Information for Faculty & Staff

If you are sick, stay home.

If you think you have been exposed to COVID-19 and develop a fever and symptoms, such as cough or difficulty breathing, call your healthcare provider for medical advice.

The CDC outlines steps to help prevent the spread of COVID-19 if you are sick. 

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.

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.

The Iowa Department of Public Health recommends first calling your health care provider before visiting their office/clinic. See also question HR3.

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

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). To access EAP call 800-327-4692.

UNI's MyQuickCoach Managing Anxiety and & Work Strategies web page has strategies for calming fears, how to stay positive in a stressful situation, and best practices when working remotely. (Paragraph added on 3/16/2020)

The University of Northern Iowa is committed to promoting an educational, working, and living environment that is free from all forms of discrimination.

The CDC has compiled resources that can be used to help counter stigma related to COVID-19. The Iowa Department of Public Health (IDPH) also has created a graphic for combating stigmatization and bias.

If you feel you’ve been a victim of or have witnessed bias, the Office of Compliance and Equity Management can provide you with complaint options (both informal and formal) and resources. Contact them at 319-273-2846 or equity@uni.edu (link sends email) or submit an online Incident Reporting Form.

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 when in person meetings are not an option. 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.

For more information about leaves after April 1, 2020, view the COVID-19 Employee Leave Frequently Asked Questions and COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the COVID-19 Leave Request Survey. (Paragraph updated on 4/6/2020).

Yes.

It is important for you to call ahead before visiting your doctor. If you are experiencing symptoms, you should tell your healthcare provider about any recent travel to areas where COVID-19 is spreading, if you have had close contact with someone who lives in or has traveled to an outbreak area or has had close contact with another person who has been infected. Note: Be sure to wear a mask when you go to the doctor’s office and when you are around other people.

If you believe you have been exposed on the job, after calling your healthcare provider for guidance, and when you are able, 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 after April 1, 2020, view the COVID-19 Employee Leave Frequently Asked Questions and COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the COVID-19 Leave Request Survey. (Paragraph updated on 4/6/2020)

You will be given specific instructions by your healthcare provider and/or local public health clinicians 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 several times over the next few weeks and months.

During any period of required self-isolation, the faculty or staff member should discuss options with Human Resource Services (hrs-mail@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 whether this travel or exposure occurred in the course of their employment. If so, the employee will be placed on paid administrative leave during the period of self-isolation. Otherwise, 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. (Updated on 3/17/2020)

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. Allowing employees to telework or adjusting work schedules may be viable options when it serves to minimize disruptions to normal operations. Telework request and agreement forms pursuant to the UNI Telework Policy do not need to be administered for telework that is short-term in nature and not an ongoing arrangement.

For Faculty who are unable to work (either on-campus or remotely) and do not have sick leave accruals available, Off Duty should be coded on their timecard. For 'hourly paid salary' or 'salaried' staff who are unable to work and do not have sick or vacation accruals or comp time available, they should also code Off Duty on their timecard. Employees may also be eligible for COVID-19 sick leave.

For more information about leaves after April 1, 2020, view the COVID-19 Employee Leave Frequently Asked Questions and COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the COVID-19 Leave Request Survey. (Paragraph updated on 4/6/2020)

Yes. Employees (with the exception of student employees during the online instruction period) 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 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 after April 1, 2020, view the COVID-19 Employee Leave Frequently Asked Questions and COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the COVID-19 Leave Request Survey. (Paragraph updated on 4/6/2020)

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 after April 1, 2020, view the COVID-19 Employee Leave Frequently Asked Questions and COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the COVID-19 Leave Request Survey. (Paragraph updated on 4/6/2020)

Complete the COVID-19 Leave Request Survey. (Sentence added on 3/27/2020)

Your health is a top priority and you should consult with your healthcare provider. For more information about leaves after April 1, 2020, view the COVID-19 Employee Leave Frequently Asked Questions and COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the COVID-19 Leave Request Survey. (Paragraph updated on 4/6/2020)

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. To remain in paid status, the employee will be required to use accrued vacation or comp time.

For more information about leaves after April 1, 2020, view the COVID-19 Employee Leave Frequently Asked Questions and COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the COVID-19 Leave Request Survey. (Paragraph updated on 4/6/2020)

Yes. Employees may be sent home by their supervisor if they are sick, or appear sick. The university is required to maintain a safe and healthy environment and has broad discretion over when and where an employee is at work. Supervisors should not attempt to determine whether someone has COVID-19.

If the department has determined that it may need to contact certain employees responsible for performing essential functions during periods they may not be scheduled to work. Such information may include personal telephone numbers and email addresses.

Employees should keep their emergency contact information current within e-Business Suite. To add and/or update your emergency contacts please access UNI e-Business Suite. Login and click on “UNI Employee Self Service” link on the left and then click once on the “Emergency Contact Info” link. On the Emergency Contact Info: Extra Information page, carefully read the instructions to guide your effort.

For questions, contact Human Resource Services (hrs-mail@uni.edu or 319-273-2422).

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 may request time off from their supervisor. Employees may also work with their supervisor to determine if temporarily working remotely is an option.

For more information about leaves after April 1, 2020, view the COVID-19 Employee Leave Frequently Asked Questions and COVID-19 Temporary Leave Flowchart. If you need to be on leave, complete the COVID-19 Leave Request Survey. (Paragraph updated on 4/6/2020)

Student employees may still be able to work their on-campus jobs during this time period. Supervisors may not require a student employee to work. If a student employee chooses not to work, they will not be paid. (Paragraph updated on 3/27/2020)

Please communicate this information with your student employees and, as you make plans for your areas post-spring break, be sure to consider options for students to work remotely where feasible. If you have any questions, contact the Student Employment Team in the Office of Career Services (319-273-6857).

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.

If you are in an unpaid leave status as a result of COVID-19, you will not need to pay the employer portion of the premium through June 30, 2020. In addition, your health and/or dental coverage will continue through the unpaid leave status. A bill will be sent to the employee’s home address for the missed employee premiums. If you have any questions, contact hrs-benefits@uni.edu or 319-273-2423. (Paragraph updated on 4/20/2020)

The University of Northern Iowa has chosen to adopt the following Coronavirus Aid, Relief and Economic Security (CARES) Act provisions:

• Penalties and withholding are waived for qualified distributions from our TIAA retirement plan accounts.

• TIAA retirement plan loan limits have been increased.

• Optional suspension of required TIAA minimum distributions (RMDs) for 2020.

For more information, visit UNI's TIAA and CARES Act Provisions Affecting Retirement Plans supporting web page.

Alternative arrangements should be made, such as Zoom, to conduct the interview.

Any university-sponsored travel, domestic or international, must cease at this time unless it is considered essential.

Essential travel is travel that is requested to preserve the safety and operations of the university. Essential travel must be approved in writing by a division head (president or vice president).

If your business will conclude within the next few days (by Tuesday, March 17) then you may stay and complete your trip; you can also return earlier if you choose. For travel extending beyond March 17, please visit with your department head, who will discuss with your dean and/or division head.

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.

Please see the announcement on the Board of Regents website.

Hotel, plane ticket or other costs the university pre-paid in support of the business trip need to be reimbursed by the employee prior to travel. The request for travel in ProTrav needs to be updated to state the trip was canceled and the university is not responsible for any costs.

Prior to travel, the employee would:

Cancel or change all reservations (that can be changed) from the university’s name to their personal name (credit card reservations, etc.).
Reimburse the university for any funds already expended.
Follow normal departmental procedures for approval of personal time and use of leave accruals.
Sign a waiver/release for themselves and any family members accompanying them stating: 1) all travel is personal and not business; 2) no business activity will be conducted; 3) no university travel insurance will apply; and 4) release and indemnify the university from any and all claims.

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 must report such travel or cruise activity by completing this survey. 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.

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.

For those students, faculty and staff who are already out of the country, we will recall students, faculty and staff from any country that the CDC designates a Level 3 or Level 4 travel warning. The expenses incurred to return after a business travel event is canceled and/or the travel designation increases to a Level 3 or Level 4 can be submitted as business expenses and paid for by university funds.

Provide the link to the Board of Regents statement to the organization.

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 must report such travel or cruise activity by completing this survey. 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.

Guidance is being posted to the Forward Together website.

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 Plan web page.