Information for Faculty & Staff

The university is still evaluating President Biden’s Executive Order 14042 which applies to federal contractors and is working with the Board of Regents to determine applicability. At this time, the university is making their vaccination verification and accommodation/exemption systems available to all campus employees on a voluntary basis.

Yes, if the vaccine record you provide now confirms you’ve met the definition of being fully vaccinated, you will already be in compliance if and when the university requires employees to be vaccinated.

As of August 31, 2021, WHO has listed the following COVID-19 vaccines for emergency use:

Pfizer-BioNTech COVID-19 vaccines (e.g., COMIRNATY, Tozinameran)

AstraZeneca-Oxford COVID-19 vaccines (e.g., Covishield, Vaxzevria)

Janssen (Johnson & Johnson) COVID-19 vaccine

Moderna COVID-19 vaccine

Sinopharm BIBP COVID-19 vaccine

Sinovac-CoronaVac COVID-19 vaccine 

If you participated in a US-based clinical trial and are documented to have received the full series of an “active” COVID-19 vaccine candidate, and vaccine efficacy has been independently confirmed, you are considered fully vaccinated 2 weeks after completing the vaccine series. (Currently Novavax COVID-19 vaccine meets these criteria.) Interim Clinical Considerations for Use of COVID-19 Vaccines | CDC 

To be fully vaccinated, you must receive a complete series of COVID-19 vaccine(s) that are FDA or WHO authorized and approved. The safety and effectiveness of a mixed-product series have not been evaluated. COVID-19 Vaccine FAQs for Healthcare Professionals | CDC

You are considered fully vaccinated 14 days after your second dose (Moderna, Pfizer-BioNTech), or single dose (Johnson & Johnson). If you haven’t yet received a vaccine, please familiarize yourself with the time required to complete your vaccination sequence.

If you have a sincerely held religious belief, practice, or observance (including any non-theistic moral or ethical belief, observance or practice which is sincerely held with the strength of a religious view) that conflicts with participating in the program, an accommodation/exemption may be requested by submitting the religious accommodation/exemption request through the Panther Health Survey.

Yes, you will still need to upload your vaccination record via the Panther Health Survey in order to voluntarily provide this information even if you received a vaccination from the UNI Student Health Clinic. 

Yes, please upload your vaccination record via the Panther Health Survey in order to voluntarily provide this information. 

You can retrieve your COVID-19 vaccination record through the Student Health Clinic patient portal if they administered your vaccine or through your healthcare provider’s portal.

Vaccines are readily available, including at the Student Health Clinic (SHC) every Thursday from 1-3 p.m. and Friday from 9-11 a.m. To schedule an appointment call the SHC Covid line at 319-273-2100. Off-campus vaccines can be found by searching vaccines.gov, text your ZIP code to 438829, or call 1-800-232-0233 to find locations near you.

No, the Student Health Clinic needs to have two identifiers to ensure they have the correct persons information. They will use the person's first and last name along with the date of birth that is identified on the vaccination record. 

Information and documents related to your COVID-19 vaccination will only be visible to you, Student Health Clinic records staff and Human Resource Services staff as necessary for processing.

Employee vaccination records are confidential medical records and will be kept confidential as required by the Americans with Disabilities Act (ADA).

If you need to miss work time in order to receive the COVID-19 vaccine off campus, you may use your available sick leave (medical appointment) or, in the absence of available sick leave, vacation or comp time accrued. You may also be able to work with your supervisor to make up the missed time within the same work week. 

No, you should not be inquiring of an individual’s vaccination or possible exemption.

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.

If you are NOT fully vaccinated: 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 or you have not had COVID-19 in the prior 3 months; if you or a household member have symptoms of COVID-19 and you’re awaiting 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 work remotely, or if you need to take COVID-related leave. You should complete the Panther Health Survey in any of these cases.

If you ARE fully vaccinated: You should not report to work if you have symptoms of COVID-19 and you’re awaiting COVID-19 test results, or if you’ve received confirmation of a positive COVID-19 test result. If you need to be away from campus for any of these reasons, contact your supervisor to see if you can work remotely, or if you need to take COVID-related leave. You should complete the Panther Health 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.

No, employee health information should not be shared with others. Employees testing positive should be directed to complete the Panther Health Survey.

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 Survey.

Effective October 1, 2021, paid leave options for COVID-related reasons are limited to available accruals, such as sick leave, vacation time, or comp time in accordance with the normal utilization limits. For further details, visit the Leave of Absence section on the MyBenefits website. You may also discuss potential telework options or the ability to make up time worked with your supervisor.

Note: COVID-19 leave options expired on September 30, 2021.

No, as noted in question HR 4, COVID-19 leave options expired on September 30, 2021.

During any period of required self-isolation or quarantine, the faculty or staff member should complete the Panther Health 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 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).

You will be given specific instructions by your healthcare provider or the student health clinic regarding when you can return to campus. If you have further questions, please contact hrs-leaves@uni.edu or HRS at 319-273-2422. 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 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 Survey.

You may be eligible to use vacation accruals if you are caring for your child and unable to work or telework as a result of providing care. If your child has COVID-19, you may be able to utilize Family Caregiving Leave.

Leave accruals are not available to take care of a child whose school is open for in-person attendance. If your child is home not because their school is closed but because you have chosen for the child to remain home, you are not entitled to utilize leave accruals. View the COVID-19 Temporary Leave Flowchart.

No. If your supervisor or department reduces your work hours because there is no work for you to perform, you may not use paid sick leave for the hours that you are no longer scheduled to work. If you have questions regarding your employment situation, email the HRS Employment Team at hrs-mail@uni.edu.

COVID-19 paid leave options expired on September 30, 2021. Refer to your department’s normal protocols for documents necessary for use of sick leave accruals or contact HRS at hrs-leaves@uni.edu or 319-273-2422.

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 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 Survey.

Your health is a top priority and you should consult with your healthcare provider. An employee with a disability or health condition informed by their supervisor that telework or an alternate work arrangement is not feasible, should initiate the workplace accommodations process with HRS.

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

Family Caregiving Leave may be used for the care of an ill spouse, child, or parent as usual. This would include those family members who are ill with COVID-19.

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 should be directed to the Telework Resources page to initiate a telework request, which requires approval through the division head.

Telework or alternate work arrangement requests related to an employee’s disability or health condition should initiate the workplace accommodations process with HRS.

Yes. Employees are expected to report to work as scheduled if not ill or otherwise approved for a leave.

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).

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.

Black Hawk County Public Health Department conducts household contact tracing, so you will only be notified when an individual with whom you reside has tested positive.

If you need to miss work time in order to receive the COVID-19 vaccine, you may use your available sick leave, or in the absence of available sick leave, vacation or comp time accrued. You may also be able to work with your supervisor to make up the missed time.

If you need to miss work to take a family member to an appointment to get a COVID-19 vaccine, you can work with your supervisor to make up missed time, where possible or you can utilize accrued vacation leave.

If you are unable to report to work due to vaccine side effects, you may discuss telework options with your supervisor if your position allows for remote work and you feel well enough to do so. Otherwise, you may utilize regular sick leave or other accruals available to you. Please complete the Panther Health Survey if this situation pertains to you, and HRS will follow up with you.

No, supervisors should not ask employees if they are vaccinated or if they plan to be vaccinated as it may lead to disclosure of disability and/or protected medical information.

UNI is waiving the cost of appropriate diagnostic testing and COVID-19 vaccine 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 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 services, call 1-855-784-2057 or visit theMyBenefits EAP supporting web page.

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), the State of Iowa ended participation in federal pandemic-related unemployment benefits effective June 12, 2021. Unemployment eligibility requirements include being able and available to work, yet don’t have work available through no fault of their own. 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. 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.