Human Resources

1. What steps should be taken if an employee becomes ill with fever, cough or other concerning symptoms?
2. Does the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA) entitle an employee to take leave to avoid contracting COVID-19?
3. Should UC require an employee who is out sick (not due to COVID-19) to provide a health care provider’s note?
4. May UC prohibit an employee from coming to work if the employee is known to have contracted COVID-19 themselves, or to have had close contact with someone who has?
5. Do the same leave policies apply to represented and non-represented employees?
6. What signs and symptoms may indicate that an employee has become ill with COVID-19?
7. What additional steps should be taken if an employee is suspected to be ill with COVID-19 at work?
8. May UC require an employee who was possibly exposed to COVID-19 and directed to remain quarantined or practice social distancing, or an employee who contracted COVID-19, to provide a certification from a health care provider before returning to work?
9. Must UC grant leave to an employee who is sick with COVID-19?
10. Must UC allow employees who are parents or caregivers time off from work to care for sick family members?
11. Does the foregoing advice, with regard to leave, also apply to academic employees?

For additional information from systemwide UC, please visit UCNet – Questions/Answers Related to the Coronavirus 2019 Outbreak.

Update: The Riverside County Public Health Officer has issued a revised public health order, extending the current physical closure of the UC Riverside campus for all but essential personnel supporting critical university functions through June 19, 2020.

“Closed” in this context means all offices, units or departments will not have staff on campus unless they are essential personnel, and many staff may be working remotely. In addition, all on-campus events are cancelled until further notice. All in-person, non-essential gatherings on campus are suspended until further notice.

To assess whether remote work is operationally feasible, refer to the Assessing the Feasibility of Remote Work during the Novel Coronavirus 2019 (COVID-19) Outbreak Guidelines.

No, due to the unique circumstances, workload constraints and the sense of urgency of the situation, completing the form is not necessary

The following must be true in order for a staff member to use the “Remote Desktop Connection” application to remote into a device on campus:

1. The campus device must currently be powered ON
2. The user must know the name OR IP address of the device
3. The campus device must be configured to allow Remote Desktop Connection OR the device must operate on a managed desktop (managed by ITS)*
4. The user must connect to a campus Virtual Private Network (VPN) on their home device
5. The user must have the “Remote Desktop Connection” application installed on their home device

If the above criteria are not met, the employee will be unable to remote into their workstation computer.

*ITS has updated its systems so that all managed desktops are currently configured for Remote Desktop Connection.
Please also note that staff will not need the ability to remote into a workstation if they have taken their campus laptop or desktop home. In this event, they will need to connect to their home internet and a campus VPN (see instructions above) in order to access secured campus resources, such as files and applications that must be accessed via the UCR network.

Please review the Clarification on Remote Work Options for Staff.

Resources to help staff work remotely, including instructions on remote desktop connection and VPN connection, can be found at https://keepworking.ucr.edu/.

If you require additional technical support for remote work outside of the resources provided on the Keep Working site, please submit a remote work support ticket. Instructions can be found here.

Parking permit payroll deductions are charged in arrears. Meaning, for those who are paid monthly, the deduction on the 1st of the month is for the previous month’s parking. For those paid bi-weekly, the parking deductions are for the previous month’s parking. We are following our normal policies for parking permit refunds. Since we are already 2 weeks into the month of March, no refunds will be issued for March and the March parking charges will be on the April checks.

We will be suspending all April payroll parking charges. There is no longer a need to cut your permit in half and email the picture. Please keep your current parking permit so you may use it when the campus reopens.

• TAs and Graduate Research Assistants are eligible for the same policy considerations, including the option for up to 128 hours of paid administrative leave (if they qualify). Graduate Research Assistants should consult with their supervisor/PI on their eligibility for paid administrative leave, as we expect there will be on-campus research work for them as campus research work will not be restricted. TAs should consult with their supervisor particularly how they can fulfill their role when courses are not being taught in person. UCR will provide more details for TAs prior to the start of Spring quarter. We understand that some TAs and Graduate Assistants may have more than one supervisor, for separate appointments, and therefore they will need to check with each appropriate supervisor.
• Undergraduate Student Employees are eligible for the same policy considerations, including the option of up to 128 hours of paid administrative leave, if they qualify. Some undergraduate student employees may have their duties impacted by the campus actions relative to in-person class meetings, and UCR will work to provide additional guidance for these individuals prior to the start of spring quarter.

The total amount of paid administrative leave available to a full-time employee is 16 days or 128 hours. On a one time and non-precedent setting basis, the University will determine the pro rata entitlement to paid administrative leave (under Executive Order 3/16/2020) for per diem and variable percentage appointees covered by other appointment types pursuant to a formula based on the actual time worked in accordance with the table below reflecting a two (2) month period.

Lookback hours added together = LH

Total full-time Hours = FH – this can vary by pay period but is typically 320 hours for 4 bi-weekly periods

Yes, through June 14, 2020 only if they are still working and still have remaining Federal Work Study funds.

There is a new pay continuation TARS code for Federal Work Study student employees. The new leave code is "ADMFWS – Administrative – Fed Work-Study Pay" and is located under the Sick Leave options for biweekly employees. These employees should use this TARS code if they are still working and still have remaining Federal Work Study funds. Only employees on Federal Work Study will have this code available to them for Pay Continuation up until June 14, 2020.