Information for Faculty & Staff

Following the guidance of public health organizations, UNI students, faculty, staff and visiting community members will be required to wear face coverings in all campus buildings. Exceptions in certain areas such as in residence hall rooms, private offices, or while eating will be posted individually in relevant campus spaces. Face coverings are required in outdoor settings when six feet or more of social distancing cannot be maintained. 

Cloth masks are the preferred and safest form of face covering and the primary recommendation from agencies like the CDC. We have made face shields available for individuals with medical conditions that prevent the use of a mask and other unique situations when a mask is not practical. Masks provide the best measure of safety so when you have a choice, you should wear a mask, or a mask with a shield. Students, faculty, and staff will receive complementary face coverings, which can be picked up by showing your UNI ID at the UNI Bookstore customer service desk.

In order to observe continued social distancing guidelines, the university is developing social distancing logistics/procedures for each learning, living and communal space on campus. Classes will be taught in a combination of in-person and online, and all in-person classes will be scheduled in larger rooms to aid in social distancing. More specific information will be shared by academic departments closer to the start of the fall semester on how this will impact individual classes. This information will vary course-by-course, and will be sent by faculty members directly to their students.

Social distancing will also be critical in spaces outside of the classroom. For example, furniture in communal spaces will be rearranged to ensure social distancing is observed as much as possible.

At this point, we are asking all students and employees to self-check each day before coming to campus or leaving their dormitory. If you have symptoms of COVID-19 you should stay home and contact the Student Health Center or other medical provider.  

This guidance could change later in the fall, depending on the presence of novel coronavirus in our community. The university will continue to use the Black Hawk County Health Department for contact tracing.

Student Health Clinic staff will direct students to submit the COVID-19 absence form on the Dean of Students web page, after which Dean of Students staff will notify their faculty via email. Anyone who may have been exposed to a student who tested positive for COVID-19 will be notified through contact tracing in collaboration with the Black Hawk County Health Department.

While study abroad opportunities through UNI have been postponed through January of 2021, many of the university’s other off-campus educational opportunities will continue as planned, observing the protocols and procedures of those partner organizations and schools. If you have specific questions related to your planned internship, research project or student teaching assignment, please contact your adviser.

The university’s subcommittee focused on community engagement and outreach is working quickly to determine our approach to on-campus events as well as off-campus outreach. They also continue to monitor guidance from external partners such as NCAA and Iowa Department of Public Health. Detailed schedules and plans related to athletics, concerts, and other events - as well as safety protocols designed to protect the health of event participants - will be released in the coming weeks.

Tuition rates are remaining flat for fall semester 2020. Tuition costs are priced based on credit hours, and with the new academic calendar students will still be able to complete a full semester of coursework with the associated credit hours. The early start date and the removal of fall semester breaks to build in additional class days will allow us to offer a full academic semester, while also positioning the university to plan for a healthy and safe learning environment.

Housing and dining rate information is available on the Department of Residence COVID-19 web page.

Offices that provide services to the public are being provided transaction barriers, stickers and signs that provide physical distancing directives, and hand sanitizer. All employees and students are also required to wear face coverings. Office administrators can request additional supplies through FAMIS.

Yes. Face coverings are required in all public areas of campus buildings, including elevators, restrooms, hallways and corridors.

Drinking fountains and bottle stations will be available and will be disinfected daily.  

Custodians will perform one deep cleaning per day and at least one additional touch point cleaning per day in all restrooms. In cases where it does not impact privacy, restroom doors will be propped open to reduce touch points.

HVAC systems constantly circulate air through the buildings. We are increasing the rate of airflow and the amount of outside air brought into buildings. The total volume of air inside rooms will be exchanged a minimum of 6 times per hour. In addition, new, high-efficiency air filters have been installed around campus.

Departments should follow CDC guidelines for these spaces. As part of department offices, these spaces will be cleaned by custodians two times per week.

We are using 40% of the designated capacity of classrooms to provide more space for students to spread out. Classes have been reassigned to new, larger rooms across campus and designated seating has been marked off to help people distance properly.  

Information Technology (IT) has created a detailed web site to support faculty and staff who are, or will be, working remotely. Visit the Information Technology Remote Services and Support website.

Questions should be directed to the UNI Information Technology Service Hub.

IT provides a service called EC500 that can transfer your university phone to your cell phone. Please visit the Getting Started with EC500 web page for more information.

Zoom is the perfect replacement for in person meetings. Conduct live meetings with others, share your screen and even record your session to share later. To learn how, visit the UNI eLearning Suite FAQ or view this 10-minute video.

Yes, staff members should report to work as normal, unless otherwise instructed by your medical provider, supervisor or someone within your chain of command.

If you need to be on leave, complete the Panther Health & Leaves Request Survey.

All employees, including student employees, are required to conduct daily self-screening before coming to campus. If you have COVID-like symptoms beyond your normal baseline, do not report to work and call your healthcare provider, contact the Student Health Clinic, which is a TestIowa location, at 319-273-2009 to discuss testing options, or go to the TestIowa website to determine eligibility to be tested at another TestIowa location.

On September 28, 2020, the Iowa Department of Public Health updated their guidance as it relates to close contact. Individuals will no longer need to quarantine if a face covering was consistently and correctly worn by both individuals during exposure. This guidance excludes those who only wore a face shield.

You should not report to work if you’ve been in close contact (within 6 feet for 15 minutes or more) with someone who tested positive AND at least one of you was not properly wearing a mask, if you have had symptoms of COVID-19 and you’re awaiting your own COVID-19 test results, or if you’ve received confirmation of a positive COVID-19 test result. The close contact period includes the 48 hours prior to experiencing symptoms (or getting tested if asymptomatic) until the individual that tests positive self-isolates. If you need to be away from campus for any of these reasons, contact your supervisor to see if you can continue to work remotely, or if you need to take COVID-related leave. You should complete the Panther Health & Leaves Request Survey in any of these cases.

If you are diagnosed with COVID-19 and believe you have been exposed on the job you should contact your supervisor and complete a First Report of Injury (FROI) form (online form password is 'froi'). The FROI will be reviewed and, depending on the incident details, may be evaluated by the state’s third-party administrator to determine whether the claim meets the criteria to be classified as workers’ compensation. For additional information or questions about workers’ compensation, contact HRS at workcomp@uni.edu or 319-273-2422 and/or review the UNI Workers' Compensation supporting web page.

Please follow your departmental protocol for reporting off work.

For more information about leaves, refer to the COVID-19 Temporary Leave Flowchart.

Employee health information should not be shared with others. Employees testing positive should be directed to Human Resource Services and asked to complete the Panther Health & Leaves Request Survey. Human Resource Services, along with Environmental Health & Safety and the Executive Director, Student Health & Well Being, will determine which employees need to be notified of close contact with a confirmed or suspected positive case and their need to quarantine.

Employees, including student employees, with COVID-like symptoms more severe than their baseline should call their healthcare provider, go to the TestIowa site to determine eligibility to be tested or contact the Student Health Clinic at 319-273-2009 to discuss testing options.

If you have a need to be on leave, you should complete the Panther Health & Leaves Request Survey.

Generally, UNI covered employees are eligible for:

• Two weeks (80 hours for a full-time* employee, or for a part-time employee, the number of hours equal to the total number of hours that the employee works over a typical two-week period) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because of at least one of the following:

  • The employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider).

  • The employee is experiencing COVID-19 symptoms and seeking a medical diagnosis.

  • 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).

  • The employee is caring for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19.

  • The employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor.

• Effective April 1, 2020 - December 31, 2020, the Families First Coronavirus Response Act (FFCRA) allows employees to take an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay up to $200 per day/ $1,000 per week / $10,000 total. The employee must have been employed for at least 30 calendar days and 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. (This paid leave benefit does not use earned accruals.)

*Full-time employee for purposes of this benefit includes employees who regularly work 40+ hours per week.

No. You may take up to a total of 80 hours (pro-rated for part-time employees; the number of hours equal to the total number of hours the employee works over a typical two-week period) of COVID-19 Sick & Family Care Leave for any combination of qualifying reasons. If you exhaust your balance of Paid COVID-19 Sick & Family Care Leave and need to take leave for another COVID qualifying reason, you should complete the Panther Health & Leaves Request Survey regarding your situation. HRS will follow-up to provide guidance on how to code your leave time based on your available accruals.

During any period of required self-isolation or quarantine, the faculty or staff member should complete the Panther Health & Leaves Request Survey. Faculty or staff can also discuss options with Human Resource Services (hrs-leaves@uni.edu or 319-273-2422). Telework may be a viable option and supervisors are encouraged to offer reasonable flexibility to accommodate remote work in this situation whenever possible. If telework is not appropriate or available, the individual’s pay status will depend on the situation. In most cases, the employee will be required to use accrued leave, such as COVID sick leave, sick leave, vacation, comp time, as applicable. If no accruals are available and the time is to be unpaid, those who are 'hourly paid salary' or 'salaried' will need to code Off Duty (unpaid leave) on their timecard. If the self isolation or quarantine period is greater than one (1) month, the employee will be placed in an unpaid status.

If the employee was exposed or contracted COVID-19 due to employment related travel, the employee should complete the First Report of Injury (FROI) form (password: froi).

Yes; however, you must receive approval from your supervisor to do so and a set schedule may be part of the agreement.

Employees needing leave should complete the Panther Health & Leaves Request Survey which will initiate correspondence from Human Resource Services.

It depends on why you are taking COVID-19 paid sick leave and whether your supervisor approves. Unless you are teleworking, paid sick leave for qualifying reasons related to COVID-19 must be taken in full-day increments. It cannot be taken intermittently if the leave is being taken because:

• You are subject to a Federal, State, or local quarantine or isolation order related to COVID-19;

• You have been advised by a health care provider to quarantine due to concerns related to COVID-19;

• You are experiencing symptoms of COVID-19 and seeking a medical diagnosis;

• You are caring for an individual who either is subject to a quarantine or isolation order related to COVID-19 or has been advised by a health care provider to quarantine due to concerns related to COVID-19; or

• You are experiencing any other substantially similar condition specified by the Secretary of Health and Human Services.

Unless you are teleworking, once you begin taking paid sick leave for one or more of these qualifying reasons, you must continue to take paid sick leave each day until you either (1) use the full amount of paid sick leave or (2) no longer have a qualifying reason for taking paid sick leave. This limit is imposed because if you are sick or possibly sick with COVID-19, or caring for an individual who is sick or possibly sick with COVID-19, the intent of FFCRA is to provide such paid sick leave as necessary to keep you from spreading the virus to others.

If you are taking COVID-19 paid sick leave due to your child’s school or daycare closing for COVID-19 reasons, you may make a request to your supervisor to take the leave on an intermittent basis.

Complete the Panther Health & Leaves Request Survey which will initiate correspondence from Human Resource Services.

You will be given specific instructions by Human Resource Services. Instructions will be based on the most current CDC and Iowa Department of Public Health (IDPH) guidance. Please understand that this guidance continues to evolve and may change.

Bringing a child to work under these circumstances is not recommended or advisable and may be prohibited in many work areas. Pursuant to policy 13.22 Protection of Children in the Workplace, decisions on the appropriateness of the short-term presence of children in the workplace are to be made on a case-by-case basis by the supervisor or department head/director.

If employees must stay home with their child, they should complete the Panther Health & Leaves Request Survey. Employees may also work with their supervisor to determine if temporarily working remotely is an option.

For more information about leaves, refer to the COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the Panther Health & Leaves Request Survey.

You may be eligible for both types of leave, but only for a total of 12 weeks of leave. You may take both paid sick leave and expanded family and medical leave to care for your child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons. The Paid COVID-19 Sick & Family Care Leave provides for an initial two weeks of paid leave accruals. Until December 31, 2020 employees are also eligible for COVID-19 Family & Medical Leave. To use this leave, you will need to cover the first 10 workdays with earned accruals (COVID Family Care, vacation, sick leave or comp time). After the first 10 workdays have elapsed, you will receive two-thirds of your regular rate of pay (up to the limits specified above) for the hours you would have been scheduled to work in the subsequent 10 weeks (400 hours for full-time, pro-rated for those who work less than full-time) under the COVID-19 Family & Medical Leave.

View the COVID-19 Temporary Leave Flowchart.

No. Employees utilizing this benefit will need to code COVID Childcare Family66.7 on their timecard with the number of hours they were unable to work. Provision expires December 31, 2020.

If you are an eligible employee, you are entitled to Paid COVID-19 Sick & Family Care Leave under the Emergency Paid Sick Leave Act regardless of how much leave you have taken under the FMLA.

However, your eligibility for COVID-19 Family & Medical Leave depends on how much FMLA leave you have already taken during the current calendar year. You may take a total of 12 workweeks for FMLA and/or expanded family and medical leave reasons during the 2020 calendar year. If you have taken some, but not all, 12 workweeks of your leave under FMLA during the current calendar year, you may take the remaining portion of leave available. If you have already taken 12 workweeks of FMLA leave this calendar year, you may not take additional expanded family and medical leave; however, you will still have the Paid COVID-19 Sick & Family Care Leave available to use (up to 80 hours). (COVID-19 Family & Medical Leave expires December 31, 2020.)

No. If your supervisor or department reduces your work hours because there is no work for you to perform, you may not use paid COVID-19 Sick & Family Care Leave or COVID-19 Family & Medical Leave (provision expires December 31, 2020) for the hours that you are no longer scheduled to work. This is because you are not prevented from working those hours due to a COVID-19 qualifying reason, even if your reduction in hours was somehow related to COVID-19. If you have questions regarding your employment situation, email the HRS Employment Team at hrs-mail@uni.edu.

Documentation would include items such as: COVID-19 test confirmation or results, a note from their medical provider, a note from their family member’s medical provider in support of their need for leave or a notice, letter, or public post indicating a daycare/school closure.

Please also note that all existing certification requirements under the FMLA remain in effect if you are taking leave for one of the existing qualifying reasons under the FMLA.

If you meet the eligibility criteria for FMLA and have an FMLA-qualifying medical condition or event, FMLA will apply. Additional information on FMLA is available at the UNI Family & Medical Leave Act supporting web page.

For more information about leaves, refer to the COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the Panther Health & Leaves Request Survey.

Depending on the situation, accrued sick, vacation, or comp time will run concurrently with FMLA leave as applicable. FMLA leave itself is not paid, so unpaid leave may be necessary if you do not have accrued paid leave.

For more information about leaves, refer to the COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the Panther Health & Leaves Request Survey.

Your health is a top priority and you should consult with your healthcare provider. If you are able to telework, you should discuss the options available with your supervisor. The COVID workplace accommodations process should be utilized if a faculty or staff member with a health condition requests alternate work arrangements or other modifications outside the scope of a telework request or if the telework request cannot be easily granted by the supervisor. Staff in this situation should complete the COVID-19 Telework or Flexible Work Arrangement Request.

For more information about leaves, refer to the COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the Panther Health & Leaves Request Survey.

Send an email regarding your FMLA leave situation to hrs-leaves@uni.edu.

If a healthy employee wishes to take leave to avoid possible exposure, they are expected to comply with existing university policy by requesting time off from their supervisor. To be considered an authorized absence, the time off must be approved by the supervisor in advance. Approval of the time off will be at the supervisor's discretion to meet operational needs. However, supervisors are encouraged to offer reasonable flexibility or telework when possible without interfering with operational needs. Employees approved to telework, should follow the Telework Policy. To remain in paid status, the employee will be required to use accrued vacation or comp time. According to the Department of Labor, leave taken by an employee for the purpose of avoiding exposure to COVID-19 would not be protected by the FMLA.

For more information about leaves, refer to the COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the Panther Health & Leaves Request Survey.

Faculty and staff should contact hrs-leaves@uni.edu to review leave options.

For more information about leaves, refer to the COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the Panther Health & Leaves Request Survey.

No. On March 18, 2020 the Board of Regents announced that the provisions of Iowa Administrative Code 681-3.148 are temporarily waived to the extent they place a limitation on the number of hours of accrued sick leave an employee is permitted to use for the care and necessary attention of an employee’s immediate family member.

Family Caregiving Leave may be used for the care of an ill spouse, child, or parent as usual. In addition, it may now be used for COVID-19 needs including a family member’s COVID-19 diagnosis/quarantine, or caring for a minor child during a school/childcare closure/unavailability caused by COVID-19. Employees with COVID-19 related absences should complete the COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the Panther Health & Leaves Request Survey which will initiate correspondence from Human Resource Services.

If you need to use accrued sick leave for the care and necessary attention of an immediate family member who is ill with non-COVID symptoms or injured, or for the birth of your child, you should code Family Caregiving Leave until you have exhausted all your Family Caregiving Leave accruals. Once exhausted, then code Sick Leave.

Yes. The university may reassign employees to work outside their usual classifications/responsibilities to the extent they are qualified and can perform the work. Supervisors should consult with Human Resource Services (hrs-mail@uni.edu or 319-273-2422), so they are informed and prepared to answer questions or concerns from affected employees.

Yes. The university may temporarily adjust employees’ work schedules to meet operational demands as long as the adjustments comply with the university's policies or work rules. Supervisors should consult Human Resource Services (hrs-mail@uni.edu or 319-273-2422) about the applicable rules for the employees with whom they are working.

Yes. Any staff member who requests to telework during FY21 for COVID related reasons (or otherwise) and is approved by their supervisor should follow the telework policy and complete the telework agreement. Staff who mention health concerns would still fall under the telework policy if readily approved to work from home under these circumstances.

The COVID workplace accommodations process should be utilized if a faculty or staff member with a health condition requests alternate work arrangements or other modifications outside the scope of a telework request or if the telework request cannot be easily granted by the supervisor. Staff in this situation should complete the COVID-19 Telework or Flexible Work Arrangement Request.

Yes. Employees are expected to report to work as scheduled if not ill.

If a staff member is directed to work and can work, but refuses, contact Human Resource Services (hrs-mail@uni.edu or 319-273-2422).

Yes, your supervisor may reconsider the approved vacation time off request based on operational needs.

If you have any questions about student employment, contact the Office of Career Services (319-273-6857).

Now more than ever it is important that your personal contact information is accurate and up-to-date. This information is used for your benefits and in emergencies. In the event an employee has a medical emergency on campus, it is essential we have emergency contacts.

To update your personal contact information please visit MyUniverse and click on the My Personal Information tab>. For instructions on adding and/or editing emergency contacts, please view the instructional handout.

Yes. When Human Resource Services learns of a positive COVID-19 case on campus and you are identified as being in recent close contact with that individual, you will be notified and provided guidance.

On September 28, 2020, the Iowa Department of Public Health updated their guidance as it relates to close contact. Individuals will no longer need to quarantine if a face covering was consistently and correctly worn by both individuals during exposure. This guidance excludes those who only wore a face shield.

COVID-19 diagnostic tests have been declared essential health benefits by Health and Human Services (HHS). As a result, UNI is waiving the cost of appropriate diagnostic testing for those enrolled in our self-funded health insurance plans. This means there will be no out-of-pocket costs, including co-pays, deductibles, and coinsurance for employees and their families who are enrolled in one of our health insurance plans for such testing.

Our self-funded health insurance plans will waive early refill limits on 30-day prescription maintenance medications (consistent with members’ benefit plans). The health insurance plans will also ensure formulary flexibility if there are medication shortages or other access issues. For those enrolled in a plan, they will not be liable for any additional charges if they receive a non-formulary medication as a result of a shortage of their current medication.

Both self-funded health insurance plans offer prescription mail service.

Provision expires December 31, 2020.

Our self-funded health insurance plans will not cover quarantine costs for COVID-19. However, medical-related expenses will be covered if needed during the quarantine.

If you are sick, you may use sick leave accruals, if available. Employees may also work with their supervisor to determine if working remotely temporarily is an option.

Yes. To learn more about this virtual office option, visit the Doctor On Demand supporting web page.

Yes. If you are in an unpaid leave status, including when COVID-19 related, the employee may continue their health, dental vision and/or voluntary term life benefits, but would be responsible for the full cost of the health and dental insurance. To determine the cost of retaining coverage while on leave, please log into Benefits Self-Service to review employee and employer premiums for each plan you are enrolled in. An unpaid benefit election form should be completed with a benefits staff member in order to continue these benefits.

For additional information and guidance, contact HRS Benefits at hrs-benefits@uni.edu or 319-273-2423.

Employees may use their employee assistance program (EAP) benefits to help manage any anxiety or any uncertainty they are experiencing related to Coronavirus (COVID-19). Our EAP service also covers parent/child relationships, marital or couple relationships, drug or alcohol abuse, concerns for a friend or family member, self-esteem struggles, and much more. To access EAP call 800-327-4692 or use the online chat option.

Employees may utilize virtual office visits through Doctor on Demand to speak to a board certified physician, or team of psychiatrists/psychologists. To learn more, visit the Doctor on Demand support web page.

Your Life Iowa is another free resource provided by the Iowa Department of Public Health. Visit this site if you, or a loved one, is facing alcohol, drugs, gambling, or mental health problems.

To view additional UNI services available to faculty and staff visit the Stress, Mental Health, and Grief Services web page.

In the event of a medical emergency, including emergency mental health (danger to self and/or others) call 911 or go to the nearest emergency room (ER).

According to Iowa Workforce Development (IWD), if you are laid off as a result of COVID-19 you may be eligible for unemployment benefits. You may also be eligible if you have to stay home to self-isolate, care for family members or due to illness related to COVID-19. This is provided that you meet all other eligibility requirements and telework is not available for your position. See COVID-19 (Coronavirus) and Unemployment Insurance Benefits for Workers FAQ or contact IWD at 866-239-0843 for more information. IWD makes unemployment eligibility determinations.

Please note, UNI requires that all applicable leave accruals are exhausted before going into unpaid status.

No, UNI has not identified a need to offer an early retirement program at this time.

Employees may use their employee assistance program (EAP) benefits to access one free financial consultation annually.

The university provides free flu shots annually in the fall for employees. Family members may receive their vaccine through their health care provider or local pharmacies. To learn more about the scheduled clinics and local pharmacies that provide flu vaccines visit the HRS Free Annual Flu Vaccinations support web page.

Yes. We are working with our vendors to safely offer confidential biometric screens and flu shots. In addition, the Benefits team has moved all learning sessions to Zoom.

Keep up-to-date with benefit and well-being offerings by visiting the My Benefits website, reading the Benefit and Well-being monthly email newsletter, and InsideUNI.

Hiring managers and search chairs should consider whether adjustments to search processes need to be made during this time. These may include:

• Considering the business need and timeline for any new postings.

• Holding search committee meetings virtually or in larger rooms where participants do not occupy more than 1/3 of the space capacity.

• Conducting thorough phone screening to minimize the number of campus interviews.

• For searches within the full consideration window, considering delaying the full consideration date.

• Delaying campus interviews if position if not essential to fill at this time.

  • As a courtesy, you may want to provide candidates some general tips for preparing for virtual interviews. A couple include: Resource #1 and Resource #2.

  • Search committees should review Tips for Virtual Interviewing.

• If conducting on campus interviews, schedule them in larger rooms whereby the participants do not occupy more than 1/3 of the space capacity.

Travel within the local region where you live for important business-related activities, such as meeting requirements of teacher preparation or visiting internship sites, is allowed at this time. Proper social distancing protocols, such as face coverings are required to be maintained.

Please see the announcement on the Board of Regents website.

The traveler or department should make a reasonable effort to get expenses (conference registration, hotel deposits, etc.) refunded. Non-refundable expenses will be covered by the original funding source for the trip if allowed. Departments should confirm allowability from the external sponsor funding sources to ensure costs are allowable. If not allowable, then non-refundable travel costs should be funded by the department.

Yes, the university will allow change fees to be paid for by university funds.

ProTrav has been updated to display a message when trying to create a trip to a banned destination.

If you are traveling in the capacity of your position at the university, regardless of funding, the Board of Regents travel restriction applies.

Employees returning from a country subject to a CDC Level 3 or Level 4 Travel Notice may not return to campus or their worksite until the conclusion of the 14-day self-isolation period prescribed by the CDC, IDPH or Department of Homeland Security. Employees returning from a cruise will also be subject to this 14-day self-isolation requirement and should not come to campus or their worksite until the conclusion of this period. Employees who are required to self-isolate may telework as access and responsibilities allow. Otherwise, they will be expected to use accrued sick leave, vacation, or comp time, as applicable, to remain in paid status. If no accruals are available for use, those who are ‘hourly paid salary’ or ‘salaried’ will code Off Duty (unpaid leave) on their timecard.

Yes, this qualifies as sponsored international travel.

For both the UNI PPO (Alliance Select) plan and the UNI Blue Advantage (HM0) plan there is no change to their international coverage. To learn more about international health insurance coverage, visit the Self-Insured Health Insurance Plans web page.