Employee FAQ

Updated March 28, 2020, 2:17 p.m.

Where can I find employee policies and procedures related to coronavirus (COVID-19)?
The Bucknell University Employee Policy and Procedures on COVID-19 are posted in myBucknell under Forms and Policies (login required). The most recent update outlines a waiver to the documentation and approval process for remote work arrangements.

May I work from home?
The University encourages employees to work from home when possible. Staff should speak with their supervisors about whether remote work can be used effectively in their particular situation, including while caring for others who are ill; working during periods of quarantine; or caring for dependent children when schools or childcare providers are closed.

For those who absolutely need to be on campus to perform their roles, the University will continue to take steps to minimize the risk of exposure and transmission. This includes heightened cleaning activities and providing additional protective gear as requested.

What can employees do to avoid and stem the spread of COVID-19?
See our Medical FAQ for information.

What if employees are sick?
Any employee who is sick with symptoms that could be from COVID-19 (such as fever, cough or shortness of breath) should stay home from work. Fever in this case is defined as 100.4° Fahrenheit or greater using an oral thermometer when the person has not used fever-reducing medicine. Employees may use sick or vacation time during this period.

For those covered by University health insurance, we will waive all co-pay, coinsurance and deductible expenses associated with COVID-19 testing.

What if an employee is sick with those symptoms but does not have enough sick or vacation time banked?
If this situation arises, please contact Human Resources. We will work with managers and the employee to address these situations individually to keep employees from coming to work sick with these symptoms. 

When may an employee return to work after having these symptoms?
Employees may return to work once they have been fever-free for at least 24 hours, or once cleared by their doctor or a public health official. Fever in this case is defined as 100.4° Fahrenheit or greater using an oral thermometer when the person has not used fever-reducing medicine.

What if employees have been exposed to someone who is sick with COVID-19?
People who have been exposed to someone who has been diagnosed with COVID-19 should closely monitor their health. If they develop symptoms that could be from COVID-19 (such as fever, cough or shortness of breath) they should stay home from work. Fever in this case is defined as 100.4° Fahrenheit or greater using an oral thermometer when the person has not used fever-reducing medicine. Employees may use the special up-to-21-day benefit time, sick time or vacation time during this period.

What if an employee has a family member who is sick with COVID-19?
Employees who share a home with someone who is diagnosed with COVID-19 should follow the precautions recommended by the CDC and review the CDC guidance for how to conduct a risk assessment of their potential exposure. They should monitor their own health for symptoms of the virus and stay home from work if they develop symptoms that could be from COVID-19 (such as fever, cough or shortness of breath). Fever in this case is defined as 100.4° Fahrenheit or greater using an oral thermometer when the person has not used fever-reducing medicine.

If advised by their health care provider or a local official that they may be contagious even before they are symptomatic, employees should stay home and may use the special up-to-21-day benefit time, sick time or vacation time during this period.

What if an employee has a serious health condition and/or compromised immunity?
According to the CDC, COVID-19 is more dangerous to those who are on chemotherapy, have weakened hearts or diabetes, or who have conditions that affect their immune systems. Should COVID-19 be present in or close to our community, employees with conditions that make them more vulnerable may request to work from home or other accommodation by contacting their supervisor and Human Resources. We will have a streamlined, confidential process for managing these requests.  

Employees with conditions that make them more vulnerable and who cannot work from home should communicate with their supervisor and use the COVID-19 absence code.

How do I use the up-to-21-day benefit?
A special absence code has been created in Workday for staff to use when an absence is related to COVID-19. When entering an absence related to COVID-19 in Workday, please use the COVID-19 absence code.

Examples of when the code should be used include the following:

  • Staff member’s own illness
  • Caring for an immediate family member’s illness
  • Caring for others due to dependent care and school closures
  • Quarantine time

Time off using this absence code may be in hourly increments or for full or half days as needed. Upon exhaustion of the 21 days, staff should utilize other absence codes (vacation, sick, etc.) according to the policies for those University benefits.

What are my options if I'm a K-12 parent and K-12 schools are closed?
We understand that parents may have to stay home with school-age children while K-12 schools are closed. If you are unable to come to campus or work remotely, please refer to the up-to-21-day benefit described above.

Will casual staff be paid for hours missed due to COVID-19?
The University is extending COVID-19 pay to casual staff who were officially scheduled to work but can no longer do so due to event cancellation or other COVID-19-related factors that caused a reduced workload. Staff who have casual jobs in addition to a regular full- or part-time benefits-eligible position are not eligible for additional pay for loss of casual hours (e.g. ticket-takers, drivers, etc.).

Supervisors should enter absences for casual staff into Workday based on their anticipated schedule using the COVID-10 absence code. Enter the number of hours on each day that the casual staff member's work was reduced. More information is available in Workday.

I am planning to travel to a conference as part of my job requirements or in support of my research. Should we cancel the trip?
All University-sponsored travel is suspended, including but not limited to conference attendance, training and development, and grant-supported travel. Faculty and staff who normally engage in job-related travel should explore video conferencing as an alternative to travel. Exceptions to this provision may be granted by the president, provost or appropriate vice president.

If you are planning personal travel to an area that is listed as a Level 4 or Level 3 travel risk by the CDC, we strongly encourage you to cancel. Travel to certain countries and areas pose significant risk to the individual traveler including health risks, travel disruption, becoming stranded and a high likelihood for quarantine upon return. 

Should we cancel travel by candidates coming to campus?
Yes. Recruitment for all open positions is suspended until after May 1, 2020. We will re-evaluate the need to post and/or continue recruitment efforts at that time. Exceptions to this provision may be granted by the president, provost or appropriate vice president.

If a candidate is unable to travel to campus should we exclude them from moving forward?
Recruitment for all open positions is suspended until after May 1, 2020. We will re-evaluate the need to post and or continue recruitment efforts at that time. Exceptions to this provision may be granted by the president, provost or appropriate vice president.

Will performance reviews be conducted this spring?
Yes. Even though the University is suspending merit increases, it is more important than ever for employees to provide and receive feedback, communicate a plan of action and plan ahead. Given the recent changes to our campus community and the challenges of dealing with COVID-19, managers now have until the end of the fiscal year (June 30, 2020) to schedule and complete performance reviews for their staff. For more information, contact Tom Mayernik, training & organizational development manager, at tdm010@bucknell.edu.

Where can I get valid, up-to-date information?
The most reliable sources of information are the Centers for Disease Control and Prevention and the World Health Organization. For University-specific information, visit the Coronavirus COVID-19 Updates page

 

For Supervisors

If employees in my area are able to do their work from home, should they?
The University encourage employees to work from home when possible. Supervisors should maintain a record of these arrangements.

What can I do now to help plan in case COVID-19 appears on our campus?
Think about your essential business functions and how you would ensure continuity of operations if you were missing a number of employees or even just one or two key employees.

  • If necessary, cross-train employees to make sure that essential functions can be covered even if key employees are absent.  
  • Spend time thinking about alternative suppliers or additional storage to guarantee business continuity if your suppliers were unable to provide their current level of service.

Campus Operations

How will campus mail be affected by the University's COVID-19 response?
Campus mail services will be modified beginning Tuesday, March 17, 2020. All departmental mail and packages — including UPS, FedEx and DHL to faculty and staff — will be available for pickup in the Elaine Langone Center, Rooms 241 A-D, from 9 a.m. until 4 p.m. Monday through Friday. Campus mail couriers will no longer be delivering mail and packages to campus departments.

Faculty and staff who receive packages will be notified via email when their package is available for pickup. Bins will be available in 241 A-D for outgoing stamped, metered and campus mail.

The modified service will remain in place until March 27, 2020, at which time the situation will be reevaluated.

Human Resources

Location

Cooley Hall, First Floor