Information for Faculty & Staff

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.

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 through September 30, 2021 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 place of care is closed, or whose child care provider 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 through September 30, 2021 the employee is obtaining a COVID-19 immunization.

  • Effective April 1 through September 30, 2021 the employee is recovering from an injury, disability, illness or condition related to the COVID-19 immunization.

*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 Leave for any combination of qualifying reasons. If you exhaust your balance of COVID Leave and need to take leave for another COVID qualifying reason, you should complete the Panther Health 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 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).

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 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 COVID leave for this reason if you are caring for your child and unable to work or telework as a result of providing care. If someone else or your usual childcare provider is available to provide the care your child needs due to school or place of care closure, you would not be eligible for COVID leave. You should complete the Panther Health Survey to report your need for leave.

COVID leave is 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 COVID leave. 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 COVID Leave 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 COVID-19 immunization record, 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 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 or cannot be continued after July 1, 2021, 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.

On March 18, 2020 the Board of Regents announced that the provisions of Iowa Administrative Code 681-3.148 are waived through August 31, 2021 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, through August 31, 2021 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 Survey which will initiate correspondence from Human Resource Services.

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.

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.

Effective April 1 through September 30, 2021, if you need to miss work time in order to receive the COVID-19 vaccine, you may use your available COVID sick leave, or if your COVID sick leave has been exhausted, regular sick leave. 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 or available Family Caregiving Leave*.

*Note, this COVID-related use of Family Caregiving Leave is a temporary exception to the normal utilization reasons through August 31, 2021.

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 your available COVID sick leave (effective April 1 through September 30, 2021), regular sick leave if COVID sick leave is exhausted, or any other time 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.

No, however we highly encourage vaccinations for the health of each individual, as well as the collective Panther community.

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 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), 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.