The following are COVID-19 qualifying reasons for emergency paid sick leave:
- The employee is subject to a federal, state or local quarantine or isolation order related to COVID-19;
- The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19;
- The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis;
- The employee is caring for an individual who is subject to a quarantine or isolation order or has been advised by a health care provider to self-quarantine;
- The employee is caring for a son or daughter because the child’s school or place of care has been closed or the child’s childcare is unavailable due to COVID-19 precautions;
- The employee is experiencing any other substantially similar condition specified by the Secretary of the HHS in consultation with the Secretary of the Treasury and the Secretary of Labor.
For more information, visit https://hr.ucf.edu/families-first-coronavirus-response-act/.
Can my supervisor cancel my annual leave request that has already been approved?
Yes, your supervisor has the authority to cancel any pre-approved leave request, especially in circumstances where there are serious staffing shortages as a result of illness.
Are high-risk employees required to report to work?
Employees who can continue to work remotely should, especially those at high risk of complications from COVID-19. Continued physical distancing and proper safety precautions remain critical, and this may mean a blend of remote and in-person work for some employees.
Supervisors should consider the individual needs and circumstances of their employees and are advised to remain flexible and understanding, knowing that some employees do not need to work from campus, may not feel comfortable doing so at this time, or have special circumstances that would hinder them from working on campus. Employees should work with their supervisors on their work schedule and arrangements.
Special circumstances include having a higher health risk according to CDC guidelines, being restricted by a medical isolation order or having dependent-care responsibilities.
Can I utilize my Short Term Disability benefits during the COVID-19 emergency period?
Employees covered by a UCF Short Term Disability (STD) plan may be eligible for benefits if they are diagnosed with the illness and are sick and unable to perform the major duties of their job due to the sickness. Contact information for the STD carriers are listed below:
Colonial Life: 888-756-6701 or www.visityouville.com/stateoffl
The Gabor Agency: 800-330-6115 or http://www.gaboragency.com/your-benefits/university-central-florida/group-disability/disability-insurance
I am a UCF employee. Should I continue to report to work?
Starting Friday, March 27, only those employees who have been identified as essential; whose job functions require them to report to campus; and whose supervisors have approved them continuing to work on campus should be at UCF. Only essential employees who meet all three of these criteria will have key card access to campus buildings. If you are unsure about how this applies to you, talk to your supervisor about what the “stay at home” order entails.
Starting Friday, March 27, through April 9, UCF will provide paid administrative leave to employees who are unable to work on campus and unable to work remotely. This leave applies to faculty, administrative and USPS employees. With the federal Families First Coronavirus Response Act now in effect, faculty and staff — along with eligible OPS employees — may qualify for emergency leave. All other faculty, administrative, and USPS employees who do not qualify for the federal aid and who cannot work remotely will be provided administrative leave. Employees not available for work due to illness or personal time must take sick or annual leave per UCF policy.
More detailed guidance about the federal legislation will be shared soon with employees, supervisors and HR liaisons.
I have become ill and must stay home. I don’t have enough leave to cover my absence from work due to my illness. How can I afford to stay home until I am completely well before returning to work?
To minimize the potential exposure to others, it is very important that you stay home while you have any contagious illness. If your illness qualifies under the federal Families First Act, you may be eligible for emergency leave pay. Alternatively, the following options may be available to you, although not all options will be available in all situations depending upon the nature of the job responsibilities and the extent of the illness.
- Make up the work on an hour-for-hour basis during the same workweek for non-exempt (hourly paid) employees with supervisory approval. UCF’s workweek begins at 12:00 a.m. on Friday and ends at 11:59 p.m. on the following Thursday.
- Exempt employees may make-up the work on an hour-for-hour basis during the same pay period with supervisory approval.
- Request a Leave Without Pay for up to ten days with supervisory approval. If an employee is out more than 10 days, the employee will need to request a Medical Leave of Absence. The Medical Request Leave Form is located at https://hr.ucf.edu/files/MedicalLeaveRequestForm.pdf
- Use a combination of the options above.
If I am placed on part-time work, and my regular work hours are decreased, can I file for reemployment assistance benefits?
Per the Department of Economic Opportunity, if your employer reduces your hours, you may be eligible for partial benefits. If you are earning less than $275 in gross earnings per week, you can file a claim to determine if you would be eligible to receive partial payments. More information is available at: connect.myflorida.com/Claimant/Core/Login.ASPX
My child’s school or day care is closed due to COVID-19 and my child is not sick. I have no other childcare arrangements. Can I bring my child to work?
No. Bringing a child to work is not permitted under a stay-at-home order. The only persons allowed on campus are employees who have been approved by their dean or vice president as being critical to the university’s continued operation. These employees include: first responders, healthcare professionals, supply chain personnel, critical infrastructure support personnel, approved researchers and instructors, and certain contractors. If you are not able to work remotely, the following options are available, although not all options will be available in all situations depending upon the nature of your job responsibilities:
- Use accrued sick or annual leave, due to the threat of exposure to illness.
- Make up the work on an hour-for-hour basis during the same workweek for non-exempt (hourly paid)
employees with supervisory approval. UCF’s workweek begins at 12:00 a.m. on Friday and ends at 11:59 p.m. on
the following Thursday.
- Exempt employees may make-up the work on an hour-for-hour basis during the same pay period with
supervisory approval, or if absent for a full workday, may use accrued leave.
- Request a Leave of Absence (annual leave usage for pay) or Leave of Absence (without pay) if you will be out
more than 10 days.
- Use a combination of the options above.
Please note that on March 18, 2020, the Families First Coronavirus Response Act was signed into law and became effective on April 1, 2020. University leadership is now working to understand how this new law may apply to UCF employees. More information will be provided when it becomes available, so please check back for details in the coming days.
My supervisor is sending me home due to my symptoms, even though I think I am well enough to work. Do I have to use my own accrued leave to cover the hours I am not working?
Yes, you must use your own accrued leave or request an absence without pay unless your illness qualifies under the federal Families First Act, in which case you may be eligible for emergency leave pay. Alternatively, depending upon the nature of your illness and your job responsibilities, you may be able to make up the work in the same workweek.