Pay and Time-Off Scenarios

You are sick for any reason.

Process

Stay at home and get well. Follow CDC guidelines and consult your medical provider if you develop COVID-19-like symptoms. Notify your manager or supervisor and let them know that you will be out of work. Contact Occupational Health Services if you have COVID-like symptoms or contract COVID-19.

Impact on Pay

See below for specific situations.

You have been directed by a medical provider, state/federal agency or Brandeis Occupational Health to self-isolate for your own COVID-19 related illness.

Process

If you are directed to self-isolate because you have COVID-19, or COVID-19 related symptoms, you are eligible for up to 10 days of Pandemic Pay to cover your absence.
If you are directed to remain out of work for more than five (5) days due to your own illness, you may be eligible for a paid leave of absence under the Massachusetts Paid Family and Medical Leave Act (PFML)/Family Medical Leave Act (FMLA). If you are out of work for more than five (5) days, you should apply for a leave of absence from Brandeis’ leave administrator, the Standard. If your leave is approved, you may be eligible for Brandeis’ paid family and medical leave benefits after the first five (5) days of your absence. If you choose not to apply, or your claim is denied, you will receive up to ten (10) days of Pandemic Pay and then you may use your own accrued leave time.
If you feel well enough to work remotely and telework is available to you, you are not prohibited from working. Please consult with your manager, supervisor, department chair or dean as needed.

Impact on Pay

If, after the first five days of absence, which is covered by Pandemic Pay, the staff member is still out due to COVID-related illness, and on an approved leave, his or her time will be covered by paid family and medical leave benefits. Faculty who need to be out for extended periods are also eligible for paid family and medical leave benefits, once on an approved leave of absence.
In order to access paid family and medical leave benefits, faculty and staff must initiate and be approved for a leave of absence by the University’s leave provider, the Standard. Additional information on leave requests and benefits may be found on the Office of Human Resource’s website.

You have been directed by a medical provider, state/federal agency or Brandeis Occupational Health to quarantine due to an exposure to COVID-19.

Process

If you are directed by your medical provider, a state or federal public health agency or Brandeis’ Occupational Health to quarantine, you may be eligible for up to ten (10) days of Pandemic Pay to cover your absence. Brandeis may request documentation from your medical provider or public health agency.

Impact on Pay

If you feel well enough to work remotely and telework is available to you, you may work remotely. Please consult with your supervisor, manager, department chair or dean as needed.

You are caring for a qualified dependent who is ill with COVID-19 illness and requires your care.

Process

You may use up to five (5) days of accrued sick leave to care for a qualifying family member. If you are out for more than five (5) days, you should apply for a leave of absence from Brandeis’ leave administrator, the Standard. If your leave is approved, you may be eligible for Brandeis’ paid family and medical leave benefits after the first five (5) days of your absence. If you choose not to apply, your claim is denied, or your leave is not for a family member covered by Brandeis’ paid family and medical leave program, you may use your accrued leave time, subject to Brandeis PTO policy.

Impact on Pay

For more information on applying for a leave, please click here: How to Request a Medical or Family Leave.

You are healthy, but your child care responsibilities are impacting your ability to work your regular schedule or to work at all.

Process

Managers and supervisors are encouraged to allow the use of teleworking or alternate work schedules (if appropriate).
Staff members who cannot work due to child care responsibilities should speak with their manager or supervisor to determine possible work options that may include requesting accrued vacation and personal time or reducing their schedule.

Impact on Pay

Staff members who reduce their hours will have their pay reduced accordingly.

You are a “high-risk” individual as defined by the Centers for Disease Control and Prevention criteria.

Process

Faculty and staff who are at increased risk for complications from COVID-19 due to underlying health conditions are urged to consult their physician about steps they can take to protect their health. It also is important they speak with their manager and/or the Office of Human Resources, Labor and Employee Relations Unit, to identify possible options, including requesting a temporary change in job location, hours, assignment or duties, or implementation of additional protective measures to reduce their exposure to others or chances of being infected. The University may request medical documentation in these situations (through Human Resources) and then work with employees to understand the impact of any medical restrictions on the faculty’s or staff member’s positions.

Impact on Pay

Regular pay continues as long as faculty and staff are able to perform the essential functions of their positions. In the event that faculty or staff are medically restricted from performing the essential functions of their positions, leave time may be requested. Information on how to request a medical leave can be found here: How to Request a Medical or Family Leave.

The Office of Human Resources