If an employee has a "serious underlying condition" and the condition  - not some other factor -  is what causes increased individual viral risk for the employee:

  • Fill out the Telework Request Form on E-trieve.  
  • Both factors must be met for telework to be granted due to Covid-19. The position must be eligible for telework without causing an undue burden on the department or ECU.  The Direct Supervisor and the Vice President will give input if the position is eligible for telework.  Does the employee have a serious underlying condition that makes him/her at a higher risk for severe illness from COVID-19? We are using CDC guidance to help with the determination.  Additionally, employees will be required to provide a doctor's recommendation letter.

Sick and/or caring for a family member
If an employee has a serious health condition, or is caring for an immediate family member with one:

  • Traditional FMLA leave should be sought through Employment Services. This is unpaid leave (unless the employee simultaneously uses accrued leave) to care for oneself, or an immediate family member (spouse, parent, or child) who has a serious medical condition such as a current Covid-19 infection. 
  • The employee does not work during FMLA leave unless the leave is intermittent. FMLA leave should not be confused with Teleworking.
  • Filling out the University COVID form is required as part of the FMLA request process if the request is COVID related: at Request for COVID-19 Leave

Isolation and/or Quarantine
If an employee cannot work due to a mandated quarantine due to exposure or testing positive to the virus:

  • FFCRA REQUIREMENT: Two weeks (up to 80 hours) of paid sick leave at the employee's regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis.
  • This request should be made through the supervisor and be arranged with Employment Services.  
  • If the employee has a balance of leave to use, it runs concurrently. But this benefit will still be available to those who have no balance of leave remaining, per federal law.
  • Filling out the University COVID form is required as part of the request process if the request is COVID related: at Request for COVID-19 Leave

Care for Family in Quarantine
If an employee must care for an immediate family member who is under quarantine:

  • FFCRA REQUIREMENT: Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee's regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition.
  • If the employee simultaneously uses their accrued leave this category is moot.
  • Under some circumstances, telework may be possible as an alternative if approved by the supervisor, making this category moot if so.
  • Should be sought through the supervisor, and arranged with Employment Services.
  • Filling out the University COVID form is required as part of the request process if the request is COVID related: at Request for COVID-19 Leave                                                   

Childcare due to lack of school/daycare
If the employee cannot work due to school or daycare being physically closed:

  • FFCRA REQUIREMENT: Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee's regular rate of pay where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19. If the employee simultaneously uses their accrued leave this category is moot.
  • Should be sought through the supervisor, and arranged with Employment Services.
  • If the employee is approved to telework, this category is moot.
  • Employees would be protected by this category if a school has a "partial" closure that results in their student being at home for a portion of what would otherwise have been the school day.
  • When a student and parent/guardian chooses to opt-in to distance learning within a school district that is not otherwise physically closed, this benefit does not apply. 
  • Filling out the University COVID form is required as part of the request process if the request is COVID related: at Request for COVID-19 Leave

CASE by CASE
If the employee falls into NONE of the above categories but has some other reason for concern in being physically present at work (due to age, family member at risk, or other non-disability rationale) and they can telework without causing an undue burden to their department or ECU:

  • Faculty must work with department chair/dean to ensure the effective delivery of courses prior to submitting a telework request. 
  • Telework should be requested through the supervisor.
  • Supervisors should consult with their administrative VP in determining approvals of continued telework, so that such approvals are made on consistent criteria across the University.
  • Telework based on Case by Case review will be granted only in rare circumstances. 
  • Telework Request Form

ECU Required
If the employee has been exposed to someone who has tested positive for COVID-19 the University may require telework, the taking of accrued leave, administrative leave, or other precautionary measures to preserve the safety of the workplace
, regardless of whether any of the options above have been pursued by the employee.
 
 
IMPORTANT: Approvals of ANY of the above categories must result in notification to Employment Services so that appropriate recordkeeping and paperwork can be completed. FMLA requires medical documentation under most circumstances.
 

Families First Coronavirus Response Act (FFCRA or Act)