UCO COVID-19 protocols remain in place for the spring 2021 semester. Masks are required on campus when around others. Students, faculty and staff directly exposed to or test positive for COVID-19 should fill out UCO's COVID-19 Self-Reporting form. To learn more about current operations, view the university's coronavirus webpage. View a list of UCO's virtual services.
Faculty, Staff and Student Worker Resources
This site will provide University of Central Oklahoma faculty, staff and student workers with resources for business continuity.
The university has set forth guidance on what to do, as a faculty member, if you are contacted by one of your students about a potential positive COVID-19 case or exposure.
Get Ready for Flu Season
The Centers for Disease Control and Prevention (CDC) recommends that everyone gets a flu shot this year, as the flu vaccine is especially vital during the COVID-19 pandemic. Not only will the flu vaccine help decrease the number of flu cases alongside COVID-19 cases within the community, the vaccine can also help reduce the burden on our healthcare systems responding to the COVID-19 pandemic and save medical resources for care of COVID-19 patients.
Beginning April 1, 2020, the Families First Coronavirus Response Act (FFCRA) will expand the Family Medical Leave Act (FMLA) protection to individuals who are unable to work or telework because they are caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19. The expanded protection only applies to care for a biological child, stepchild, adopted child or child placed in care under foster or a court order under age 18.
- The expanded FMLA protection will apply to all individuals who have been employed for 30 days and removes working hour requirements.
- The 12 weeks of protection will be available from April 1, 2020, to December 31, 2020, but does not grant additional FMLA entitlement to individuals who have used FMLA protection in the preceding 12 months, nor does the leave apply retroactively.
- During the first 10 days of expanded FMLA protection, individuals can utilize emergency paid sick leave, if available, that would not reduce their leave balances. If none of this leave is available, the individual may use other appropriate forms of accrued paid leave.
The remaining 10 weeks of leave are paid as follows:
- For Full-Time individuals: Two-thirds pay, up to $200 per day and no more than $10,000 in the aggregate;
- For Part-Time individuals: Two-thirds pay, up to $200 per day that is equal to the average number of hours per day for the six month period immediately preceding the request for leave.;
- Individuals can use accrued compensatory time, vacation or sick leave to made whole, but not to exceed their regular per pay period earnings; and,
- Individuals will be required to submit leave time in Paycom to be made whole, or will otherwise be paid as outlined above.
Individuals that request FMLA protection under the FFCRA will submit the FMLA FFCRA request form to Benefits@uco.edu and attach documentation as follows:
- Proof of their child’s enrollment in an Oklahoma public, charter or virtual school, or;
- Notice of closure due to COVID-19 and proof of their child’s enrollment in private school or day care facility.
Individuals that are scheduled to telework and are unable to do so due to child care restraints should request FMLA as soon as possible after April 1, 2020. Supervisors are encouraged to reach out to the Benefits team if they believe their faculty, staff or student worker should utilize FMLA.
Emergency paid sick leave entitles any eligible individual (as defined by the Fair Labor Standards Act) regardless of their length of service, to emergency paid sick leave if the individual, in connection with COVID-19, meets at least one of the specified criteria; full-time eligible individuals may take up to 80 hours of paid leave. Affected part-time individuals may take paid leave for up to their average number of hours worked over a two-week period. This leave is effective April 1, 2020, through December 31, 2020. Covered individuals are entitled to use this emergency paid sick leave before using any other accrued leave.
This law includes an exemption and therefore does not cover “Health Care Providers” or “Emergency Responders”.
Compensation for those individuals who must be quarantined or isolated and/or are experiencing COVID-19 symptoms (criteria 1, 2, and 3) is capped at $511 per day and an aggregate total of $5,110.1. Subject to a federal, state or local quarantine or isolation order;
2. Advised by a health care provider to self-quarantine; or,
3. Experiencing symptoms and seeking a medical diagnosis.
Compensation for those who are caring for someone else (criteria 4 and 5) is to be at least two-thirds (2/3) of their regular pay rate but capped at $200 per day and an aggregate total of $2,000.
4. Caring for an individual who is subject to (1) or (2);
5. Caring for a son or daughter whose school or child care provider is closed or unavailable; or,
6. Experiencing any other substantially similar condition specified by the U.S. Department of Health and Human Services.
Emergency Sick Leave Request Form
Telework is an alternative work arrangement that provides a flexible work schedule for all or part of the workweek on scheduled days or hours of the day; it is mutually beneficial for both the individual and the organization.
Individuals currently approved to emergency telework can continue to telework until July 31 without any further action required. However, individuals and leaders are encouraged to consider submitting a long-term telework agreement/application if mutually beneficial and it is anticipated that telework to some degree should continue beyond July 31. Long-term telework agreements can be submitted at any time to replace any emergency telework agreements currently in place.
Newly requested telework beginning June 1 and beyond, in the form of extended reasonable accommodations under the Americans with Disabilities Act (ADA); medical reasons under the Family Medical Leave Act (FMLA) or COVID – related extended FMLA; childcare reasons; etc., should be directed to Employee Relations at firstname.lastname@example.org or 405-974-2942.
Flextime is an alternative work schedule that allows departmental directors the flexibility to vary the arrival and departure times of individuals. All flextime decisions are subject to departmental approval, control and supervision. All exceptions will be handled by the department director on a case-by-case basis. Flextime should be of mutual benefit to both the individual and the departmental director. Any abuse of the flextime arrangement will result in loss of this arrangement and possible disciplinary action.
Care and Support
It's not just our work that's been affected, it's our entire lives. UCO is eager to care for and support our faculty, staff and student workers as best we can during this unprecedented time. Although we aren't on campus doing our usual work routine, we must not isolate or disconnect from each other.
The Employee Care and Support page on The Hub was created as a resource to help us stay engaged in our work while also supporting one another, professionally and personally. Look for ideas and suggestions to engage virtually with your teams and colleagues. Find resources for your mental and physical health. See how others are managing working from home while also homeschooling their children. Find out how you can find food and supplies if you're in need. Learn about how you can volunteer your time during a pandemic.
All faculty and staff have access to the Employee Assistance Program (EAP) through Deer Oaks. This benefit is available from day one of employment, through six months after separation, whether it is through voluntary or involuntary termination. The EAP provides free and confidential assessments, short-term counseling, referrals, prevention and education services for you, dependents living at home or elsewhere and anyone who lives in your household. All services are confidential.
Beyond mental health and well-being assistance, the program offers several resources to help maintain a healthy work-life balance. Anytime someone reaches out to the EAP, they connect with a specialist who can assist with a multitude of requests. Examples include finding child care, elder care, repair services and other local services. The EAP can also provide legal consultation, vacation planning and financial planning assistance. The perks to the EAP are quite robust, and we’re proud to offer our faculty and staff services that help them live life to the fullest.
Deer Oaks serves as our primary EAP provider, with The Hartford offering a secondary EAP.