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The following provides an update on the status of the telecommuting and leave rule relaxation policies Rutgers originally enacted in March 2020. In order to continue to support the health and safety of the university community, the university:

  • Extended until June 30, 2022, the relaxation of Section II (A) of Policy 60.3.22 Alternative Work Arrangements and Telecommuting for Regularly Appointed Staff with regard to who is eligible to telecommute.
  • Effective January 1, 2021 through February 28, 2022, and subject to supervisor approval, employees may use their accrued paid sick time when unable to work or telecommute due to COVID-19 for reasons of self-quarantine, school closure, place of child care closure, or lack of availability of child care

You may login to OneSource and select the COVID-19 Related Services option in the catalog for more details

We thank you for your dedication and service as we continue to manage university operations during these unprecedented times.

COVID-19 Telecommuting

Telecommuting is a work arrangement in which some or all work is performed from home or other off-site location. In general, regular office hours are worked; however, a department head may approve a work schedule outside of regular business hours.

What to Consider

We are encouraging department heads to be flexible in allowing telecommuting arrangements where feasible.  A department head’s decision as to whether a telecommuting arrangement is feasible will depend on:

  1. The employee’s job responsibilities – if certain tasks and assignments can be performed at home or must be performed in person or on site;
  2. Availability of necessary equipment and materials to perform work;
  3. The home environment – if it is one in which the employee can work productively and safely; and/or,
  4. Other factors as the university may deem appropriate.

When telecommuting, employees are still obligated to comply with all university rules, policies, and procedures (as they may be modified by the university) to the extent they are deemed necessary and/or appropriate.

Once a determination is made that a telecommuting arrangement is feasible, supervisors should determine:

  1. The job duties that will be performed during telecommuting hours;
  2. The expected work schedule and work hours including availability for calls, if needed;
  3. How communications will be maintained;
  4. How safety and security of sensitive data will be maintained; and
  5. Timekeeping expectations for non-exempt employees.

Transitioning COVID-19 Paid Leave to E-FMLA and EPSLA to Accrued Paid Sick Time

The following is the guidance explaining how COVID-19 leaves were managed as we transitioned from Rutgers COVID-19 Paid Leave (CPL), which ended on May 8, 2020, to the Emergency Family and Medical Leave Expansion Act (“E-FMLA”) and Emergency Paid Sick Leave Act (“EPSLA”) provisions of the Families First Coronavirus Response Act (“FFCRA”). These processes and guidelines were effective May 9, 2020 through December 31, 2020.

CPL was rolled out to the university community on March 12, 2020, to support social distancing as a way in which to protect our campus community amidst the spread of the coronavirus. Nearly 3,000 Rutgers employees have requested paid leave for COVID-19 diagnosis, self-quarantine, the care of a sick family member, or to care for their children as a result of a school or daycare closure, without having to tap into their accrued paid leave time. This was an important measure to support our employees by providing some degree of security in these very uncertain times. However, we are now faced with the massive economic impact brought about by the coronavirus pandemic and have begun to put mitigation strategies in place. While difficult, these strategies will allow Rutgers to responsibly advance its mission, protect the academic and clinical enterprise, while preserving access and affordability.

Effective May 9, 2020 to December 31, 2020, leave taken for reasons permitted by the E-FMLA and/or EPSLA, followed the guidelines outlined in the May 1, 2020 communications. Beginning on May 9, 2020, employees applied for E-FMLA and/or EPSLA through OneSource. (In order to facilitate the process, employees wishing to continue a COVID-19 related leave had until May 22, 2020, to apply for E-FMLA and/or EPSLA without a disruption in leave.) All E-FMLA and EPSLA requests that met the eligibility criteria were approved subject to submission of appropriate documentation to OneSource. If the necessary documentation was not received, the employee was required to charge paid leave time in accordance with university policy/corresponding appropriate negotiated labor agreement. Read the FAQ on E-FMLA and EPSLA to learn more.

Effective January 1, 2021 through December 31, 2021 and subject to supervisor approval, employees may use their accrued paid sick time when unable to work or telecommute due to COVID-19 for reasons of self-quarantine, school closure, place of child care closure, or lack of availability of child care. We continue to urge all supervisors to use their discretion in working with employees to allow for flexible telecommuting workplans, flexible work schedules, and split shift agreements to the extent possible.