We are continuing our focus on keeping all Broncos safe! Public health experts and doctors have said the best defense against COVID-19, including the Omicron variant, is to get vaccinated and then get your booster shot. All students, faculty, and staff who come to campus must submit proof of vaccination or participate in weekly surveillance testing.
EFFECTIVE JANUARY 13, 2022, THROUGH END OF PUBLIC HEALTH EMERGENCY OR UNTIL REVISED OR RESCINDED
The following are special emergency provisions authorized by the president of The University of North Carolina in response to the COVID-19 event. These provisions supersede all regular policies and are subject to modification or discontinuation by the president at any time based on COVID-19 developments, executive orders of the governor, and the operational needs of the University. All paid administrative leave provisions are per the employee's regular work schedule (or typical work schedule for temporary employees as determined by management) and do not include overtime or other special pay provisions. Where implementation decisions are noted as a chancellor's or institution's discretion, this includes a chancellor's authorized designees. This document does not apply to employees of UNC Health, who are governed by that entity's policies.
COVID-19 PAID ADMINISTRATIVE LEAVE AND OTHER LEAVE PROVISIONS FOR PERMANENT EMPLOYEES
- 1) =COVID-19 VACCINATIONS: Institutions may allow paid time worked for permanent and temporary employees to receive the COVID-19 vaccine during work hours, with supervisor approval, not to exceed eight hours in a single day. This paid work time is also provided for a second dose and/or booster shot(s) of the vaccine, if required, also not to exceed eight hours in a single day.
- 2) COVID-19 PAID ADMINISTRATIVE LEAVE:
- a. Use of this COVID-19 Paid Administrative Leave for the purposes listed below is cumulative from March 16, 2020, through the end of the public health emergency. If an employee used FFCRA emergency paid sick leave in 2020 for any of the reasons listed below, then those hours must be deducted from any remaining COVID-19 Paid Administrative Leave available through this section.
- b. Employees may receive COVID-19 Paid Administrative Leave under the following conditions:
- 1) the employee is subject to a quarantine or isolation order, or has been advised to self-quarantine or self- isolate by a health care provider or public health official, and the institution determines that the employee cannot telework; or
- 2) the employee experiences a reaction to their COVID-19 vaccination or booster shot that prevents them from returning to work, either on the day of the vaccination/booster or on the following day. This leave may be applied retroactively to January 1, 2021 for any employees who have received the COVID-19 vaccine and experienced a reaction. For continuing adverse reactions experienced beyond the day after vaccination/ booster, employees must use their own accrued personal leave.
- c. Under the conditions above, COVID-19 Paid Administrative Leave is allocated as described below:
- 1) The employee may receive up to 80 hours of COVID-19 paid administrative leave for the absences prior to using any accrued personal leave and paid time off.
- 2) Once this 80 hours has been exhausted, the employee must use their accrued personal leave and paid time off for the absences.
- 3) Once the employee has exhausted their accrued personal leave and paid time off, then the employee may receive an additional 80 hours of COVID-19 paid administrative leave for the absences.
NOTE: Employees who have symptoms of a communicable disease and are required to stay home, or who are ill with the communicable disease, must not return to work until they are fully recovered in accordance with current CDC or NC Department of Public Health guidelines. Employees should also refer to their institution’s return to work guidance and resources before turning to onsite work.
- 3) DUAL STATE EMPLOYEE HOUSEHOLD: If more than one person in the household is a state employee, then the employees are expected to work with their supervisors to determine how to allocate leave to avoid inappropriate overlap of leave usage for child and elder care needs.
- 4) OTHER ABSENCES: Employees who are on other pre-approved leave or who are otherwise unavailable for reasons other than provided above cannot use paid administrative leave as described in this document for the absence and must use their accrued personal leave and paid time off for hours not worked.
- 5) INTERCHANGEABILITY OF LEAVE: An employee's ability to use accrued sick leave, vacation leave, and bonus leave interchangeably for COVID-19-related absences (child/elder care, cannot telework, etc.) ended December 31, 2021.
- 6) PART-TIME/FLUCTUATING SCHEDULES: For part-time employees with fluctuating schedules, COVID-19 paid administrative leave may be applied as allowed above, but consideration should be given to the employee's average hours per week over the course of a month. In no case shall paid administrative leave exceed 40 hours per week.
- 7) REMOTE WORK AND FLEXIBLE WORK ARRANGEMENTS: Institutional use of flexible work arrangements, including telework and alternate work schedules provided under the public health emergency provisions of the Communicable Disease Policy, ended June 30, 2021. Institutions may continue to employ temporary work arrangements, including teleworking, through June 30, 2022, in order to complete the implementation of their internal policies for ongoing remote work and other flexible work arrangements.
EXPANDED COMMUNITY SERVICE LEAVE (CSL)
- 8) COVID-19 RELATED SCHOOL SERVICE: Effective January 12, 2022 and extending through February 15, 2022, Community Service Leave may be used as described below for service as a substitute teacher or in another role in a school or school district, such as a substitute school bus driver or cafeteria worker, that meets the duties of staff who are temporarily not available.
- a. CSL may be used to spend time training to be a substitute teacher, substitute teacher’s assistant, or other substitute staff at a school or school district.
- b. CSL may be used for activity in the schools, regardless of whether they receive pay for the activity. For private schools, CSL cannot be used for any portion of the day in which the employee is participating in a religious assembly or promoting religious activities.
Institutions must track the following to record usage of CSL use for these new purposes: the number of employees who do this, the number of hours that they volunteer, and in which school districts, starting Jan. 12 and continuing through Feb. 15. See a list of websites that explain each school district’s substitute program.
- 9) TUTORING AND MENTORING: During the state of emergency and when a school mandates or offers virtual classes, employees may choose the 36-hour tutoring and mentoring option under CSL as part of a formal standardized program or a non-conventional tutoring/mentoring arrangement. For example, tutoring sessions may be carried out in a virtual and/or in-person environment, performed as part of a remote student cohort, or could include activities with an employee’s own child(ren). These provisions expand the policy definition of “at-risk” students to include those that, by virtue of their circumstances, are more likely than others to fail academically, particularly in a virtual academic environment, and who require temporary or ongoing support to succeed academically.
To submit your COVID-19 vaccination card to Student Health Services, visit Medicatconnect and upload your COVID-19 vaccination card into your medical health record. Audits of the COVID-19 Vaccination cards and test results will occur on a regular basis. Students found non-compliant or, who submitted falsified documents, may be subject to disciplinary action.
There is a new documenting process for employees. Even if you’ve already emailed your card to HR, faculty and staff must follow this process.
Welcome back to Spring 2022. As we continue to manage the spread of COVID-19, we have upgraded our vaccination card storage system for employees. All employees must upload their vaccination and booster cards to Medicat: uncfsu.medicatconnect.com.
This Medicat system will help us keep accurate records and make informed decisions on future COVID-19 protocols. Effective immediately, we will send out daily reminders to all employees and supervisors.
On the Medicat page, click "UPLOAD." The upload page will have instructions for uploading, or you can download these instructions (DOC).
Weekly surveillance testing begins January 18 and will be offered in the Bronco Cinema (Room #106 of the Rudolph Jones Student Center) on Monday, Wednesday, and Friday from 10am to 4pm and on Tuesday and Thursday from 10am to 6pm.
OptumServe will be providing vaccinations, including Booster shots, on campus during the Spring 2022 Semester in Room #131 of the Rudolph Jones Student Center. Pfizer and Moderna vaccines/boosters will be offered. If you prefer the Johnson and Johnson, please contact the Cumberland County Health Department.
Room #131 of the Rudolph Jones Student Center
January 2-14, 2022: Monday-Friday, 11 am- 5 pm
January 18-February 4, 2022: Monday-Friday, 11 am- 5 pm
February 8-May 7, 2022: Tuesday-Thursday, 11 am-5 pm
Vaccines/Boosters will not be available on 2/7, 2/11, 2/14, or 2/18.
FSU will require faculty, staff, and students to follow the recently revised CDC isolation and quarantine protocols. The CDC guidance are as follows:
✓ If you test positive for COVID -19 (ISOLATE) - Applicable to everyone, regardless of vaccination status.
· Stay home for 5 days.
· If you have no symptoms or your symptoms are resolving after 5 days, you can leaveyour house.
· Continue to wear a mask around others for 5 additional days. (Note above theUniversity's requirement on mask wearing.)
· If you have a fever, continue to stay home until your fever resolves.
✓ If you were exposed to someone with COVID-19 (QUARANTINE)
· If you have been boosted OR completed the primary series of Pfizer or Moderna vaccinewithin the last 6 months OR completed the primary series of J&J vaccine within the last 2 months:
o Wear a mask around others for 10 days. Test on day 5, if possible.
o If you develop symptoms get a test and stay home.
· If you completed the primary series of Pfizer or Moderna vaccine over 6 months ago and are not boosted OR completed the primary series of J&J over 2 months ago and are not boosted OR are unvaccinated:
o Stay home for 5 days. After that continue to wear a mask around others for 5 additional days.
o If you can't quarantine you must wear a mask for 10 days. Test on day 5 if possible.
o If you develop symptoms get a test and stay home.
Faculty and staff should self-monitor for symptoms daily. Employees who develop fever or symptoms consistent with COVID-19 should immediately self-isolate and contact Kay Faircloth at (910) 672-2461. Students should contact the Student Health Center at (910) 672-1256.
Your health and safety is our priority and we will continue to work with public health experts to keep you informed. As more information becomes available, the University will provide immediate updates to any further changes to the spring 2022.
To stay updated, please visit the FSU COVID-19 webpage and these other helpful links:
Chancellor Darrel T. Allison's 8/4/21 letter to the FSU Campus Community. Read letter (PDF)
Vice Chancellor Council and Director Gordon's 8/23/21 letter to FSU students. Read letter (PDF)
12/14/2021: Faculty and Staff Letter: COVID-19 Spring 2022 Protocol (PDF)
12/31/2021: SPECIAL UPDATE: COVID-19 Omicron Variant and the 2022 Spring Semester (PDF)