University of Georgia Human Resources Logo
215 S. Jackson St.
Athens, GA 30602
Tel (706) 542-2222
Email: hrweb@uga.edu

Starting Tuesday, March 17th, University Human Resources will be primarily operating in a remote fashion. Our goal is to minimize disruption and maintain operations as normally as possible. The S. Jackson St. University Human Resources office and the Training and Development Center will be closed beginning March 17th. Our staff will be working remotely to allow for social distancing while we still do what is required to serve our students, faculty and staff.

Please visit our website often. This information is subject to change and will be regularly updated.

We encourage you to monitor the University of Georgia coronavirus website for updates.

Eligibility by Employee Category:

Questions concerning different leave options available during the current public health crisis are addressed in the matrix below. Please note that the eligibility for the leave types listed differ based on employee type. All employees are eligible for telework/flex schedules/rotating schedules, if available.

 

Note: Eligibility for Essential Personnel may differ. Please contact your departmental HR Liaison for specific requirements.

 

Faculty/Staff Benefitted Employees (full and part-time):

  • Non-Closure Emergency Leave
  • Families First Emergency Paid Sick Leave – Self
  • Families First Emergency Paid Sick Leave – Care for Others
  • Accrued Leave
  • Families First Expanded FMLA (if employee has been employed at least 30 days)
  • FMLA (if standard FMLA requirements are met)

Faculty/Staff Non-Benefitted Employees:

  • Non-Closure Emergency Leave
  • Families First Emergency Paid Sick Leave – Self
  • Families First Emergency Paid Sick Leave – Care for Others
  • Families First Expanded FMLA (if employee has been employed at least 30 days)
  • FMLA (if standard FMLA requirements are met)

Temporary Non-Benefitted Employees actively employed with work available:

  • Families First Emergency Paid Sick Leave – Self
  • Families First Emergency Paid Sick Leave – Care for Others
  • Families First Expanded FMLA (if employee has been employed at least 30 days)
  • FMLA (if standard FMLA requirements are met)

Rehired Retirees actively employed with work available:

  • Families First Emergency Paid Sick Leave – Self
  • Families First Emergency Paid Sick Leave – Care for Others
  • Families First Expanded FMLA (if employee has been employed at least 30 days)
  • FMLA (if standard FMLA requirements are met)

Student Workers (Undergraduate/Graduate) actively employed with work available:

  • Families First Emergency Paid Sick Leave – Self
  • Families First Emergency Paid Sick Leave – Care for Others
  • Families First Expanded FMLA (if employee has been employed at least 30 days)
  • FMLA (if standard FMLA requirements are met)

Federal Work Study:

  • Will continue to receive their applicable financial aid for student employment during an emergency in accordance with Department of Education Guidance.

 

For more information, please visit the FFCRA and Non-closure Emergency Leave FAQ websites.


Potential Situation

Situation Definition

Work Options/Leave Options

(options/leave are generally used in the order listed)

Expected Pay

(pay corresponds to work/ type of leave chosen)

Time Reporting Code (TRC)

(for practitioner use only)

1

Employee is subject to a Federal, State, or local  quarantine or isolation order related to COVID-19

Employee is not experiencing symptoms and is taking precautionary measures based on governmental directive. A quarantine/isolation order is not the same as a Shelter in Place order.

 

This is a provision under FFCRA

Telework (if available)

Employee receives regular pay based on hours worked

OOTWH - Teleworking Non-Exempt

OOTWM -Teleworking Exempt

Non Closure Emergency Leave (when work is not available )

Employee received regular pay not to exceed 40 hours per week

OONHP BIWK Non Closure Emer LV (used for hrly employees)

OONSP MNTH Non Closure Emer LV (used for monthly employees)

Families First - Emergency Paid Sick Leave – Self

Employee receives pay up to 80 hours, not to exceed $511 per day; this amount is prorated for part-time employees

Leave Event Applied by University HR Leave Administrators

Accrued Leave

Employee receives pay up to their available accrued leave balance

Employee Enters as Regular Absence Request

2

Employee has been advised by a healthcare provider to self-quarantine due to COVID-19

Employee is not experiencing symptoms and is taking precautionary measures based on medical directive

 

This is a provision under FFCRA

Telework (if available)

Employee receives regular pay based on hours worked

OOTWH - Teleworking Non-Exempt

OOTWM -Teleworking Exempt

Non Closure Emergency Leave (when work is not available)

Employee received regular pay not to exceed 40 hours per week

OONHP BIWK Non Closure Emer LV (used for hrly employees)

OONSP MNTH Non Closure Emer LV (used for monthly employees)

Families First - Emergency Paid Sick Leave – Self

Employee receives pay up to 80 hours, not to exceed $511 per day; this amount is prorated for part-time employees

Leave Event Applied by University HR Leave Administrators

Accrued Leave

Employee receives pay up to their available accrued leave balance

Employee Enters as Regular Absence Request

3

Employee needs to obtain a medical diagnosis or receive care related to COVID-19 symptoms

Employee is experiencing symptoms. Employee may or may not be able to perform functions

 

This is a provision under FFCRA

Telework (if available)

Employee receives regular pay based on hours worked

OOTWH - Teleworking Non-Exempt

OOTWM -Teleworking Exempt

Families First - Emergency Paid Sick Leave – Self

Employee receives pay up to 80 hours, not to exceed $511 per day; this amount is prorated for part-time employees

Leave Event Applied by University HR Leave Administrators

Accrued Leave

Employee receives pay up to their available accrued leave balance; this amount is prorated for part-time employees

Employee Enters as Regular Absence Request

FMLA (may be an option if the employee tests positive)

FMLA non-paid, this would run concurrently with families first- emergency paid sick leave and/or accrued leave

Leave Event Applied by University HR Leave Administrators

4

Employee has to care for an individual who is quarantined

Employee is not experiencing symptoms and is taking care of another individual

 

This is a provision under FFCRA

Telework (if available)

Employee receives regular pay based on hours worked

OOTWH - Teleworking Non-Exempt

OOTWM -Teleworking Exempt

Non Closure Emergency Leave (when work is not available )

Employee receives regular pay not to exceed 40 hours per week; this amount is prorated for part-time employees

OONHP - BIWK Non-Closure Emer LV (Used for Hourly employees)

OONSP– MNTH Non-Closure Emer LV (Used for Monthly employees)

Families First - Emergency Paid Sick Leave - Care for Others

Employee receives 2/3 of pay up to 80 hours, not to exceed $200 per day; this amount is prorated for part-time employees

Leave Event Applied by University HR Leave Administrators

Accrued Leave

Employee receives pay up to their available accrued leave balance

Employee Enters as Regular Absence Request

5

To care for child whose school or child care provider is closed or unavailable

Employee is not experiencing symptoms and is taking care of their child

 

This is a provision under FFCRA

Telework (if available)

Employee receives regular pay based on hours worked

OOTWH - Teleworking Non-Exempt

OOTWM -Teleworking Exempt

Non Closure Emergency Leave (when work is not available )

Employee receives regular pay not to exceed 40 hours per week

OONHP - BIWK Non-Closure Emer LV (Used for Hourly employees)

OONSP– MNTH Non-Closure Emer LV (Used for Monthly employees)

Families First - Emergency Paid Sick Leave - Care for Others

Employee receives 2/3 of pay up to 80 hours, not to exceed $200 per day

Leave Event Applied by University HR Leave Administrators

Families First - Extended Family & Medical Leave (if applicable)

Employee receives 12 weeks of FMLA coverage, the first 2 weeks are unpaid unless the employee utilizes the Emergency Paid Sick Leave or their accrued leave. The remaining 10 weeks are paid at 2/3 of pay, not to exceed $200 per day

Leave Event Applied by University HR Leave Administrators

Accrued Leave

Employee receives pay up to their available accrued leave balance

Employee Enters as Regular Absence Request

6

Voluntary Quarantine (no symptoms, able to work)

Employee is not experiencing symptoms and is taking precautionary measures

 

This is NOT a provision under FFCRA

Telework (if available)

Employee receives regular pay based on hours worked

OOTWH - Teleworking Non-Exempt

OOTWM -Teleworking Exempt

Non Closure Emergency Leave (when work is not available )

Employee receives regular pay not to exceed 40 hours per week

OONHP - BIWK Non-Closure Emer LV (Used for Hourly employees)

OONSP– MNTH Non-Closure Emer LV (Used for Monthly employees)

Accrued Leave

Employee receives pay up to their available accrued leave balance

Employee Enters as Regular Absence Request

7

Reduced Operations (not enough or no work available)

Employee is not experiencing symptoms and lacks work to fulfil standard schedule

 

This is NOT a provision under FFCRA

Telework (if available)

Employee receives regular pay based on hours worked

OOTWH - Teleworking Non-Exempt

OOTWM -Teleworking Exempt)

     

8

Employee’s own personal illness or injury, unrelated to COVID-19 (employee needs leave due to unrelated illness or injury or was already on leave when new forms of leave were added)

Employee unable to perform regular job duties due to illness, but is not experiencing symptoms related to COVID-19

 

This is NOT a provision under FFCRA

Accrued Leave

Employee receives pay up to their available accrued leave balance

Employee Enters as Regular Absence Request

FMLA (if eligible)

FMLA non-paid, this would run concurrently with accrued leave or unpaid if no available leave balance

Leave Event Applied by University HR Leave Administrators

9

Employee’s own personal leave plans, unrelated to COVID-19 (employee is taking leave for an event unrelated to COVID-19; annual leave had already been planned and employee will continue with plans)

Employee unable to perform regular job duties due to personal plans, but is not related to COVID-19

 

This is NOT a provision under FFCRA

Accrued Leave

Employee receives pay up to their available accrued leave balance

Employee Enters as Regular Absence Request