Alternative Operations

Isolated, but not alone.

Guidelines, resources and support to help you navigate working remotely and/or taking administrative leave.

Technology support for working remotely

Working from home

Guidance for managing your
team and working from home.

Employee workplace designations

Definitions of employee roles designated for administrative leave, working on campus and working remotely.

Travel restrictions

Get the latest information on
travel restrictions and guidelines.

Online Town Hall

Members of the University Community took part in an “Online Town Hall” meeting via Zoom on Friday, March 27, to share thoughts, concerns and what lies ahead for the University in the wake of the institution’s unprecedented mobilization against the spread of coronavirus. Watch a recording of the Town Hall * and provide feedback via an online form.

*NetID required

Internal Procedures for Alternative Operations (COVID-19)

*NetID login required.

Employees: Do you have the computing equipment you need to work remotely?

If you have been designated as an employee working remotely and you are in need of a computer to use at home, you may be eligible to borrow one from University Libraries and the Office of Information Technology.  To apply, you must have internet access at home and submit your application no later than Monday, April 6. Visit the Knowledge Base for more information about this program.

 

Employee frequently asked questions

Please continue to communicate frequently with your supervisor as the available information and protocols are changing rapidly. These procedures may change as the University, community and nation move through this event.

  • Should I report to work?

    In response to direction from Gov. Sisolak and Chancellor Reilly over the past 24 hours, the University has implemented immediate procedures so that all non-essential employees and operations at the University cease as of March 18, for at least 30 days. There will be no access by the general public. Access to campus will be available to faculty, staff and students attending to critical functions of the University who have their own building keys or cards.

    This closure includes any operations that may currently be open on campus, such as the fitness center, athletic facilities, vendors, and other locations where any group may socialize. These actions are being made to further reduce the number of employees who are on campus to essential employees who must have a physical presence on campus. Other than those employees who are designated as essential, our employees are directed by Gov. Sisolak and Chancellor Reilly to stay at home, work remotely, and to practice social distancing.

    Human Resources has prepared guidelines for all academic and administrative operating units for the decision-making process of designating employees as: “Employees on Campus,” “Employees Working Remotely” and “Administrative Leave.” It is imperative today that all supervisors, chairs or managers inform employees, including student employees, of their designation. Depending on job responsibilities and business operational needs, an employee’s status may change at any time from one designation to another.

    In general, in making these decisions, the University is emphasizing: Employees working on campus should take precautions to avoid exposure and be vigilant of CDC protocols. Employees who can work remotely, other than those providing minimal coverage on campus, should do so effective today. The University has provided Guidelines for Working Remotely and Working Remotely Resources from the Office of Information Technology. Employees who need not report to campus and cannot work remotely should be placed on Administrative Leave Time Off with Pay. Employees on administrative leave should enter Administrative Leave Time Off with Pay in Workday.

  • I’m worried about exposure to COVID-19 at work. Will employees in my department be notified if a colleague is in self-isolation?

    Due to privacy considerations, this information will not be shared other than in a situation where it is believed other employees may also need to self-quarantine.

  • What types of time off apply to me?

    The Department of Human Resources maintains a resource of time off benefits by employee type.

  • If I am health compromised or symptomatic, may I choose to self-quarantine?

    Any employee who is health compromised or symptomatic may choose to self-quarantine for 14 days and use available sick leave for that absence without medical certification. 

    Employees without available sick leave will be on Leave Without Pay.

    CDC guidelines should be used to inform that process.

    These procedures may change as the University, community and nation move through this event.

  • I am concerned about workplace exposure to COVID-19, but I don’t have a medical condition.

    If you do not have a qualifying sick time event, with prior supervisor approval, you may use the following:

    • Approved annual time off
    • Accrued compensatory time (Classified staff)
    • Leave without pay

    You may also seek approval from your supervisor for remote work when business operations allow work duties to be completed remotely.

  • Should I come to work if I’m sick (e.g., runny nose, sore throat)?

    If you are sick, you should take steps you normally would when sick, including focusing on caring for your health, not coming to work and contacting your healthcare provider, if you feel you need to. You should follow the normal procedures for sick time away from work; please notify your supervisor and follow the University’s sick leave policy.

    If you develop symptoms — such as a fever, cough or shortness of breath — within 14 days of your return from personal or official travel to a country with a COVID-19 outbreak, please call your health provider in advance. Please do not show up at a clinic, urgent care or other health facility without calling first. Your provider will need to take special measures to protect other people in the clinic. You may also call the Washoe County Health Department at directly at (775) 328-2427 from 8 a.m. to 5 p.m. For after hours, call 311.

  • What process will the University follow if daily operations are changed in response to COVID-19?

    Communication from the President and other officials will be emailed to employees, available on the COVID-19 webpage and/or communicated by supervisors.

  • What type of cleaning/disinfectant protocols are in place for University buildings?

    The University’s custodial cleaning program uses disinfectants which comply with the EPA’s protocol for coronavirus. The Facilities Services in-house custodial services staff and a third-party contracted firm are in the process of implementing extra measures for increased cleaning and disinfecting of “touch points” public areas that includes, but are not limited to surfaces such as door handles, ADA door opening buttons and ramp railings, counters, conference room tables, eye wash stations and buttons, elevator buttons, panic bars on doors, podiums, phones, desk tops and edges, chairs and chair backs, light switches, drinking fountains, classrooms armchairs, and more. They’ll also work with our medical staff to determine the appropriate disinfecting of patient rooms, labs and associated medical equipment. In the next few days, Facilities Services will also be providing some additional information concerning supplying disinfectant in spray bottles to a centralized location within buildings such that buildings occupants could use them in their offices.

  • Can I take time off if my child’s school or care provider has been closed by order of a public official for a health related reason?

    If employees need to care for family members due unexpected closure of K-12 schools, child care or elder care, the employee must work with their supervisor regarding remote work capabilities. If remote work is not available the employee may use administrative leave. See Expenses Related to COVID 19 - Coronavirus in the Knowledge Base for instructions on logging the Covid-19 activity code.

  • What are the guidelines for working remotely?

    Although many of you have already begun making these preparations, it is imperative that today each academic and administrative operating units establish systems for staffing and monitoring business continuity needs and student/customer service. Supervisors, managers, and department chairs in consultation with Directors, Associate Vice Presidents or Deans are to develop schedules for on-campus employees which mitigate exposure, diminishes personal contact and to the extent possible, maintains social distance.

    Employee designations

    Human Resources has prepared guidelines for all academic and administrative operating units for the decision-making process of designating employees as: “Employees on Campus,” “Employees Working Remotely” and “Administrative Leave.” It is imperative today that all supervisors, chairs or managers inform employees, including student employees, of their designation. Depending on job responsibilities and business operational needs, an employee’s status may change at any time from one designation to another.

    In general, in making these decisions, the University is stressing: Employees working on campus should take precautions to avoid exposure and be vigilant of CDC protocols. Employees who can work remotely, other than those providing minimal coverage on campus, should do so effective today. The University has provided Guidelines for Working Remotely and Working Remotely Resources from the Office of Information Technology. Employees who need not report to campus and cannot work remotely should be placed on Administrative Leave Time Off with Pay. Employees on administrative leave should enter Administrative Leave Time Off with Pay in Workday.

  • What criteria should supervisors and managers use when determining if employees should work on campus, or remotely?

    Human Resources, in consultation with University administration, is providing the following Definitions and Guidelines for full implementation of alternative campus operations. These definitions and guidelines have been made in an effort to maintain the health and safety of our campus while maintaining continuity for University operations.

    After consultation with directors, associate vice presidents or deans, managers and supervisors will inform employees of their employee designation. Depending on job responsibilities or business operational needs, an employee’s status may change at any time from one designation to another. Each unit’s role is different, obviously, and managers and supervisors are advised to carefully weigh functions that must be done in person relative to functions that could be achieved while working remotely. Given the fluidity of the coronavirus situation, the University encourages supervisors to be flexible and creative in considering remote arrangements during this time for employees, including student workers, whose job duties can be performed remotely without hampering operations. Supervisors have maximum flexibility to implement this. The University has provided Guidelines for Working Remotely and Working Remotely Resources from the Office of Information Technology.

    All units should include testing remote work capabilities now and implementing flexible remote work options when applicable. Also, all units should work to emphasize the concept of social distancing in all interactions, and by limiting in-person meetings and avoid close contact whenever possible. These are small, but essential steps we must all take as we attempt to “flatten” the severity and duration of the coronavirus outbreak.

    During alternate operations, an important consideration for all managers and supervisors is in-person staffing levels. Some units will need an in-person office presence in order to maintain continuity of operations, while others may not. Solutions could include maintaining your unit’s operations by having some staff work remotely one day while other members are in the office, and then switching those roles the next day.

  • Are mail services available?

    Effective March 19, 2020 and continuing through the current campus closure, Mail and Receiving will not be delivering mail, packages and freight to departments, and will close by 1 p.m. each weekday.

    • US Mail and UPS-FedEx receipts will be sorted by Mail Stop and held until it is picked-up by an authorized individual.
    • Mail and packages will be available for department pick-up from the Central Services office between 8 a.m. and 1 p.m. each weekday.
    • Time-sensitive, same-day, dry ice deliveries-receipts should be scheduled and picked-up by 1 p.m. on day of delivery.
    • Outgoing mail and packages should be dropped-off at Central Services before Noon each weekday. Call either (775) 784-6733 or (775) 784-4179 for information.
 

Equal Opportunity and Title IX