Work From Home
What technology can I use to work off campus?
DU Information Technology offers tools for videoconferencing, chat, collaboration, online storage, and more. Find out what tools you can use in this helpful technology resources guide for working and teaching from off-campus.
If I work from home, will DU pay for my internet at home and other related expenses like a printer and paper?
These are not allowable under the DU Business Expense Policy.
What do I do now that my child's school is closed?
As you may know, Gov. Polis also recently signed an executive order that extends the suspension of in-person instruction at all public and private elementary and secondary schools until the end of the 2019–2020 school year.
The expectation is that employees will work from home where operationally feasible. If work from home is not possible while caring for a dependent, sick leave should be utilized. If no sick leave is available, vacation time should be utilized. If no accrued vacation time is available, the employee will be on unpaid leave. As always, employees must notify their supervisor as soon as possible if they plan to be away from work.
If you are unsure as to whether or not your job can be performed remotely, please discuss with your supervisor. While COVID-19 protocols are in place at DU, employees are asked to refrain from bringing their children to work.
Given how hard it has been for employees to take time off during the crisis, can DU consider making temporary changes to how employees carry over their vacation time?
>We will ask Jerron Lowe, our interim vice chancellor for Human Resources and Inclusive Excellence, to look into this issue.
Now that we’ve seen that employees can effectively work from home, might more of that be allowed even after the crisis passes?
Another good question to explore in the future. But because the needs of our students come first—and we are here to deliver a high-quality academic and co-curricular experience—we are inclined to believe that most of our employees need to be on campus to ensure that we come through on our promises.
Continuity of Pay
Will I receive my paycheck?
For the monthly payroll for May and June and for the next four biweekly payrolls ending June 21, the University will continue to pay benefited non-union staff, both exempt and non-exempt, their regular pay. Union employees have a separate contract and have been working directly with facilities' leadership on their pay plans.
What is the vacation leave bank?
On May 1, DU began a new voluntary vacation leave bank donation program, which was initiated by the Staff Advisory Council (SAC). This program, modeled after similar programs around the country, allows staff members who wish to donate all or some of their remaining 2019–20 vacation time (available through June 30, 2020) to a shared bank for those who have exhausted their leave balances.
For more information, click here.
What is the plan for paying benefited employees who are unable to work remotely and are not considered essential employees?
For the small number of staff who are not working as essential staff and cannot do their work remotely, they should first utilize their sick and vacation leave balances. If they have exhausted their leave balances, they then are eligible to draw from the vacation leave bank (beginning May 1). If the vacation leave bank also is exhausted, they can use the COVID Emergency leave code that has been created in PioneerTime.
What is the plan for paying non-benefited employees who are unable to work due to COVID-19?
We will continue to pay non-benefited employees who are able to continue working remotely for the University or are working on campus as essential employees. While we were able to pay non-benefited employees for scheduled hours they did not work in March, we will not be able to continue this program through April. Non-benefited employees who are unable to work hours for the University may be eligible to file for unemployment compensation and we encourage them to pursue that option.
Will DU have to furlough employees? Can you offer any assurances to faculty and staff?
Of course, we value our staff and faculty, and are doing everything we can to preserve our workforce. We are grateful, thanks to everyone who participated in the planning and execution of our fourth-quarter efforts, to be ending fiscal year 2020 in good shape. We were able to offset a very sizable loss of revenue with a very sizable recovery of some expenses when we asked the campus to freeze hiring, cut back on expenses, and to curtail all-but-essential capital projects.
COVID-19 & Wellness
What if I am sick?
If an employee is feeling unwell (but able to work) with symptoms of cold, flu or fever they should work from home and call their health care provider if their condition worsens. Employees who are returning from a high impact area will need to self-quarantine for at least 14 days. Please check with your direct supervisor.
When sick, employees should follow normal call out procedures in their divisions. Employees should also record their time away from work when sick in Pioneer Time per normal practices.
If you think you have been exposed to COVID-19 and develop a fever and symptoms of respiratory illness, such as cough or difficulty breathing, contact your healthcare provider immediately. Call your healthcare provider before showing up so that their office can take steps to keep other people from getting infected or exposed.
If you have any questions, please contact your HR partner in HRIC.
What do I do if I've exhausted my sick leave?
Non-benefitted employees and those that have exhausted their sick leave may be eligible for up to four days of paid sick leave through the Colorado Health Emergency Leave with Pay (HELP). To be eligible, employees must be exhibiting flu-like symptoms and test for COVID-19. If you have any questions, please contact your HR partner in HRIC.
We have received many expressions of concern regarding pay continuity. Please know that we are exploring options. For now, our leave practices remain in effect.
What if one of my employees reports they have been diagnosed with COVID-19?
If an employee discloses that they have a confirmed diagnosis of COVID-19, managers should contact Human Resources at email@example.com. When we are notified of a positive diagnosis, we will ask employees who have who worked closely with this individual to stay home for 14 days (if applicable).
We will not identify the individual. Our goal is to protect health and safety while respecting the privacy.
When a person tests positive for COVID-19, the local health department will take over the case and investigate first, second, and third degree risks of exposure. The results of the investigations will determine next steps for limiting the exposure risk to others. This could include quarantining a floor in a residence hall community to a wider scope of quarantine and deep cleaning if the case originated in an office building or open suite area.
If we learn or suspect that one of our employees has COVID-19, do we have a responsibility to report this information to the CDC?
Healthcare providers that receive a confirmation of a positive test result will handle any mandatory reporting requirements.
What support services are available to employees?
SupportLinc is DU’s Employee Assistance Program for you and your immediate family members. All requests for information or assistance through the SupportLinc program are free of charge and completely confidential. You can contact SupportLinc anytime, around-the-clock. To get started, call 1-888-881-LINC , or log in to the SupportLinc website or eConnect® mobile app (iOS/Android) with the username universityofdenver.
I'm hosting an event on campus. Should I cancel it?
Below is a brief summary of the decisions that have been reached so far. This information will allow people to make alternate plans, while also helping to keep our community safe.
- Admission events—Campus visits will depend on current travel restrictions, gathering sizes, and room availability on campus. We hope to have more guidance on admissions tours very soon.
- Alumni 50th Reunion—This event is postponed until June 2021, when the classes of 1970 and 1971 will celebrate together.
- Athletics & Recreation—All coach's summer camps are cancelled through June 30. We will reintroduce student-athlete activities according to guidance from the NCAA and other governing bodies.
- Conference & Event Services (CES)—All summer conference and camp accommodations through CES are cancelled for summer 2020.
- Knoebel Hospitality—Summer cancellations are still to be determined, but meanwhile, a new "to go" option features appetizers, full buffet menu and wine, craft beers and signature cocktails. Curbside pickup will begin on May 22 and will continue every Friday and Saturday through June. Details are available here.
- Newman Center—All in-person events through September 7 have been postponed or cancelled.
- Undergraduate and Graduate Commencements—As we announced yesterday, we have postponed our Spring Commencement 2020 ceremonies until next spring. The Sturm College of Law's Commencement (originally scheduled for May 16) had already been postponed.
- Other events across campus—Through May 27, the size of any gathering is limited to no more than 10 people. As summer progresses, we will follow local orders for group sizes, physical distancing and all other safety protocols. These rules will apply to all visitors for any purpose.
Should we cancel internal training classes or other events?
There are many options for conducting remote training. Consider setting up a Zoom meeting for your participants.
Is new hire orientation still happening?
Yes. We will continue to hold new hire orientation, via Zoom.
As we work to provide telehealth services during this crisis, will we be able to maintain our HIPAA compliance?
IT is currently taking steps to ensure that Zoom is able to adhere to HIPAA compliance standards for telemedicine. Updates to come.
What if a family member or someone employees have been in close contact with has been diagnosed or is presently quarantined because of COVID-19?
Employees who have been exposed to a family member or a close contact who is presently quarantined or has been diagnosed with COVID-19 must self-quarantine for 14 days following their last exposure to the ill family member or close contact.
They should closely monitor for any symptoms of COVID-19. Symptoms appear two to 14 days after exposure and may include fever, cough and shortness of breath. Of course, staff should contact their health care provider directly, and inform their supervisor immediately. We are asking that employees contact firstname.lastname@example.org if they have a diagnosis or if a family member has a diagnosis and they need to quarantine.
Should supervisors ask employees about their plans if they request vacation time off?
No, but refer employees to current University policy on travel.
Can we book travel for this summer?
The University will be cancelling all international programs for the summer quarter and strongly recommends the suspension of all international travel until June 30, 2020. Further, we are strongly recommending that all non-essential international and domestic employee travel be avoided until June 30.
The University asks that travelers wait until 21 days prior to the date of their travel to determine what the University’s current guidelines are for essential travel. Please always use the Concur travel system when booking University travel.