The COVID-19 pandemic continues to rapidly evolve. In response, the University is making temporary exceptions to human resources policies to encourage social distancing and limit the number of people on its campuses.
Mary Harper Hagan, vice president for human resources, released a memo to all University leaders, stating, “The health and well-being of our community remains our priority; we have asked managers to use their best judgment and encourage employees to work from home wherever possible while continuing to meet the critical needs of the operation.
In memos for both the Gables/marine campuses and UHealth/Miller School, leaders outlined specific guidelines managers should follow in determining work-from-home arrangements with their staff. These changes are being implemented for Coral Gables and the marine campus staff members beginning March 14, and UHealth and Miller School staff members on March 17, both slated to end April 4.
Note: All work from home arrangements should be pre-approved by an employee’s direct supervisor for Gables/marine campuses. Advance approval is required from a manager, department chair, and hospitals and ambulatory CEO, as appropriate, for UHealth employees.
In addition, the memos outlined the criteria for evaluating whether remote work is feasible. It is encouraged for those who can continue their job duties from home with minimal disruption, including those who do not directly provide student support, patient care or support patient care, as well as those whose job duties are not required to be performed on site and who do not directly provide on-site support to students. In assessing whether work can be performed from home, the list of remote access tools available on the remote access technologies website may be helpful.
A number of temporary paid, sick time policies were also introduced to address this health crisis. Those unable to work from home who have childcare concerns because of school closures or who fall into a vulnerable medical population as defined by the CDC are permitted to use sick time if they need to stay at home. A paid sick schedule for temporary and per diem employees, normally ineligible for benefits, as well as a future loan of accrued sick time up to 21 days, was developed to ensure that financial reasons did not prevent employees from remaining home if ill.
Reminders about travel restrictions and disease prevention were also provided.
These temporary policies are reflected in COVID-19 faculty and staff frequently asked questions, which can be found on the coronavirus site under “Info for faculty and staff.” For information on travel guidance, click here. If there are concerns not already addressed, please reach out to your manager or HR partner.
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