Coronavirus (COVID-19) Employee Guide - Frequently Asked Questions

Click on the question you are interested in to see the response. Questions were asked by PACE or employee related questions submitted for the Talk with Tuminez Town Hall Meetings.  Please also read the COVID-19 information FAQ that has questions related to campus and not specific to Human Resources.


Which campus services are open?

As of 08/03/2020, all offices are opened. Please see the website or the Campus Service FAQ for information about any specific service closures. 

Is there a possibility of campus closing or going remote again?

The COVID-19 Task Force meets regularly to look at key factors and review on a case by case basis. If our cases spike in Utah County or if we see that we have an issue on campus where we were having tremendous transmission, then we would evaluate and decide what the best course of action to make sure our employees are staying safe. Supervisors are authorized to approve remote work (including flexible remote work schedules) through the end of the calendar year, wherever possible, for positions in which work can be done remotely and not impede university functions. We're making sure that we're using exceptional care as we're working through this pandemic. (TWT 08/13/2020)



If an employee calls in sick, how long do they need to stay home?

If an employee calls in sick with any of the below symptoms that are not connected with a previous known condition (i.e. asthma, allergies, pregnancy, etc.), they are required to stay home sick or work from home for a minimum of 24 hours after the symptoms subside, and fill out the Returning to Work after Illness or Exposure Form.

Fever or chills, cough, shortness of breath or difficulty breathing, fatigue, muscle or body aches, headache, new loss of taste or smell, sore throat, congestion or runny nose, nausea or vomiting, or diarrhea.

Employees who have been tested for COVID-19 are encouraged to complete the UVU COVID-19 Self-Reporting Form for Illness or Exposure

When, where, and how should I get tested for the coronavirus?

Testing capabilities for COVID-19 have increased dramatically since the beginning of the pandemic. Please see the most up to date information on Utah's COVID-19 Testing Information webpage. On Campus testing for students, faculty, and staff can be scheduled on UVU's Testing Page. For more information regarding medical and RX benefits related to COVID-19, please refer to the Magellan RX management COVID-19 virus FAQ's and the Regence COVID-19 Notice of Claims

COVID-19 testing is covered at 100% in-network and out-of-network for covered employees if medically necessary and ordered by a physician. Testing is not covered by insurance for personal travel.

What happens if someone on campus tests positive?

The local health department will be notified of people who have tested positive. They will then conduct tracking, tracing and surveillance. If you have had a significant exposure to a person testing positive, you will be contacted by the local health department to self-quarantine. UVU has also created a voluntary UVU COVID-19 Self-Reporting Form for Illness or Exposure that allows students, faculty, and staff to self-disclose if they have tested positive for COVID-19. With this information we will assist the health department as needed and ensure areas have been thoroughly cleaned if applicable. (TWT 04-08-2020)

What will happen if someone tests positive and they've been working on campus in an area with other employees?

To ensure campus safety, we follow the CDC guidelines and the State Department of Health guidelines and follow their procedures if we have someone test positive. Individuals who test positive, will be required to self-isolate for 14 days. We work with the Utah County Health Department to make sure we have contact and tracing going on. (TWT 06-17-2020) 

What COVID-19 / illness form should I complete?

The UVU COVID-19 Self-Reporting Form for Illness or Exposure should be completed if you have been tested (positive/negative) for COVID-19. This form is used to track, and diagnosis the spread of COVID-19 to ensure the safety of all employees, students, and visitors to campus.

The Returning to Work after Illness or Exposure Form should be completed if you are returning to work and have been ill in the last 14 days. This form is a safety tool used to review symptoms prior to releasing an employee to work on campus. 

Will UVU accept liability if employees returns to work on campus contracts COVID-19? 


If an employee believes they contracted COVID-19 at work on campus, they can file a workers compensation claim and the claim will be investigated for coverage eligibility. 


Benefits and Leave

If I am asked to self-isolate, can I still work and get paid, or do I need to take vacation leave, sick, unpaid time?

Employees who may have been exposed to COVID-19, and are required to not report to work, are required to use leave time or telecommute to work, with supervisor approval. Supervisors are encouraged to provide flexibility. For more information, please visit the UVU Human Resources Coronavirus (COVID-19) Employee Guide or the Leave website for the HR Benefits Service Center

Do employees need to speak with HR to request continued remote work if they believe they are high risk?

Supervisors have the authority to approve continued remote work and/or alternative work schedules (if doing so will not disrupt the essential job functions and business need). If supervisors are unable to approve the request, employees can reach out to Human Resources to start an interactive process to review possible options (medical documentation is required).

To encourage employees to stay home when they are sick or have symptoms of being sick, are you going to provide additional PTO sick time?

Employees that are feeling ill (regardless of current circumstances) are requested not to come to work so they can heal and recover, as well as protect the campus community. If you are ill, please notify your supervisor of your absence due to illness.  Further, UVU employees are asked to self-report if you have been or are being tested for COVID-19. The UVU COVID-19 Self-Reporting Form for Illness or Exposure helps in ensuring a safe working environment and in tracking the spread of COVID-19.  Employees who have recently been ill, should complete the Returning to Work after Illness or Exposure Form available on the Coronavirus (COVID-19) Employee Guide webpage. The University offers generous sick leave and sick leave accrual as well as leave provided through FMLA. 

What mental health services are available at this time?

UVU offers full-time employees the Employee Assistance Program (EAP), allowing benefits-eligible faculty to receive up to four counseling sessions free of charge. UVU benefits also include a robust list of mental health professionals. Please contact HR if you have questions. 

If you are having suicidal thoughts or are concerned about a loved one who may be having suicidal thoughts, please call the 24-hour Suicide Prevention Lifeline at 1-800-273-TALK (1-800-273-8255) or you can visit the Suicide Prevention Lifeline website. For more information regarding suicide and prevention, please visit


Phased Return to Campus

What is the expectation for full time staff returning to full time work on campus? How long are staff able to continue working at least partially from home?

Supervisors are authorized to approve remote work (including flexible remote work schedules), wherever possible, for positions in which work can be done remotely and not impede university functions.  Employees authorized to continue temporary remote work (including flexible remote work schedules) must submit, with supervisors’ approval, a new Temporary Remote Work Agreement.  These new agreements can be for a short period of time or go through May 31, 2021. 

What counts as high risk? How will "High Risk" employees be identified? How will supervisors identify high risk employees while maintaining their privacy as we begin to bring employees back to campus?

Governor Herbert’s Utah Leads Together plan, provides guidance on who is considered as “high risk”.  This plan and forthcoming USHE guidance provides instruction for high-risk individuals and those around them.

If any employee believes they are high risk based on this guidance, they are encouraged to contact Human Resources.  You may need to provide personal health information to Human Resources, but Human Resources does not share personal health information with others, including your supervisor, so employee privacy is maintained.  Human Resources will work with you and your supervisor to implement the Tiered Guidelines for High Risk Individuals provided by USHE.

Perhaps most important, if we all consider everyone we may be working with as potentially “high risk”, we can demonstrate exceptional care for each other by vigilantly following the health guidelines of wearing a mask, maintaining 6 feet social distance, washing our hands frequently, covering coughs/sneezes, and not coming to campus when ill. 

What guidance would you give to MANAGERS of non student-facing offices where all work can be done remotely, who have pressured employees to return to campus starting June 8 only to sit isolated, in closed offices, and meet via TEAMS- both of which could be done in a more safe environment from home? What is our goal as a supervisor with balancing working from home with time working on campus?

There is not a one-size-fits-all response to this question given the diversity of work staff perform for UVU, but there is guidance.  People managers, please review the training and guidebook available on UVU’s Return to Campus website.  It provides great information and a variety of resources to assist you.  As this guide indicates, if an employee’s job and your department/division allows for continued remote work (partial or full), the employee requests remote work, and their work can be done remotely and not impede University functions, supervisors have authority to approve remote work through May 31, 2021 by submitting a new Temporary Remote Work Agreement.

Who can we turn to if we feel our supervisors and/or AVPs are being very rigid and not helping us with flexible schedules, especially when we are pregnant, have young children at home, don't feel safe coming to campus, and/or are having difficulty finding childcare. Who can we turn to if our supervisors are not communicating at all with the staff and leaving us completely in the dark?

To ensure continuity of processes, employees are requested to follow their chain of command. Working with Human Resources may be appropriate if an employee believes they are high risk and they are unable to work out an agreement with their supervisor, if an employee is requesting leave through FFCRA for childcare challenges, or if the employee has other unresolved questions or concerns. (TWT 06-17-2020)

Will there be a grace period as employees return to campus for those that had to remove children from childcare to find new services?


Supervisors have the authority to approve continued remote work and/or alternative work schedules through May 31, 2021 (if doing so will not disrupt the essential job functions and business need).

Additionally, the emergency FMLA is available for eligible employees caring for a child whose school or place of care is closed or childcare provider is unavailable for reasons related to COVID-19.  You can find more information in UVU’s Coronavirus Employee Guide or by contacting  (TWT 05-12-2020)


General Safety

Do I have to wear a mask? 

All employees of the university are required to wear a face covering while working on campus as a condition of their employment. Employees who disregard the requirement to wear a face covering may be in violation of UVU policy and state and federal law or regulation and subject to corrective action. Refer to required face coverings for UVU Employees and Students for more details. 

What is an approved face covering? Do I have to wear it in my office?

The Required Face Covering Guidelines are intended to minimize ambiguity and promote consistency across campus in complying with face-covering requirements. Refer to this guide for questions related to face coverings. 

What if a colleague refuses to wear a mask or face shield in our department?

If a coworker refuses to wear a mask, as per the Required Face Covering Guidelines, bring up your concerns to your supervisor. In certain cases, the use of a face covering is not advised. These cases should be addressed on a case-by-case basis with the employee’s supervisor and, if necessary, with the employee accommodations coordinator in Human Resources ( ) and as per Policy 152: Accommodations for Individuals with Disabilities Such cases include:

  • Individuals with a medical condition for whom wearing a face covering could cause harm or obstruct breathing.
  • Individuals with hearing impairment or communicating with an individual who is hearing impaired, where the ability to see the mouth is essential for communication.

How often will our departments’ public spaces and offices be cleaned?

Departments will be responsible for cleaning their space beyond the daily cleaning Campus Services provides. Departments should consider ordering their own disinfectant and paper towels as well as requesting cleaning supplies from Campus Services. Faculty members and staff with concerns about cleanliness are to clean their own areas beyond what Campus Services provides. Administrative assistants cannot be assigned to clean individual offices or spaces occupied primarily by single individuals. If you do not feel comfortable with Custodial Services cleaning your offices, please post a note on your office door.

Is UVU’s air system filtered for viruses?

UVU has a filtering system, MERV, in all large buildings. Systems vary, since some areas such as the science buildings have traditionally needed higher levels of filtration. UVU will increase air exchange rates to push the air through the filters and slightly over-pressurize the buildings to help exchange the air. Filters are changed on a rigid schedule. Even before COVID-19, UVU was changing air filters more often than recommended.

Is UVU going to be requiring a negative COVID-19 test before returning to work?

Employees who are ill with symptoms consistent with COVID-19 are to self-isolate at home. This includes an employee who tested positive, negative, or did not test at all for the COVID-19. Employees who have been tested for COVID-19 are encouraged to complete the UVU COVID-19 Self-Reporting Form for Illness or Exposure. Employees who have been out sick for any symptoms related to COVID-19 are required to complete the Returning to Work after Illness or Exposure Form.
Will I have my temperature taken before working on campus?
Employees who are in positions that put others at risk (e.g., health clinic, food services, etc.) will have their temperatures taken by qualified nursing students.

Can supervisors send their employees who show symptoms of COIVD-19 home?

If a supervisor observes an employee with COVID-19 symptoms, the supervisor must send the employee home. Employees who have been out sick for any symptoms related to COVID-19 are required to complete the Returning to Work after Illness or Exposure Form.


Working Remotely

What is the status of remote work across campus? Are there plans for a permanent remote work policy? If so, when will the policy details be shared with faculty and staff?

Currently each Temporary Remote Work Agreement is valid through May 31, 2021.

A Remote Work Task Force continues to work on the processes, guidelines, systems, and training required to support regular remote work post-COVID. The task force and partners are working through identified action items.

HR has engaged with each VP in reviewing and identifying positions that must work on campus, those that may use a hybrid approach (partial work on campus/partial work remote), and those that may work on a fully remote basis. HR has also developed training for supervisors and employees.

We anticipate piloting the training and processes in March (with a few identified fully remote and partial remote positions) and making adjustments based on the feedback of the employees and supervisors involved.

The task force’s goal is to have the processes, guidelines, systems, and training ready for rollout by mid-April for implementation before the May 31 expiration of each Temporary Remote Work Agreement. However, if COVID-19 requires, some agreements may be extended past May 31.

For those working remotely who still occasionally want or need to be on campus, we plan to renovate spaces to accommodate hot desking and meeting room options.

If COVID cases break out in our young children’s school requiring the classroom or school to close for a time will employees be able to work remotely while we stay home with our children?

Leadership is constantly meeting and monitoring the current uncertainty and changing situation we are in. If employees need to be at home because of children’s school requirements, supervisors are authorized to approve remote work (including flexible remote work schedules), wherever possible, for positions in which work can be done remotely and not impede university functions. 

If employees can be just as productive from working at home, will we allow that to continue even after the pandemic?

In late June, President Tuminez requested we start working on a matrix decision making model for how to fairly determine a more strategic approach towards a permanent work from home option and updated agreement. There are a number of factors that must be taken into consideration – position, technology, office space, expectations, preferences – some employees have welcomed coming back to campus. Watch for future communication as these plans are solidified. (TWT 08/13/2020)

I completed the Temporary Remote Work Agreement Form, but it is now outdated, how do I update the form?

If your job and your supervisor/department allows for continued remote work, you request it, and your work can be done remotely and not impede university functions, your supervisor has full authority to approve further remote work through May 31, 2021 (must complete another Temporary Remote Work Agreement). Faculty do not need to complete the form. (Updated 12/01/2020)

If I am directed by my supervisor to work from home, and I don’t have the necessary tools (computer, software, etc.), what am I supposed to do?

This concern should be discussed with your supervisor, who can determine resources that may be temporarily provided for you to perform your work from home. Employees must complete the Temporary Remote Work Agreement. The Office of Information Technology (OIT) has provided support and options to work remotely. UVU has also provided Tips to Work Remotely.

If I am directed by my supervisor to forward my work phone to my cell phone, will I get paid for using my personal cell for work?

This concern should be discussed with your supervisor. In accordance with UVU Policy 329 Telephone and Cellular Phone Usage, employees required to use a personal cell phone to perform their duties may be provided an allowance from UVU for business purpose use. This form is available here. If you are not on campus and not forwarding your work phone, make sure you update your UVU voicemail

Will staff who are capable of working from home be permitted to continue to do so?

Supervisors have the authority to approve continued remote work and/or alternative work schedules through May 31, 2021 (if doing so will not disrupt the essential job functions and business need).  Work at home expectations should be set between the supervisor and the employee and approved through a Temporary Remote Work Agreement Form

Can employees speak with HR directly instead of with their supervisor if they want to continue working from home?

To ensure continuity of processes, employees are requested to follow their proper chain of command. Working with Human Resources may be appropriate if an employee believes they are high risk and they are unable to work out an agreement with their supervisor, an employee is requesting leave through FFCRA, or there are unresolved questions or concerns.

Who do I speak with if I live with and/or care for someone who is considered high risk?

For requests due to dependents or family members, employees should work with their supervisors for possible options in their area. If an employee is requesting a leave of absence related to COVID-19 or to care for an individual, please reach out to Human Resources.


Employee Travel

Am I allowed to travel out of the state/country on personal travel?

We encourage you, when considering your personal travel choices, to follow travel advisories issued by the CDC and local and state authorities. Refer to the Travel FAQ for guidelines and more details.

Can I travel for business purposes?

Acknowledging the risks and recommendations and to preserve the health of our UVU community, all University-related travel is restricted and must be cancelled until further notice. As an exception to the above travel restriction, travel considered business essential for the university must be approved by the divisional vice president prior to making travel arrangements. Additionally, until further notice, all future airfare must be purchased through Concur or the State Travel Office. Please review the Travel FAQ for the most current business travel information.


Employment and Financial Impact

In what ways will employees be shown appreciation for their extra work during the pandemic?

Spot awards were established to promote productivity and provide immediate and visible recognition of full-time staff contributions. Due to COVID-19, Spot Awards have temporarily been expanded to include part-time, full-time, and faculty employees. Maximum an employee may receive during a fiscal year has been increased to $2,000 total with a one-time award ranging from $100 to $1,000. Leaders are encouraged to recognize employee efforts through spot awards as their budgets allow. Other ways supervisors can show their appreciation to their employees may include purchasing lunch, Wolverine Sighting Awards, thank you notes, appreciative words, etc. (TWT 08/13/2020)

Due to the continual changing environment surrounding COVID-19, FAQ's that were previously asked but are no longer relevant to the current situation have been moved to a Employee Historical FAQ List