COVID - 19 HR Employee Resources

Fayetteville State University (FSU) is committed to the health and safety of the campus community and to providing accurate and timely information regarding COVID-19 and its impact on the FSU community. Visit Fayetteville State University (FSU) Coronavirus Update page for more information.



Employee Work Assignment and Special Leave Provisions

January 4, 2021

Dear FSU Family,

Please find attached updated Work and Leave Provisions that begin January 1, 2021.  Changes from the most recent 2020 work and leave provisions appear in bold blue font.    If you have questions regarding work and leave provisions, you may contact Kay Faircloth in the Office of Human Resources at or 910-672-2461.


August 28, 2020 Via FSU News

Dear FSU Family,

The August work/leave provisions, linked,  have been extended through September 30. Additionally, through December 31, employees may use Literacy, Tutoring, and Mentoring Community Service Leave (CSL) to support children in a virtual or partially in-person academic setting. Hours used during a work week may vary but cannot exceed 36 hours total between now and 12/31/2020, as allowed under policy.  CSL is available to permanent, probationary, or time-limited employees and requires pre-approval from the employee's supervisor.  The CSL form is attached.  If you have questions regarding work and leave provisions, you may contact Kay Faircloth in the Office of Human Resources at or 910-672-2461. Questions regarding Community Service Leave (CSL) may be directed to Theressa Graham at or 910-672-1823.

June 25, 2020 Via Faculty & Staff e-mail

Dear FSU Family:
Governor Cooper has announced that the state would remain under Phase 2 until July 17th. Thus, Fayetteville State University employees will continue to operate under the attached leave and work provisions.   


June 6, 2020 Via Faculty & Staff e-mail

Dear FSU Faculty and Staff,
We recently received updated guidance from the UNC System Office that impacts work and leave provisions effective as of June 1, 2020, until revised.   

TELEWORKING Employees who are currently teleworking should continue to do so unless otherwise directed by their supervisor.  


The revised Administrative Leave COVID-19 provisions:

  • Reduce the amount of paid administrative leave to two-thirds regular pay. Eligible employees can supplement the remaining one-third with any other accrued leave. Compensatory time, if available, must be used first before other types of leave.
  • Modified who may or may not use administrative leave:

Eligible employees may continue to use the modified Administrative Leave COVID-19 if:

· They cannot telework due to the nature of their jobs.

· They are providing eldercare due to an eldercare facility being closed because of COVID-19. (Please note: Childcare is covered in FFCRA.)

Employees may not use the modified Administrative Leave for COVID-19 if: Eligible Families First Coronavirus Response Act (FFCRA) situations apply, (such as childcare needs; subject to a local quarantine or isolation order; health care official advises self-quarantine; experiencing COVID-19 symptoms and seeking diagnosis; considered high-risk for COVID-19 or caring for an individual who is high-risk).

  • Employees who are temporary or student workers. These workers will no longer be eligible for this administrative leave and will only be paid for hours worked, either onsite or teleworking. If any of the FFCRA qualifying events apply, temporary and student workers may be eligible for leave under that provision.

For more information about the Families First Coronavirus Response Act (FFCRA) and related leave eligibility, as well as the EPSL-EFMLA Form to request leave, please follow this link: Families First Coronavirus Response Act (FFCRA)   

OTHER LEAVE PROVISIONS Through 12/31/2020, employees may use accrued sick leave, vacation leave, and bonus leave interchangeably, regardless of the reason for the employee's absence.  As a reminder, compensatory time must be used prior to the use of any other leave type.   As always, employees are required to notify their supervisor if they will be out of work unexpectedly.  Additionally, leave requests are subject to supervisor approval and should be submitted as far in advance as possible. Employees are expected follow their departmental procedures for leave requests.   

SPECIAL COMPENSATION FOR MANDATORY EMPLOYEES Special compensation provisions expired as of May 31, 2020, for employees that where designated as Mandatory to work onsite for the COVID-19 event.     For questions regarding current work and leave provisions, you may contact Kay Faircloth at  For questions regarding coding of timesheets and leave reports, as well as requests for FFCRA Leave, you may contact Theressa Graham at   


March 19, 2020 Via Faculty & Staff e-mail

Dear Employees:

Please note the following regarding employee work assignments and special leave provisions.

Mandatory Employees
Effective March 23, 2020 and until further notice, only mandatory employees will be required to work on-campus. Division Heads
are responsible for designating employees as mandatory and informing them of that designation.


Employees, not designated as mandatory, including SHRA, EHRA, temporary and student (work-study and non work-study)
employees, will continue to be assigned work and will be expected to telework, if feasible.  The ability to telework will depend on the nature of the
employee's duties.  Supervisors are responsible for assigning and tracking their employees' remote work.  Employees who telework are expected to be available during their normal work hours.

Paid Administrative Leave

UNC System Interim President William L. Roper has authorized paid administrative leave for employees through March 31, 2020, including temporary and student employees, for certain COVID-19-related absences. Specifically, paid administrative leave will apply to the following:

Mandatory or  non-mandatory employees who cannot work because of childcare or eldercare  facility closings due to the COVID 19

Non-mandatory employees who cannot telework because their duties cannot be performed remotely and reasonable alternate remote work is not possible; and

Mandatory and  non-mandatory employees who are unable to work due to cold, flu, or COVID-19 symptoms or are caring for someone with symptoms from these  illnesses.

If you have questions, please contact Ms. Kay  Faircloth at

Time/Leave Forms and Coding Guidance


The University has established a COVID-19 Shared Leave Bank, similar to the state-wide voluntary shared leave program. The COVID-19 Shared Leave Bank has been established to assist employees who are not working their regular hours due to the type of work (unable to telework, not mandatory to work on campus),  child care facility/ school closing or elder care facility closing, and who have exhausted all of their earned / accrued leave.

COVID-19 Shared Leave Donation Form

COVID-19 Share leave Bank Guidlines

The following information is provided for time and leave coding for the period of March 16, 2020 - March 31, 2020.
Reporting Hours Worked:

    • Mandatory employees, as designated for the
           COVID-19 Special Work and Leave Provisions for March 16 - 3
        Code time and leave reports as usual 
      • In the comments section of the leave report, for both biweekly and monthly leave
              reports, please specify if all hours worked were on-campus OR
              indicate for each day the number of  hours worked on campus 
              and the number of hours teleworked
    • Teleworking employee 
      • Code time and leave reports as usual
    • Supervisor / time and leave approver
      • Review employee time and leave coding
              per these instructions, follow-up with employee as needed and make
              appropriate correction 
      • Approve time and leave reports

Paid Administrative Leave, for eligible situations:

    •  Active permanent employee action 
      • Code hours not worked for eligible situations as
              "Other Leave Taken"
    • Temporary and Student (Non-Federal
           Work-Study positions) employee actions 
      • Code regularly scheduled hours
              as if the hours were worked 
      • In the comments section
              ,  indicate "COVID-19 Paid Administrative Leave" for the
              dates and hours scheduled but not worked. If the employee worked some or
              all of their scheduled hours, indicate the dates and hours worked vs.
              paid administrative leave
    • Supervisor / time and leave approver 
      • Review employee time and leave coding per these
              instructions, follow-up with employee as needed and make appropriate
              correction Approve time and leave reports 

Eligible Situations for Paid Administrative Leave (Permanent, temporary and student (non-Federal Work-Study)

    • Child and Elder Care - who cannot work remotely because of childcare or eldercare needs due to COVID-19 related school and facility closing will receive paid administrative leave March 16 - March 31, 2020, for the period of time they are unavailable to work.
    • Unable to Telework- Non-mandatory  employees-  for all or part of regularly scheduled hour
    • Unable to Telework- Mandatory employees -when a  Mandatory employee is only required to report to campus for part of their
       weekly hours, and telework is not feasible for the remaining hour
    • For part-time employees with  irregular schedules, paid administrative leave should consider the  employee's average hours per week over the course of a  month.  In no case shall paid administrative leave exceed forty hours
    • Illness-  employees who are sick due to symptoms of a cold, flu, or   COVID-19 or who are caring for a dependent with such symptoms will receive  paid administrative leave.  All other medical related absences will utilize regular forms of leave such as sick, vacation, and bonus leave, or shared leave if previously approved.

If you have questions, please contact Theressa Graham at  910-672-1823 or, or Kay Faircloth at 910-672-2461



Other Helpful Resources

FSU Faculty and Staff:

With the recent coronvirus (COVID-19) concerns worldwide, the FSU Office of Human Resources would like to remind you of the following resources:

• If you are a member of the State Health Plan, you have access to Health Line Blue. Nurses are available 24/7 to provide guidance on addressing health-related matters. Please follow the link below for more information on this benefit and how to contact Health Line Blue.

ComPsych GuidanceResources, FSU's Employee Assistance Program provider, provides 24/7 access to a Guidance Consultant via their toll-free number. Please see the attached document for information on the support, resources and information available through ComPsych as well as information needed to access these resources. Discussions with ComPsych Consultants are confidential. Employees and members of their households are eligible for up to three visits (by phone or in-person) per issue / topic at no cost. Ask the ComPsych representative for local providers that accept Blue Cross Blue Shield of NC (State Health Plan) insurance or other health insurance you may have in case you need support beyond the initial three visits. 

How to Safely Wear and Take Off a Cloth Face Covering

Flu Shot Flyer Fall 2020

Walgreen Flu Shot Form

Workplace Health & Safety

FSU Faculty and Staff:

With the recent coronvirus (COVID-19) concerns worldwide, the FSU Office of Human Resources would like to remind you of the following resources: