Coronavirus-related absence

FORM: request for alternative work arrangement or leave

Learn more about our FFCRA Approval Process 

• Does FFCRA apply to me if I am able to work remotely?

  No, all employees who are designated to work remotely will continue to work and paid their regular wages.
• When would FFCRA provisions apply to me? What options do I have to remain in paid status if I’m not able to work remotely?

  Please refer to the downloadable poster: NSHE Employee rights, paid sick leave, and expanded FMLA under the Families First Coronavirus Response Act.
• Do I need to provide any documentation to support my need for administrative leave?

  Yes, during the time off request process HR will provide employees the required medical certification form for COVID-19 illness and quarantine related absences. Certification must be submitted to HR for review and determination.
• I am unable to work due to school and childcare facilities closures. What kind of documentation I may need to provide?

  If your child attends a day care or preschool or summer care program, a verification from the employee’s childcare provider will be required to confirm that childcare is not available through the provider.
• Can I remain off work if I have a family member with an underlying health condition that is susceptible to COVID-19?

  If you are able to work remotely, you may request to do so with your department. A determination will be made based off business needs. If you are unable to work remotely, you will need to follow procedures outlined in FFCRA process.
• Can I remain off work if I have an underlying health condition that is susceptible to COVID-19 and I am unable to work remotely?

  If you are unable to work remotely, please refer to FFCRA information or you may initiate a request for a reasonable accommodation through the Title IX and Equal Opportunity Office.
• When does FMLA apply to my time off related to COVID-19?

  If you are having COVID-19 symptoms, a related serious health condition, or require time off to care for a family member that has a serious health condition, your time off may qualify as FMLA.