Dear Colleagues,

To help you navigate this new, temporary work world, we have developed the following guidance:

  1. A guide to policy based upon actual work scenarios, with each scenario  outlined with corresponding policies.
  2. Frequently Asked Questions (FAQs) for managers to guide decision-making around these scenarios.
  3. An FAQ for non-managerial employees to help them understand how they will be managed and treated with respect to pay and absence/time off.
  4. A guide for managers to establish effective/ best practices in managing a remote team or individual.
  5. A guide for non-managers to help them adjust to working remotely.
  6. New temporary remote work agreement info
  7. Resources available to you, including HR Partner support and CIGNA’s Employee Assistance Program, (EAP), available to all full-time employees.

This guidance also applies to full and part time faculty, including adjuncts, who may be working remotely or continuing to teach online.

Finally, IT has created a thorough webpage that informs all members of the community on technology usage, helpful remote work applications, needed equipment, network support and other concerns. View the Guide to Working Remotely.

Do not hesitate to reach out for support as we navigate our return to normalcy.

Scenarios for Managers

Scenario:

  1. Employee has tested positive for the Coronavirus; may be symptomatic or asymptomatic.

Policy:

  1. Employee must communicate with the Office of Health Services and if applying for disability with the Office of Human Resources.
  2. Required to complete a 10-day self-quarantine from the date of the last symptom.
  3. Employees who are too sick to work from home will use 14-day New York State mandated sick time until depleted; after that, apply for disability if applicable with the Office of Human Resources. Employees who are well enough to work, will work remotely.
  4. Employee will be paid in full.
  5. Full job protection.
  6. No PTO will be used/charged.
  7. A doctor’s note will be required in order to return to work.

Scenario:

  1. Employee requests to work remotely.
  2. Employee’s position does not support remote work (e.g. Custodians, bus driver, etc.)

Policy:

  1. Manager assesses position’s ability to work remotely.
  2. If approved to work remotely, no PTO utilized.
  3. If position cannot be done remotely, employee must utilize PTO.
  4. If employee exhausts all time, contact HR and your supervisor.

Scenario:

  1. Students and hourly employees are not able to report for work.

Policy:

  1. Students and hourlies will only be paid for hours worked.
  2. Students and hourlies can only work remotely with approval from their supervisors and Human Resources; it is anticipated that student and hourly work will be greatly reduced at this time.
  3. Hourly workers will receive two additional weeks of pay if unable to work to provide some financial relief.
  4. Hourly workers and students can apply for unemployment when their pay ends.

FAQs for Managers

If an essential employee does not come into work due to fear/concerns, vacation and personal days will be used until depleted; further days out of work become unpaid. If absence persists, then possible termination of employment/abandonment of position. Call your HR Partner for additional information.

Exception: A doctor’s note indicating a serious medical condition or event (e.g. immune-suppressed, chemotherapy or radiation treatments). In this circumstance, employees will be permitted to use their sick time to remain at home or request approval to work from home. After five (5) continuous sick days employee would apply for disability leave if not able to telecommute.

University approval will not be granted for telecommuting 5 days per week based upon coronavirus concerns for essential employees.

If employee does not come to work, vacation and personal days will be used until depleted; further days out of work become unpaid. If absence persists, then possible termination of employment/abandonment of position.

Exception: A doctor’s note indicating serious medical condition or event (e.g. immune-suppressed, chemotherapy or radiation treatments). In this circumstance, employees will be permitted to use their sick time to remain at home or request approval to work from home. After five (5) continuous days employee would apply for disability leave if not able to telecommute.

The manager should assess the ability for the employee’s position to be performed remotely. It should be noted that Adelphi is not responsible or liable for the health and safety of employees’ dependents while they are working remotely, nor for their health and safety while they are delivering care to their dependents or elder adults. It is up to the supervisor and employee to determine whether work can be conducted safely.

If an employee’s dependent is ill and requires ongoing attention, and they are unable to telecommute effectively, they will need to use sick time. Employees may also be covered for NY Paid Family Leave, which provides paid leave to care for a covered family member’s illness. View more information on the Family and Medical Leave Act.

Managers-along with their employees-are expected to determine what can reasonably be accomplished while dependents are under their employee’s care (whether healthy or ill), and the amount of time they expect to be able to work. If approved to work remotely, employee receives full pay, no PTO is utilized. If the position cannot be done remotely, but employee is not an essential employee, employee will be paid fully, and no PTO is used. If the employee is an essential employee, they will use PTO, until it is exhausted. If the employee exhausts all time, contact HR and supervisor.

You should contact Health Services and follow their instructions until the situation resolves. The self-quarantine might extend beyond 10 days because of the familial contact with positive patients. Students and hourlies will only be paid for hours worked. All others will work remotely and receive full pay and benefits. The employee must receive approval from Health Services before returning to work on campus.

FAQs for Employees

If you are deemed to be “essential personnel” and do not come into work, vacation and personal days will be used until depleted; further days out of work become unpaid. If absence persists, then you may face possible termination of employment/abandonment of position.

Exception: A doctor’s note indicating a serious medical condition or event (e.g. immune-suppressed, chemotherapy or radiation treatments). In this circumstance, you will be permitted to use your sick time to remain at home or request a reasonable accommodation, such as approval to work from home. After five (5) continuous sick days you would apply for disability leave if not able to telecommute.

You must contact Office of Health Services prior to returning to work on-campus. You will be instructed to self-quarantine for 10 days or follow the latest NY state guidance for quarantine and testing (Updated December 26, 2020 – New York State Department of Health). If work at home is applicable, your supervisor should send the Emergency Temporary Remote Work Agreement to you to allow you to work from home full time during the quarantine period. You will receive full pay and will have full job protection. A doctor’s note will be required in order to return to work on-campus. Student and hourly workers will only be paid for hours worked.

If you are an essential on-campus employee and work cannot be done from home, you should not return to campus until the quarantine is completed. You will receive full pay, benefits and have job protection.

Your supervisor should assess your position’s ability to work remotely. If you are approved to work remotely, you will receive full pay, and no PTO will be utilized. If your position cannot be done remotely but you are not an essential employee, you will be paid fully and no PTO will be used. If you have been identified as an essential employee, you will use PTO. If you exhaust all time, contact HR and supervisor.

You should contact Health Services and follow their instructions until the situation resolves. The self-quarantine might extend beyond 10 days because of the familial contact with positive patients. Students and hourlies will only be paid for hours worked. All others will work remotely and receive full pay and benefits. You must receive approval from Health Services before returning to work on campus.

Working Remotely

We've put together a resource guide to help support you while working remotely.

Contact
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Location
Levermore Hall, 203
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Location
Waldo Hall First Floor
Hours
  • Regular Semester Hours Daily: 24-hour coverage
  • Summer Hours Daily: 24-hour coverage
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