COVID-19 Resources for Supervisors & HR Partners

Please refer to the University of Oregon website for the latest news and information and frequently asked questions related to our institutional-wide response. All questions should be submitted through the university inquiry form link provided below.

Resources provided on this page:

Employee Engagement and Support

The following resources offer insights and information for supervisors to apply to the strategies they already use and to help generate new ideas.

Flexible Arrangements and Remote Work

Managers and supervisors are encouraged to implement distancing measures to assist with reducing the impact of COVID-19. Distancing strategies may include increase use of flexible work approaches as one method to create more space between employees during the workday.

Employee Leave Options

The university recognizes the impact that COVID-19 may have on an employee's ability to work for various reasons. 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, refer to the university’s leave programs.

Employee Assistance Program

Remind employees of their access to resources through Cascade Center, Inc, our employee assistance program provider, UO contracts with Cascade Centers, Inc. to provide a comprehensive employee assistance for benefit-eligible employees and their dependents. The confidential services are provided at no cost to eligible members.

Cascade Centers also provides tools, resources, and training for supervisors and managers. Create a MyAdvantage account on the Cascade Centers website for access to these resources, and visit the Cascade Centers YouTube channel for webinars on topics related to supervising employees.

Caregiver Resources

Caregiving can be particularly difficult due to remote work, remote school, and other challenges at this time. Meeting these responsibilities have a unique impact on UO community members and their families. While UO cannot provide ready-made solutions to childcare and other caregiving issues individuals are encountering, we have created new networking opportunities within the UO community to help alleviate some of the pressure points. Additional work-life resources are also available. Refer employees to these resources to help them address caregiving needs.

Safety Precautions and Employee Training

The university has established safety regulations and plans for increased in-person, on-campus activities, and expect supervisors to know and reinforce established safety regulations. The university provides guidance to assist supervisors as they respond to employee concerns and issues.

UO COVID-19 Vaccination Requirement Regulation

As announced in May, all UO students and employees are required to be fully vaccinated against COVID-19 prior to the start of their fall academic term. This public health measure at the UO will help protect our community

Refer to the vaccine section of the UO coronavirus website for information about this COVID-19 vaccination requirement, including instructions, frequently asked questions, and a link to the secure online employee form.

Supervisors play a key role in assisting new employees and agency temporary employees with meeting the requirement by:

UO COVID-19 Testing Requirement Regulation

Unvaccinated UO employees, including those who choose an exemption for the vaccination requirement or are partially vaccinated, are required to take part in weekly COVID-19 testing among other additional safety measures. It does not matter which exemption the employee has elected. This testing will occur through the Monitoring and Assessment Program (MAP). The test is free and non-invasive.

Supervisors are responsible for ensuring that employees are completing the weekly testing and verifying an employee’s reason for missing a weekly test.

Other COVID-19 Safety Resources

Assessing Performance During COVID-19 Response

Every unit and very employee across the university had been impacted the university’s response to COVID-19 in some form or fashion. Regular and ongoing discussions between supervisors and employees is key to adjusting and adapting as the university continues its response to COVID-19.

Both the supervisor and the employee play a role in initiating a conversation about work assignments, work arrangements, and productivity to assess what is going well and what could be better as the employee carries out their responsibilities to accomplish the tasks and functions of their position.

View COVID-19 Performance Management Guide

Pay Actions Freeze

Due to financial uncertainty created by COVID-19, the University of Oregon has instituted a freeze on off-cycle pay actions. All departments have also been directed to stop any non-essential spending on supplies and services (S&S). These budget management measures are intended to limit expense growth as much as possible during this challenging financial period. The actions will remain in place indefinitely and will be assessed as we move forward and gain a better understanding of impacts to the university budget.

Pay Actions Freeze

Student Employees

Units are implementing a variety of physical distancing strategies, including flexible work arrangements (i.e staggered schedules, remote work). Any arrangements or planning must include student employees. Student employees should coordinate with their supervisor regarding schedule and time-off requests.

Refer to the important considerations for flexible work provided for unit leaders to guide discussions about flexible work arrangements for all employees, including students.

Units are encouraged to do their best to identify remote work opportunities for student employees to keep them engaged in meaningful work, if possible. If it is not possible for the student employee to work remotely, student employees can utilize their accrued sick leave if they are experiencing decreased work hours due to COVID-19.

Student Employee Positions

We understand the current circumstances may have limited work opportunities for our student employees. Units should evaluate their needs for new student employees carefully and according to these guidelines:

  • Units that are experiencing work stoppages or insufficient work for regular ongoing staff members may not make new offers to student employees, even if they have previously worked for the unit. Student employees may not be assigned the work of classified or graduate employees. Units that are experiencing work stoppages or insufficient work for regular ongoing staff members should consult with Talent Acquisition ( prior to making new offers. Units who have unmet needs related to graduate employee positions should consult with the Graduate School at
  • If student work is available, units should first ensure their existing student employees have sufficient work before considering making new offers of employment. After ensuring current student employees have sufficient work, units can give priority in making new offers to students who previously worked in the unit.
  • New employment opportunities should be listed in Handshake and offered competitively wherever feasible. For competitively recruited positions, units can continue to give preference in hiring to Federal Work Study-eligible students.
  • Selection processes for student employees, onboarding, and work need to be conducted according to current university requirements for remote interviewing, physical distancing, and remote work.