Alternative work arrangement and COVID-19 leave

The Nevada System of Higher Education has described its implementation of the Families First Coronavirus Response Act (FFCRA). As implemented by NSHE, under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work (or unable to telework) due to an eligible need for leave. The Department of Human Resources is now accepting requests for alternative work arrangements and/or leave for employees that meet one of the following criteria:

  1. The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
  2. The employee has been advised by a health care provider to self-quarantine related to COVID-19 (a health care provider has advised the employee to stay home or otherwise quarantine as the provider believes the employee may have COVID-19 or is particularly vulnerable to COVID-19);
  3. The employee is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
  4. The employee is caring for an individual who:
    a. is subject to a Federal, State, or local quarantine or isolation order related to COVID-19 or
    b. has been advised by a health care provider to self-quarantine related to COVID-19 (a health care provider has advised the individual to stay home or otherwise quarantine as the provider believes the individual may have COVID-19 or is particularly vulnerable to COVID-19);
  5. The employee is caring for their child(ren) whose school or place of care is closed (or childcare provider is unavailable) due to COVID-19 related reasons; and/or
  6. The employee is experiencing any other substantially similar condition specified by the U.S. Department of Health and Human Services.

(U.S. Department of Labor, Wage and Hour Division (WHD))

A University employee who believes they are unable to work on campus may request approval of a proposed alternative work arrangement or leave for one of the reasons set forth above by first discussing the situation with their supervisor and then submitting the leave request form to Human Resources. Upon receipt of the request, Human Resources shall request the required medical or other documentation, if any, as noted below for each of the six listed reasons.  Upon receipt of the required medical or other documentation, Human Resources shall evaluate the request and may contact the employee and the supervisor in doing so.  Human Resources shall then issue its decision regarding the request, which shall be emailed to both the employee and the supervisor. 

For an employee who falls under reason #1 above, employee will be advised as to what documentation is required.

For an employee who falls under reason #2 above,the designated medical certification form must be submitted to Human Resources within 15 working days of the receipt of the request.

For an employee who falls under reason #3 above,the designated medical certification form must be submitted to Human Resources within 15 working days of the receipt of the request.

For an employee who falls under reason #4(b) above, the designated medical certification form must be submitted to Human Resources within 15 working days of the receipt of the request.

For an employee who falls under reason #5 above, the employee must provide proof or documentation of the closure of the childcare facility.

For an employee who falls under reason #6 above,the designated medical certification form must be submitted to Human Resources within 15 working days of the receipt of the request.

An employee who does not fall within any of the six (6) reasons may request a reasonable accommodation under the ADA or may request leave under the FMLA through the University’s established processes. 

FORM: request for alternative work arrangement or leave

Learn more about our ffCRA Approval Process