Pay and Time-Off Scenarios
Please note that any time a faculty or staff member who works on campus is exposed to COVID-19, is sick with a COVID-19 like symptoms or has been diagnosed with COVID-19, the faculty or staff member must contact Brandeis Occupational Health.
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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.
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.
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.
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.
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.
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.
Process
Use the normal process to request vacation or personal days in Workday, subject to manager approval.
Impact on Pay
When accrued vacation or personal time is exhausted, the employee will be unpaid.
Process
Use the normal process to request time off in Workday, subject to manager approval.
Impact on Pay
Regular paid time for vacation or personal time off will be used when available.