Supervisors and managers should become informed about coronavirus, how it might impact their employees and what resources are available to help.
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- Should I wear a face covering?
Yolo County requires that everyone wear a face covering outside the home, including at work.Stay in Place!
Maintain Your Space!
Cover Your Face!
- What are the details around Paid Administrative Leave?
- UC Davis is committed to supporting employees and their families during the COVID-19 emergency.
Read more about COVID-19 Leaves & Job Protections.
- Are employees required to disclose whether or not they feel ill to management?
- Yes. Employees experiencing symptoms that could potentially be associated with COVID-19 are directed to disclose.
The University is committed to maintaining a safe and healthy work environment.
Given concerns about COVID-19, students, staff, and academics have been advised to stay at home if they are feeling ill, to avoid placing their students, patients and coworkers at risk.
Employees who feel ill should disclose it to their supervisor and go home immediately.
- Can a healthy employee use Paid Sick Leave due to potential exposure to COVID-19?
Yes. Preventative care may include self-quarantine as a result of potential exposure to COVID-19, if quarantine is recommended by civil authorities.
In addition, even if civil authorities do not recommend quarantine, a non-healthcare worker employee may exercise their right to take paid sick leave in other situations (e.g., where there has been exposure to COVID-19 or the worker has traveled to a high-risk area).
Employees involved in healthcare that are not experiencing symptoms, are able to return to work during the 14-day monitoring period after travel or possible exposure, but are required to wear a mask.
- What about employees who are undergraduate students?
- Supervisors are encouraged to explore work assignments for students to perform remotely.
Undergraduate student employees are eligible for paid administrative leave, prorated according to their appointment percentage, when:
- The employee is unable to work due to the employee’s own COVID-19-related illness or that of a family member;
- The employee is unable to work because the employee has been directed not to come to the worksite for COVID-19-related reasons and/or the work site has implemented a COVID-19-related remote-work program or is under a shelter in place order and it is not operationally feasible for the employee to work remotely;
- The employee is unable to work because a COVID-19-related school or daycare closure requires the employee to be at home with a child or dependent, and it is not operationally feasible for the employee to work remotely or in conjunction with the childcare commitment.
The administrative leave days do not need to be consecutive.
- Should an employee who is out sick provide a health care provider’s note?
It is critical that you do not come to work if you are sick or displaying any symptoms relating to COVID-19.
Visit the Frequently Asked Questions (FAQ) “Medical Certifications” section as consolidated guidance to help you understand leave usage for Expanded Paid Administrative Leave (EPAL), as well as the FFCRA Emergency Paid Sick Leave (EPSL) and Expanded Family and Medical Leave (EFML) requirements.
- How Can I Help the UC Davis Medical Center?
- Donate blood and personal protective equipment (PPE).
See what UC Davis Health needs and how you can donate at health.ucdavis.edu/coronavirus/donate.html
- Are there special considerations for older adults and those who have elevated risk?
Employees should follow the advice of their healthcare provider and consider the California Department of Public Health Guidance (.pdf).
Employees unable to come to work due to public health or University-required quarantine or self-isolation measures may work remotely if operationally feasible. If remote work is not operationally feasible, employees may use their one-time allotment of up to 128 hours of paid administrative leave, either before or after, exhausting other available leave balances.