Human Resources is assembling guidance and resources to help employees navigate leave options as the university operates under modified operations in response to COVID-19 (coronavirus). More information will be published as it becomes available.
Last updated September 14, 2022 at 8:00 a.m.
The university recognizes the impact that COVID-19 may have on an employee's ability to work for various reasons including:
- The need to care for children impacted by school and daycare closures.
- The need to take time off due to personal illness.
- The need to care for an ill family member/dependent.
- The need to obtain a COVID-19 vaccine, or when waiting for COVID-19 test results.
The first course of action is to explore flexible work options, such as remote work or flexible schedules, where possible. Because flexible work arrangements are not always appropriate or viable due to personal and operational realities, we want to highlight the university’s leave programs available during the UO COVID-19 response.
Leave options are based on employee group. Select the employee group for your position to review your leave options during the time the university is responding to COVID-19.
COVID-19 Related Leave Options
UO COVID-19 Leave Program
UO COVID-19 leave may be applied to time off for an employee's own COVID-19 exposure or diagnosis or to care for a dependent family member living in the home who needs to quarantine or isolate based on the direction of a medical provider, public health authority, UO case management team, or school. Medical documentation is not automatically required, but may be requested by the Office of Human Resources, the Office of the Provost, or an academic unit.
The basic provisions of this leave include:
- May be used from September 16, 2021 through June 30, 2022.
- Full-time employees receive 80 hours of additional paid leave.
- Part-time employees receive enough pro-rated, additional paid leave to cover two weeks of work.
- Will be paid at the employee’s full rate of pay for all covered purposes unlike the federal program.
- May be used in addition to other employee leaves available through existing collective bargaining agreements and university policies.
- May be used before other paid leaves are applied.
UO COVID-19 leave applies to all employee groups – student employees, graduate employees, classified employees, officers of administration, and faculty. This includes the following employees:
- 9-month appointments
- Student employees
- Graduate employees
- Temporary employees who work a regular schedule (see guidance below)
- Post-retirement appointments (see guidance below)
Temporary Employees and Retirees in Post-Retirement Appointments: Eligibility Requirements
Temporary non-regular and post-retirement employees who have a regular, on-going schedule are eligible for UO COVID-19 paid leave. Those who work at special events that have been canceled and therefore have not been on payroll for at least 30 days are not eligible.
For example, a temporary non-regular employee who is scheduled to work 15 hours each week is eligible for up to 30 hours of prorated COVID-19 paid leave. A temporary non-regular employee who is scheduled to work only the Spring football game is not eligible.
UO COVID-19 leave can be applied to absences through the usual time reporting process for your unit or department. There is no separate approval process required. Please contact your supervisor or your unit’s or department’s payroll administrator for further assistance and additional guidance.
OFLA Sick Child Leave
OFLA sick child leave is available when a child's school or place of care is "closed" to your child due to a public health emergency such as COVID-19. If your child's physical access to the facility is not restricted, OFLA sick child leave would not be available. However, OFLA sick child leave may still be available if your child is under a quarantine order or has been advised by a health care provider to self-isolate or self-quarantine.
Complete details are available on the OFLA Sick Child Leave Due to School Closure.
Please refer to this web resource often as more guidance and resources may be added. HR will continue to update and enhance this webpage as circumstances evolve and additional information becomes available.