We at NYU are grateful to have a community of administrators and staff who have been willing to adapt to the rapidly changing and genuinely challenging circumstances of the COVID-19 epidemic. It has demanded that we alter the way we conduct our academic and business operations at NYU in an incredibly short period of time. Below is information we hope will help answer some of your questions and aid you in performing your jobs in these exceptional times.
Coronavirus-Related Benefits Updates - Due to COVID-19 developments, there are temporary changes to some NYU New York benefits for eligible employees. Plan and program changes are emerging and subject to change. Please visit Coronavirus-Related Benefits Updates for more information.
COVID-19 Health Information and Resources - information on how to avoid COVID-19 transmission and what to do if you or someone you live with gets sick.
Work Life Services for Employees - including resources, support groups, and adult caregiving, childcare, and education consultations.
NYU LiveSmart Resources - virtual wellness opportunities to enhance your?personal wellness, financial fitness, and community.
Resources for Self-Care - additional virtual wellness resources, including online yoga and meditation.
This guidance is subject to change or updated guidance provided by the University. For more information on self-quarantine guidance, visit Health Alert & FAQ.
If you develop the symptoms of COVID-19 or if you are positively diagnosed with it outside of work, please stay home and notify your supervisor or department head as soon as possible. Supervisors/department heads should contact their HR officer. We want you to receive the care that you may require and to limit your exposure to others to the greatest extent possible.
If you become sick at work or start developing the symptoms of COVID, immediately practice social distancing (such as going to the nearest empty room or otherwise removing yourself from the proximity of colleagues), notify your supervisor or your HR Officer, and plan on going home promptly.
What are the next steps?
Working with University medical staff, we will determine whether or not any close contacts need to be notified. Some employees, typically those who are close contacts, may be instructed to self-quarantine. Employees who are required to self-quarantine (no symptoms) or self-isolate (presumptive symptoms or a confirmed diagnosis) will continue in their regular paid status, and the time will not be deducted from sick time or any other accrued balances.
Stay home for seven days after your symptoms started and for three days after your fever has stopped without the use of fever-reducing drug (Tylenol, ibuprofen, etc).
The CDC has issued guidance indicating that certain populations are at higher risk of experiencing complications with COVID-19.? If you are in a higher-risk group, you can seek temporary modifications (such as a change in schedule, telecommuting, duties, or other accommodation).? Please direct your request to the appropriate Human Resources Officer/Business Partner (“HRO”).
Generally, there will be no requirement to present a doctor’s note.? Exceptions may be necessary and, in such case, the employee will be contacted if a doctor’s note is needed.
Through the end of the spring semester, individuals who take leave due to a diagnosis of COVID-19 will be kept in paid status and the time will not be deducted from any accrued time-off balances. Supervisors should update the employee’s time sheet with the “Excused Absence Paid” pay code, which will not draw from the sick leave balance.
If an employee is caring for a sick family member (including with COVID-19), they may take time off under the applicable leave policy or provision. For a list of University time-off policies, please see the University’s?Managing Time Off page. Employees covered under a CBA also should refer to the appropriate CBA for any applicable leave provisions. Faculty members also should refer to the Faculty Handbook for any applicable leave provisions.
If an employee is placed under quarantine or self-isolation and the employee is not ill, the employee can submit a request to their supervisor or HRO for telework. If telework is not feasible, the employee would be paid and the time will not be deducted from any applicable sick leave balance. Supervisors should update the employee’s time sheet with the “Excused Absence Paid” pay code, which will not draw from the sick leave balance.
For employees covered under the NYU Sick and Safe Leave Policy and Procedure – New York City (Sick Leave Policy), employees may use up to 40 hours of paid sick leave where the employee needs to care for a child whose school or child care provider is closed by order of a public official due to a public health emergency. If a covered employee chooses not to take sick leave for this purpose, if the school closure is not covered under the Sick Leave Policy, or if the employee is not covered under the Sick Leave Policy, an employee may make a request to their supervisor or department head to telework if the circumstances warrant. If the circumstances do not warrant telework, the employee can request to use their unused, accrued paid time off. For more information on who is a covered employee under the Sick Leave Policy, please review the “To Whom the Policy Applies” section of the Sick Leave Policy. If an employee has questions, please contact the appropriate Human Resources Officer or Business Partner.
Please contact HR to discuss the need to use temporary employees during this time.? Regarding contractors, please refer to the applicable contract.
We are expecting all employees to be equipped to telework either through University-provided equipment or personal equipment as well as personal Wi-Fi connectivity. If individuals do not have Wi-Fi who are paid on an hourly basis and are asked to telecommute, please contact your supervisor, who will consult with the local HR representative.
All undergraduate and graduate student employees are asked to perform their duties through telework if possible. If telework is not possible, those students will continue in a paid status through the end of the spring semester. For more information on student employment, please visit the On-Campus Employment Remote Work info site.
Generally, yes.? Employees should not work outside of their approved working hours unless expressly approved and communicated by their supervisor.
As is usually the case, overtime must be approved in advance by your supervisor.
I pick up my paycheck in person.? Where do I go if my pick-up site is physically closed?
If necessary, a communication with information will be sent to individuals who pick up their paycheck. Enrollment in direct deposit can be done quickly and securely in?PeopleSync?following these?instructions. If you have questions, please contact PeopleLink at?[email protected]?or 212-992-LINK (5465).
Can I continue to receive IT support during this period?