a0period\u00a0of\u00a0time\u00a0they\u00a0are\u00a0unavailable. If more than one person in the household is a state employee, then the employees\u00a0are\u00a0expected\u00a0to\u00a0work\u00a0with\u00a0their\u00a0supervisors to detremine how to allocate paid\u00a0administrative\u00a0leave\u00a0to\u00a0avoid\u00a0inappropriate overlap of leave usage.<\/li>\n<li>Employees may receive\u00a0paid\u00a0administrative\u00a0leave\u00a0if\u00a0they\u00a0cannot\u00a0telework\u00a0because their position and duties cannot be performed remotely, and reasonable alternate remote work is not feasible or productive.<\/li>\n<li>Employees\u00a0who\u00a0are\u00a0sick\u00a0due\u00a0to\u00a0symptoms of a cold, flu, or COVID-19 or who are\u00a0caring\u00a0for\u00a0a\u00a0dependent\u00a0with\u00a0such\u00a0symptoms\u00a0may receive paid\u00a0administrative\u00a0leave.\u00a0All\u00a0other\u00a0absences\u00a0will\u00a0utilize regular forms of leave such as sick, vacation, and bonus leave, or shared leave if approved.<\/li>\n<li>Employees\u00a0who\u00a0were\u00a0on\u00a0other\u00a0pre\u2010approved\u00a0leave, choose not to work, or are unavailable for reasons other than provided for in the special COVID-19 provisions\u00a0must\u00a0use\u00a0available\u00a0and\u00a0applicable\u00a0leave\u00a0types;\u00a0e.g. vacation leave, parental leave, bonus leave, compensatory leave, or take leave without pay.<\/li>\n<li>For part-time employees\u00a0with\u00a0fluctuating\u00a0schedules,\u00a0paid\u00a0administrative\u00a0leave\u00a0may\u00a0be\u00a0applied, but consideration should be given to the employee&#8217;s\u00a0average\u00a0hours\u00a0per\u00a0week\u00a0over\u00a0the\u00a0course\u00a0of\u00a0a\u00a0month. In no case shall paid administrative leave exceed 40 hours per week.<\/li>\n<\/ul>\n<ol start=\"2\">\n<li><strong> Discretionary Special Leave Provisions for\u00a0Non-Student\u00a0Temporary Employees\u00a0\u00a0<\/strong><\/li>\n<\/ol>\n<ul>\n<li>The University, and by extension, the units have the discretion\u00a0to\u00a0continue\u00a0to\u00a0offer\u00a0full\u00a0or\u00a0partial\u00a0special\u00a0leave\u00a0provisions\u00a0to\u00a0temporary employees\u00a0based\u00a0on\u00a0available\u00a0funds\u00a0and operational needs; to\u00a0discontinue\u00a0such\u00a0temporary\u00a0employees;\u00a0or\u00a0to\u00a0place\u00a0them\u00a0in\u00a0inactive\u00a0status, as deemed appropriate.<\/li>\n<li>The Chancellor\u00a0of\u00a0each\u00a0constituent\u00a0institution\u00a0has\u00a0the\u00a0discretion\u00a0to\u00a0offer\u00a0telework\u00a0to\u00a0any\u00a0temporary\u00a0employees\u00a0and\/or\u00a0to designate such employees as mandatory to address critical operational needs.<\/li>\n<\/ul>\n<p>Note:\u00a0The\u00a0Families\u00a0First\u00a0Coronavirus\u00a0Response\u00a0Act\u00a0was\u00a0signed\u00a0into\u00a0law\u00a0by\u00a0President\u00a0Trump\u00a0on\u00a0March\u00a018,\u00a02020. This legislation is intended to help workers,\u00a0businesses,\u00a0and\u00a0the\u00a0healthcare\u00a0sector\u00a0in\u00a0their\u00a0response\u00a0to\u00a0the\u00a0consequences\u00a0of\u00a0the coronavirus\u00a0outbreak. The law provides Emergency Family and Medical Leave and Emergency Paid Sick Leave. The University is currently reviewing the new legislation and will issue some additional provisions before the new law goes into effect on April 2, 2020.<\/p>\n<p>Sincerely,<\/p>\n<p>Becci\u00a0Menghini,\u00a0Ed.D<br \/>\nVice Chancellor<br \/>\nHuman Resources and Equal Opportunity &amp; Compliance<br \/>\nUniversity of North Carolina-Chapel Hill<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>hr@unc.edu emailed UNC Chapel Hill employees on March 27, 2020 with information about provisions for April. Additional provisions will be added after review of the new legislation, The Families First Coronavirus Reponse Act.<\/p>\n","protected":false},"author":81863,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"layout":"","cellInformation":"","apiCallInformation":"","footnotes":"","_links_to":"","_links_to_target":""},"categories":[16],"tags":[],"class_list":["post-4194","post","type-post","status-publish","format-standard","hentry","category-covid-19-policies","odd"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>UNC System COVID-19 Work-Leave Provisions for April - School of Medicine Intranet<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.med.unc.edu\/intranet\/2020\/03\/unc-system-covid-19-work-leave-provisions-for-april\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"UNC System COVID-19 Work-Leave Provisions for April - School of Medicine Intranet\" \/>\n<meta property=\"og:description\" content=\"hr@unc.edu emailed UNC Chapel Hill employees on March 27, 2020 with information about provisions for April. 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