As international outbreaks of influenza occur and raise concerns about the possibility of a pandemic, University of Arizona administrators have developed a response plan in the event a pandemic occurs and The University of Arizona experiences its effects. In addition to closely monitoring such situations and being prepared to take immediate steps to protect the health of the University community, the Human Resources Division has established the following work and pay policies to be implemented on a temporary basis during a period of pandemic influenza.  If you have flu-like symptoms (fever, cough, body aches, etc.), please stay home until your symptoms subside.

 

If the effects of the pandemic are such that there is no impact or minimal impact on The University of Arizona and no operations are closed, employees remain subject to all existing University policies as they would during any period of personal or family sickness.  The policies regarding paid leave time for sickness and Family Medical Leave will apply to all benefits eligible employees.   

 

Employees who are not ill but who, as a precaution against becoming ill, elect to be absent from work when the University or employing unit is not closed are subject to all existing University policies as they would be during any period of absence for personal reasons. They may use earned vacation hours; when earned vacation hours are exhausted, they may use excused, unpaid absence.   

 

 

In the event local K-12 schools close as a result of pandemic influenza and The University of Arizona remains open, affected parent-employees are encouraged to telecommute, if possible. If telecommuting is not possible, affected parent-employees may use accrued vacation time and then accrued sick time. Once all accrued paid time has been exhausted, parent-employees will report normally scheduled work time as excused, unpaid absence.

 

In the event The University of Arizona closes any or all of its operations as the result of pandemic influenza, it is the University’s intent for regular, benefits-eligible employees to use available paid leave to maintain their full pay whenever reasonably possible.

Certain employees will be designated as Emergency Operations Personnel and will be required to work in alignment with the associated departmental Continuity of Operations Plan. These employees who are required to work will report their work hours in the usual manner.

 

Some non-emergency employees may be required to work from home or another, safe location and be provided with a telecommuting or other alternative work arrangement instead of reporting to the regular University of Arizona work site (see below).  

 

All other affected employees will be excused from reporting to the regular work site, and will report paid administrative leave for regularly scheduled work hours occurring during the pandemic-related closure. 

 

In an effort to ensure continuity of operations as much as is practicable, administrators, managers and supervisors are encouraged to consider alternative work options.

 

If any of these arrangements result in a reduced work schedule for a regular, benefits-eligible employee, hours worked are reported in the usual manner, and the balance of the regularly scheduled work week is reported as paid administrative leave. An employee on an approved telecommuting or other alternative work plan who becomes ill or cares for a family member who becomes ill may report accrued paid sick time in place of the telecommuting/alternative work hours if the employee is otherwise eligible for paid sick time.

In situations where telecommuting is practicable, administrators are encouraged to make use of the information and tools available at the Human Resources website to determine which jobs will be performed by means of telecommuting, what the telecommuting work schedule will be, and that agreements regarding the telecommuting arrangement are enacted. Such agreements typically address the work duties and performance/productivity measurements, equipment, means of contact, and duration of hours and work.

During a period of pandemic influenza that has significant impact in the community and for which severe social distancing measures are promoted by local and state health officials, a system of staggered work schedules should be evaluated for appropriateness. For example, some employees may begin their workday considerably earlier than their usual schedule, while others begin much later. The use of such work schedules means that normally crowded workplaces are less congested and minimize contagion.

In order to reduce the spread of the influenza, and provide the safest possible work place, The University of Arizona will take reasonable precautions before allowing formerly ill employees to return to the regular work site.