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Human Resources Inside ABA

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HR-Related Coronavirus (COVID-19) Resources

***UPDATED: 03/25/2020***

Employee-Specific FAQs from Human Resources

Temporary Telecommuting Agreement (NEW)

Can employees who are 65+ work on campus?

  • No. Employees who are 65+ should stay home and telecommute.
  • If telecommuting is not operationally feasible, the employee should call their appropriate administrator to report their absences for that day which will then trigger administrative leave.
  • Managers and/or appropriate administrators must inform Human Resources of any employees that fall within this category, and will subsequently be placed on paid administrative leave.

Do employees have the option to work from home?

  • Yes, all positions that can provide services remotely should be telecommuting. During this state of emergency, Vice Presidents will work with leadership in their divisions to identify those positions who are able to work remotely. Employees who believe their positions fall in that category are encouraged to discuss telecommuting with their appropriate administrator, and fill out the Temporary Telecommuting Agreement – Emergency Corona Virus form.
  • If telecommuting is not operationally feasible, and the employee has a health concern that makes them feel unsafe in the workplace, the employee should call their appropriate administrator to report their absences for that day.

How can employees request telecommuting as an option?

How should employees report time away from work?

  • Employees should notify their appropriate administrator as soon as practicable.
  • Employees taking time away from work because of their own illness may utilize their accrued sick leave, if available. If employees do not have accrued leave available, they may request to utilize vacation, CTO, or Personal Holiday. Other programs, such as Nonindustrial Disability Insurance (NDI) and/or Catastrophic Leave, may be utilized as appropriate.
  • Employees taking time away from work to care for “immediate family” as defined by the applicable Memorandum of Understanding (MOU), may utilize accrued sick leave as defined in the applicable MOU. Employees may request to use accrued vacation, CTO or personal holiday.

Should an employee out sick provide a health care provider’s note?

No. Appropriate administrators should actively encourage sick employees to stay home, but should not require employees who are sick to validate their illness. Health care provider offices and medical facilities may be extremely busy and not able to provide such documentation in a timely way.

Do employees get paid if the campus closes?

  • Yes, emergency campus closure leave shall be granted to all employees who are both scheduled to work and are denied access to the campus during period(s) of closure.
  • During periods of full or partial campus closure, employees who have already scheduled sick leave, vacation, personal holiday or CTO will still be charged for that time, unless in conflict with a collective bargaining agreement.
  • Employees who would have been absent on any day of closure because they were in non-pay status should not be granted emergency campus closure leave. Examples would be an employee under a disciplinary suspension or an employee in non-pay status because he/she has been Absent Without Leave (AWOL).
  • Employees who are identified as “Essential Personnel” shall be paid in accordance with the applicable MOU.
  • The campus President can designate when the campus is closed. This emergency campus closure leave is valid only for the days for which the President announces the campus closure and cannot be banked or saved to be used for a future date.

How will I get paid if the campus is closed?

Employees with direct deposit will be paid as normal. The campus will provide information regarding an alternate distribution process for employees who receive a paper pay warrant/check via campus email and/or social media.

What steps should be taken if an employee shows symptoms?

  • Appropriate administrators should recommend that employees who are sick/symptomatic remain off duty (accrued sick leave, if available; employees who do not have accrued leave available may request to utilize vacation, CTO, or Personal Holiday) until symptoms resolve, and that they seek medical assistance, as appropriate. In cases where an employee feels well enough to work, appropriate administrators may recommend employees telecommute, if appropriate.
  • If an employee declines to take leave, appropriate administrators should consult Risk Management Services and Employee & Labor Relations or Academic Labor for assistance. Action should not be taken based solely on an appropriate administrator’s subjective assessment of an employee’s possible medical condition.
  • If there is objective evidence of illness, and a staff employee refuses to take leave, an appropriate administrator should seek assistance from Employee & Labor Relations or Academic Labor to take appropriate action to ensure the employee does not remain in the workplace.

  • Sac State has a dedicated Coronavirus (COVID-19) webpage with updated information and news.
  • Employees and family members in need helpful guidance, counseling, referral to local resources or reliable professional care, may contact LifeMatters by Empathia services 24/7 telephone assessment/counseling at 800-367-7474 (TDD/TTY: 877-307-2812) (password: SacState), or access information and resources online at www.mylifematters.com. All employees, their dependents (including dependent children not residing with the parent) and other family members living in the employee's home are eligible for services and may contact LifeMatters directly.
  • Employees may also make requests for use of vacation, sick leave and Personal Holiday through their normal deparmental process.