Notice: This temporary policy has expired.
COVID-19 Work and Compensation Policy (Expired)
Effective March 26, 2020, the City of Springfield ordered all residents to stay at home with limited exceptions (“First Proclamation of Civil Emergency”). One exception allowed the university’s critical workers to continue to work on campus.
The City of Springfield issued two subsequent orders (a “Second Proclamation of Civil Emergency” and a “Third Proclamation of Civil Emergency”), which continue to require social distancing and the restriction of normal business operations. This will remain in place through at least May 31, 2020, subject to further extension.
In response to these orders, and to assist the university and its full-time employees in planning through the end of the current academic year, the following policy is effective immediately and will continue through July 31, 2020. This policy will be re-evaluated over the coming weeks, and may be extended if needed.
Pursuant to this policy, all university employees will be assigned to one of the following categories of employment:
- Critical workers
- Non-critical workers working remotely
- Non-critical workers assigned to other duties
- Non-critical workers who are not assigned work
A supervisor may, at any time, re-assign any employee to any of the four categories of employment described in this policy in order to meet the needs of the cost center and/or university.
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.
Whether an employee is a critical worker is determined by the university president in consultation with the applicable cost center head.
Employees who are uncertain as to whether they have been designated critical workers should consult with their direct supervisor.
Non-critical workers may work remotely with supervisor approval
Full-time employees who have not been designated as critical workers may be assigned to work remotely, provided 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 not assigned to work remotely may be assigned other duties to perform. This could be 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, the abilities/skills of the particular employee and is subject to supervisor approval.
Compensation for non-critical workers not assigned to work
Full-time employees who have not been designated as critical workers, are not assigned to work remotely, and are not assigned other duties will be paid 2/3 of their current salary or hourly rate through July 31, 2020, or for as long as they remain assigned to this category.
They will also remain eligible for full-time benefits (e.g., health insurance, dental insurance, etc.) through July 31, 2020, or for as long as they remain assigned to this category.
Emergency benefits will end for employees on semester appointments (e.g., Graduate Assistants, Per Course Faculty, 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.
Download the Request for Expanded Family and Medical Leave form.
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 COVID-19 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. The university extended this policy through June 30, 2021.
Download the Request for COVID-19 Emergency Paid Leave form.
Notice: This temporary policy has expired.