COVID-19 Work and Compensation Policy

Effective March 26, 2020, the City of Springfield has ordered all residents to stay at home with limited exceptions. One exception allows the university’s critical workers to continue to work on campus. This ordinance will remain in place for 30 days (i.e., through April 25, 2020), unless extended further.

In response to this city ordinance, and to assist the university and its full-time employees in planning through the end of the current fiscal year, the following policy is effective immediately and will continue through May 31, 2020. This policy will be reevaluated over the coming weeks, and may be extended if needed.

Critical Workers will continue to report to work

“Critical Workers” will continue to report to work on campus unless otherwise directed by their supervisors. Critical Workers are employees who help provide and maintain the critical infrastructure, services, and functions that are required for the university to remain operational. Critical workers include health care workers, public safety, maintenance, custodial, and other employees so designated by the university. Employees who are uncertain as to whether they have been designated critical workers should consult with their direct supervisor.

Non-Critical Workers will work remotely if possible

Full-time employees who have not been designated as critical workers will work remotely, provided that they have meaningful work that can reasonably be performed from home, as determined by their supervisor.

Non-Critical Workers may be assigned other duties

Full-time employees who have not been designated as critical workers and who are unable to work remotely may be assigned other duties to perform, both within their cost center or in other cost centers. The assigned duties may include critical workers duties that must be performed on campus and/or duties that may be performed remotely. Whether an employee is assigned other duties will depend on the needs of the university and the abilities/skills of the particular employee.

Compensation for Non-Critical Workers unable to work

Full-time employees who have not been designated as critical workers, are unable to work remotely, and are not assigned other duties will be paid 2/3 of their current salary or hourly rate through May 31, 2020. They will also remain eligible for full-time benefits (e.g., health insurance, dental insurance, etc.) through May 31, 2020. Emergency benefits will end for employees on semester appointments (ex. Graduate Assistants, Per Course, etc.) at the end of the current semester.

Non-Essential Personnel unable to work due to childcare/school closures

Consistent with the federal Families First Coronavirus Response Act (“FFCRA”), employees (other than essential personnel) who are unable to work because they must care for their minor child(ren) (i.e., under the age of 18) due to school closure or child care unavailability may take up to 12 weeks (i.e., 60 days) of family and medical leave. This applies to both full-time and part-time employees who have been employed with the university for at least 30 days.

Employees will receive their full salary or hourly rate for the first 10 days of leave, via the university’s Emergency Paid Leave Policy. [Note: Compensation for part-time employees will be based on their average hours worked per week.] After the first 10 days of leave, employees will be paid during the remainder of the leave at 2/3 their current salary or hourly rate, capped at $200 per day and $10,000 in the aggregate. This expanded family and medical leave will remain in effect through December 31, 2020.

Continuation and expansion of Emergency Paid Leave Policy

Employees who are unable to work due to COVID-19 infection, quarantine, symptoms, or childcare/school closures, will continue to be eligible for up to 10 days paid leave, consistent with the Emergency Paid Leave Policy. This applies to all employees, whether or not they have been designated as critical workers. Additionally, this applies to both full-time and part-time employees, consistent with the FFCRA.