Coronavirus (COVID-19) Information

Get the latest University COVID-19 updates and information.

We greatly appreciate the patience and dedication of all of our faculty and staff as we navigate the University’s response to the Coronavirus (COVID-19) global health emergency. Please see the updates from Andrew Gordon, Senior Vice President and Chief Human Resources Officer, describing staff accommodations and additional guidance for faculty and staff.


COVID-19 Frequently Asked Questions


Safety and Preventive Actions

  1. An individual has come within proximate contact (same classroom, office, or gatherings) of another person known to be positive; or
  2. An individual has traveled to a country that the CDC has issued a Level 2 or Level 3 Travel Health Notice, and shows symptoms of illness; or
  3. An individual is quarantined (mandatory or precautionary) and has shown symptoms of COVID-19 illness; or
  4. An individual is symptomatic and has not tested positive for any other infection; or
  5. Other cases where the facts and circumstances warrant as determined by the treating clinician in consultation with state and local department of health officials.

If a faculty or staff member discloses that they tested positive for COVID-19, that person should be directed to immediately go home if they are on campus as an essential employee, or stay home if they are working remotely. Contact HR Shared Services at 315 443-4042. When directed by the local public health authority, HR will notify all impacted colleagues and individuals that an employee that has been physically present in the office tested positive for COVID-19.

The local health authority is in contact with any individual who is tested positive for COVID 19. Among the questions that the local authority will ask is to identify all coworkers and areas within the office that they may have come in contact with at least 14 days prior to when they tested positive.

Employees who test positive for COVID-19 will be required to submit a note from a doctor certifying they are safe to return to work before any return to campus.

You should contact HR Shared Services at 315-443-4042 so we can notify the appropriate University officials.

You should contact HR Shared Services at 315-443-4042 so we can notify the appropriate University officials.

A supervisor should instruct the faculty or staff member that they should stay home and a physician’s note will be required to confirm the diagnosis and to clear the faculty or staff member to return to work. Human Resources will also follow up with the faculty or staff member.

We ask faculty and staff who are travelling outside of the Central New York region (defined as the counties of Cayuga, Cortland, Madison, Onondaga, and Oswego) for personal or professional reasons to exercise caution and adhere to the advice and guidance of public health professionals including the Center for Disease Control (CDC), the NYS Public Health and Onondaga Public Health.

Given the current situation, Syracuse University advises faculty and staff who plan to travel outside the Central New York region in the coming weeks to be aware of and adhere to the following:

  1. Any person who chooses to travel to a country where the CDC has issued a Level-2 or higher travel advisory should not come to work and remain away from campus for 14 days, following their return to Central New York
  2. Any faculty or staff member who has been in close contact (6 ft.) with someone who has tested positive for COVID-19, should implement self-quarantine protocols immediately. Those individuals should not come to work during the period of self-quarantine (14 days)
  3. Any faculty or staff member who becomes aware that they have had a proximate exposure to anyone who meets the following criteria should – out of an abundance of caution – not come to work and remain away from campus for 14 days following such exposure. Specifically, remain away from campus for 14 days if:
    1. You have had proximate exposure to any person who has been directed by a medical professional to be tested for COVID-19, even if that person is not displaying symptoms.
    2. You have had proximate exposure to any person who has traveled to China, Iran, Japan, South Korea or Italy while COVID-19 was prevalent
    3. You or another member of your household has traveled to any location in the United States, where State or County health officials have declared a local or regional state of emergency in response to COVID-19.

In those instances where a faculty or staff member meets any of the above criteria, or is directed for other reasons to self-isolate away from campus, the faculty or staff member should work with their supervisor to coordinate remote work arrangements in accordance with the modified Flexible Work Arrangements, if available and appropriate.

For additional questions, faculty and staff should contact HR Shared Services at 315-443-4042.



Health Plan, Prescription Drug Coverage and Flexible Spending Accounts

The University has worked with Excellus BlueCross BlueShield (BCBS), the University’s medical benefit administrator, to expand coverage to include telemedicine. You can take advantage of telemedicine in two different ways:

  • Telemedicine provided by your physician’s office: Effective immediately, if your health care provider, including behavioral health providers, offer virtual and telephonic options for care, eligible services will be covered under the health plan.
  • Telemedicine delivered through MDLIVE: Effective no later than April 1, you will have access to MDLIVE, a national telehealth provider that provides patients with 24/7 access to a network of board-certified doctors, pediatricians and licensed therapists that can treat over 50 non-emergency conditions, including providing behavioral health services, via a computer or mobile device.

Any questions on this benefit can be directed to our dedicated customer care team at Excellus BCBS at 800.493.0318 (TTY: 800.662.1220) Monday-Thursday: 8 a.m.-8 p.m. EST. and Friday: 9 a.m.-8 p.m. EST or by email to: cc.select.dedicated@excellus.com.

MDLIVE follows guidelines from the CDC regarding appropriate screening for COVID-19. MDLIVE providers can provide the initial screening for COVID-19, but cannot currently order the specific laboratory test for COVID-19. MDLIVE provides patients with 24/7 access to a network of board-certified doctors, pediatricians and licensed therapists that can treat over 50 non-emergency conditions, including providing behavioral health services, via a computer or mobile device.

During this Coronavirus (COVID-19) global health emergency, your member cost for eligible testing related services will be waived to ensure appropriate access to testing and diagnosis. This includes medically necessary diagnostic tests, as well as in-network provider office visits, in-network urgent care visits, and emergency room visits resulting in a medically necessary COVID-19 test. If an in-network provider is not available, the health plan will cover testing through an out-of-network provider at no cost to the member.

Any questions can be directed to our dedicated customer care team at Excellus BlueCross BlueShield at 800.493.0318 (TTY: 800.662.1220) Monday-Thursday: 8 a.m.-8 p.m. EST and Friday: 9 a.m.-8 p.m. EST, or by email to: cc.select.dedicated@excellus.com.

To meet the clinical needs of our members during this Coronavirus (COVID-19) global health emergency, OptumRx, the University’s prescription drug benefit administrator, is allowing members a one-time early refill of their medications to ensure they have an uninterrupted supply.

Covered members may obtain this one-time early refill of their prescription medications if they have refills remaining on file at a participating retail, mail-order or specialty pharmacy. The refill will be consistent with the standard number of days’ supply previously filled by the member (e.g., 30 or 90 day supply).

This allowance will continue to be evaluated to determine the appropriate duration based on CDC guidance, federal and state declarations and other relevant data.

OptumRx can be contacted 24 hours a day, seven days a week at 866.854.2945 (TTY: 711).

OptumRx can be contacted 24 hours a day, seven days a week at 866.854.2945 (TTY: 711).  In addition, OptumRx has developed a detailed COVID-19 microsite that will assist individuals with questions regarding prescription drug coverage and other important information during this global health emergency.

New for 2020, the Coronavirus Aid, Relief, and Economic Security Act (CARES Act) has expanded the list of health care items that are eligible for reimbursement from health care FSAs.

Effective immediately, the following health care expenses incurred after December 31, 2019, now qualify for reimbursement:

  • Over-the-counter drugs and medicines without a doctor’s prescription
  • Menstrual care products

Syracuse University’s flexible spending account vendor, HealthEquity/WageWorks, is working to update their website and system to ensure these changes are implemented as soon as possible.  Should you have any questions on these changes or the reimbursement process, please contact the HealthEquity/WageWorks customer care team at 877.924.3967 (TTY: 866.353.8058).

The deadline for employees to submit eligible expenses for reimbursement from their remaining 2019 health and dependent care FSAs has been extended for up to 60 days after the Coronavirus (COVID-19) national health emergency is declared over by the federal government. Once the national health emergency is declared over and the 60 days have expired, up to $500 of any unused health FSA funds from 2019 will be rolled over to your health care FSA for use in 2020. Please note there is no rollover permitted for the dependent care FSA.

Important Note: When employees log into their HealthEquity/WageWorks account, they will see a “claim by” date of 12/31/20 for their 2019 FSA. The claim by date is subject to change depending on when the Outbreak Period has been declared over. Therefore, employees are encouraged to submit claims for expenses incurred during 2019 as soon as possible.

Should you have any questions on the reimbursement process, please contact the WageWorks/HealthEquity customer care team at 877.924.3967 (TTY: 866.353.8058).

Eligible faculty and staff are allowed to change their health and dependent care FSA elections for 2020 without having a qualifying family status change. Allowable changes must be on a prospective basis and include new elections, as well as increases or decreases to existing FSA elections. If an election is made to reduce the health care FSA contribution, the reduced contribution must be no less than claims that have already been reimbursed or approved for reimbursement. If you wish to make a change to your 2020 FSA election or have any questions, please contact HR Shared Services at hrservice@syr.edu.

  • Contact your Senior HR Business Partners
  • Senior Vice President and Chief Human Resource Officer, Andrew Gordon: 315.741.1618
  • HR Shared Services: hrservice@syr.edu or 315.443.4042
  • Carebridge Faculty and Staff Assistance Program: Licensed, credentialed counselors are available 24 hours a day, 7 days a week, 365 days a year by calling 800.437.0911.
  • Excellus BCBS: select.dedicated@excellus.com or 800.493.0318 (TTY: 800.662.1220)
  • OptumRx: 866.854.2945 (TTY: 711)
  • Excellus 24/7 Nurse Call Line for faculty or staff with University medical coverage: 800.493.0918 (TTY: 800.662.1220)


Retirement Plan

To help you navigate the ups and downs of the market, TIAA has published guidance on market volatility and is hosting a variety of webinars to help keep participants informed during these uncertain times. In addition, TIAA financial consultants are available to provide personalized financial planning services to eligible participants. Participants may schedule an appointment to have a phone or virtual consultation with one of the University’s dedicated financial consultants, or they may call TIAA at 855.842.CUSE (2873) (TTY: 800.842.2755) weekdays, 8 a.m. to 10 p.m. and Saturday, 9 a.m. to 6 p.m. (ET).

Eligible participants who meet certain criteria may take a loan from either their Noncontributory Retirement Plan or Voluntary Retirement Plan accounts. Additionally, the Voluntary Retirement Plan and the 457(b) Deferred Compensation Plan offer the ability to take a financial hardship withdrawal under certain circumstances.

To obtain more information on how to take a loan or withdrawal, TIAA financial consultants are available to provide personalized financial planning services to eligible participants. You may call TIAA directly at 855.842.CUSE (2873) (TTY: 800.842.2755), or begin the process online by logging into your TIAA account.

TIAA financial consultants are available to provide you with personalized financial planning services. For questions about options for repayment of your existing loan balance, please contact TIAA at 855.842.CUSE (2873) (TTY: 800.842.2755).

During this time we ask that you send an email to hrservice@syr.edu requesting a phone meeting to discuss the retiree benefits. Please include your SUID, potential date of retirement and available times for a phone call. A representative will contact you within 24 hours to schedule a meeting. **If you are not looking to retire within the next 3 months we ask that at this time you wait to schedule a retiree meeting. For general retirement information please visit our Retirees page on the HR website.



For Supervisors and Managers

If a faculty or staff member discloses that they tested positive for COVID-19, that person should be directed to immediately go home if they are on campus as an essential employee, or stay home if they are working remotely. Contact HR Shared Services at 315 443-4042. When directed by the local public health authority, HR will notify all impacted colleagues and individuals that an employee that has been physically present in the office tested positive for COVID-19.

The local health authority is in contact with any individual who is tested positive for COVID 19. Among the questions that the local authority will ask is to identify all coworkers and areas within the office that they may have come in contact with at least 14 days prior to when they tested positive.

Employees who test positive for COVID-19 will be required to submit a note from a doctor certifying they are safe to return to work before any return to campus.

You should contact HR Shared Services at 315-443-4042 so we can notify the appropriate University officials.

No, do not ask the specifics of their illness, yet share precautionary CDC guidelines to keep in mind prior to returning.

If a faculty or staff member feels sick with fever, cough, or difficulty breathing, and

has been in close contact with a person known to have COVID-19, or if they have recently traveled from an area with ongoing spread of COVID-19, they should not be at work and they should contact their Primary Care Physician.

A faculty or staff member’s Primary Care Physician will work with the state’s public health department and CDC to determine if a faculty or staff member needs to be tested for COVID-19.

Faculty and staff should use the applicable sick, reduced sick, disability or other accrual time available to them.

The University does not have the authority to prohibit faculty or staff from personal travel during this global pandemic (as declared by the World Health Organization). However, the supervisor should do the following:

Ask the faculty or staff member to voluntarily share the locations to which they plan to travel.
Share the travel information with HR Shared Services, or your HR Business Partner, or a Labor Relations Team Member, as well as with Seth Tucker, Director of International and Domestic Travel Safety and Support, to ensure that the appropriate people are aware of the potential risks.
Strongly (but politely) encourage the faculty or staff member to adhere to state department and CDC warnings and/or travel guidance.
Advise the faculty or staff member that if they are travelling to an area or areas designated as high risk for coronavirus contamination by the state department and/or CDC, they may be asked to self-quarantine for 14 days before being allowed to return to work. Additionally, the faculty or staff member will need to use benefit time to cover their period in quarantine, unless their job allows for a flexible work arrangement (FWA) and the faculty or staff member is physically able to work during the quarantine period.

The supervisor should:

  1. Ask the faculty or staff member to voluntarily share the locations to which the person has traveled (or will travel).
  2. Share the travel information with HR Shared Services, or your HR Business Partner, or a Labor Relations Team Member, as well as with Seth Tucker, Director of International and Domestic Travel Safety and Support, to ensure that the appropriate people are aware of the potential risks.
  3. Advise the faculty or staff member that if the person has traveled (or will be travelling) to an area or areas designated as high risk by the CDC or state department for coronavirus contamination, the faculty or staff member may be required to self-quarantine for 14 days following in-person interaction with the traveler. Additionally, the faculty or staff member will need to use benefit time to cover their period in quarantine, unless their job allows for a flexible work arrangement (FWA) and the faculty or staff member is physically able to work during the quarantine period.

Managers are encouraged to allow staff members to work remotely whenever appropriate. When working remotely is not possible due to the nature of a staff member's job or personal situation, we urge supervisors to be as flexible as possible in seeking alternative flexible work arrangements or techniques to allow for social distancing.  Special consideration should be given to staff who may have underlying health conditions (or need to care for someone with underlying health conditions) that may put them at greater risk for serious health consequences should they contract the COVID-19 and for those who have new dependent care needs as a result of the COVID-19.

View the Considerations for Success section of the University’s Flexible Work Arrangements (“FWA”) for more guidance.  A staff member who seeks to remain at home, but whose role does not allow for an FWA arrangement, must submit to their supervisor a request for vacation, and if approved, utilize benefit time to cover their absence.

Supervisors will be asked to discuss the flexible work options with the staff member to determine the most appropriate and productive arrangement.  The supervisor should then get approval from the dean of their school/college, the senior leader of their administrative unit, or their delegate.  The supervisor or their delegate will then document the arrangement using the following online tool.

The following information will be required to document the Flexible Work Arrangement (FWA):

  • Name, SUID, Title, and Department of the staff member
  • Begin and End Date of the FWA
  • Physical address and contact information of the staff member when they are telecommuting
  • Work schedule of the arrangement
  • Details of the arrangement, including how critical work will be completed

Managers are encouraged to allow staff members to work remotely whenever appropriate. When working remotely is not possible due to the nature of a staff member's job or personal situation, we urge supervisors to be as flexible as possible in seeking alternative flexible work arrangements or techniques to allow for social distancing.  Special consideration should be given to staff who may have underlying health conditions (or need to care for someone with underlying health conditions) that may put them at greater risk for serious health consequences should they contract the COVID-19 and for those who have new dependent care needs as a result of the COVID-19.

View the Considerations for Success section of the University’s Flexible Work Arrangements (“FWA”) for more guidance.  A staff member who seeks to remain at home, but whose role does not allow for an FWA arrangement, must submit to their supervisor a request for vacation, and if approved, utilize benefit time to cover their absence.

We should actively encourage sick faculty and staff to stay/go home.

If a faculty and staff member feels sick with fever, cough, or difficulty breathing, and have been in close contact with a person known to have COVID-19, or if they have recently traveled from an area with ongoing spread of COVID-19, they should not be at work and they should contact their Primary Care Physician.

A faculty or staff member’s Primary Care Physician will work with the state’s public health department and CDC to determine if a faculty or staff member needs to be tested for COVID-19.

Eligible non-exempt staff who have exhausted their full annual allotment of paid sick days (i.e., six days or pro-rated portion for new hires and eligible part-time staff members) should take additional sick days at a reduced rate, at approximately two-thirds full pay.  Union staff members are governed by the terms of their collective bargaining agreement and should contact the Labor Relations Team with questions.

At a minimum:

  • Ensure that you have current contact numbers for all critical staff.
  • Ensure that members of your team have updated their emergency contact details in MySlice.
  • Discuss with your leadership team, and identify staff who can and/or must work from home in the event that the University needs to limit access to Campus. Plan for disruptions that could be short-term (i.e. up to one week); medium-term (i.e. up to one month); and long-term (i.e. more than one month). Anticipate how you will ensure business continuity of your critical and non-critical functions during that time, including providing educational services for students.
  • Identify staff who have been assigned university laptops and ensure that they can access university systems.
  • For staff who have not been assigned a university laptop, have them test whether they can remotely access university systems using their personal devices. If they cannot currently do so, work with IT to devise a solution.
  • Identify information/forms/systems that your staff need to operate if working remotely (i.e. not on campus)
  • Set clear expectations for all.

  • Contact your Senior HR Business Partners
  • Senior Vice President and Chief Human Resource Officer, Andrew Gordon: 315.741.1618
  • HR Shared Services: hrservice@syr.edu or 315.443.4042
  • Carebridge Faculty and Staff Assistance Program: Licensed, credentialed counselors are available 24 hours a day, 7 days a week, 365 days a year by calling 800.437.0911.
  • Excellus BCBS: select.dedicated@excellus.com or 800.493.0318 (TTY: 800.662.1220)
  • OptumRx: 866.854.2945 (TTY: 711)
  • Excellus 24/7 Nurse Call Line for faculty or staff with University medical coverage: 800.493.0918 (TTY: 800.662.1220)


Time and Leave

In response to COVID-19, most of the University’s faculty and staff have transitioned to working remotely instead of reporting to the University campus.  However, working in a home setting is not equivalent to taking time off from work, and it is important for good health to take time away from work. Engaging in self-care and activities outside of work responsibilities remain an important priority. Accordingly, even though COVID-19 has limited our ability to travel, we should still take time in an effort to foster overall wellbeing, mind, body and spirit.  With this in mind, all benefits-eligible staff are strongly encouraged to utilize their accrued vacation time prior to the end of the current fiscal year.  Per our current policy guidelines, accrued vacation time must be used by June 30th and may not be reimbursed or carried forward to the next fiscal year. Staff should work directly with their supervisor to schedule time off from work to relax, refresh, and reset with the understanding that it may not be possible to take a large number of days in June.   Union employees should also refer to the terms of the applicable collective bargaining agreement for additional information regarding the use of vacation time.

Faculty and staff who are directed by a health care professional to self-quarantine due to suspected COVID-19 exposure will not be required to use their personal sick leave during the self-quarantine period. We do this so that those who are directed to self-isolate or quarantine by a health care professional can do so without concern about their sick leave or pay. If you have questions about this policy, contact HR Shared Services at 315.443.4042 or hrservice@syr.edu.

The University provides paid sick leave for benefits eligible faculty and staff. We will continue to monitor the evolving circumstances and evaluate whether modifications to our existing leave policies are necessary to continue to support our staff.  The existing policies are as follows:

Exempt Staff:

Sick Time - Benefits eligible exempt staff do not have a set number of sick days. They may take up to five (5) consecutive days of sick time before moving to Salary Continuation.   Additionally, exempt staff may take sick time to care for a sick family member in the same manner as for personal illness up to five (5) consecutive days.

Non-Exempt Staff:

Sick Time - Each fiscal year, all active benefits eligible non-exempt staff members are credited with six paid sick days (pro-rated in the case of eligible part-time staff) that may be taken during the fiscal year. These six days are intended to be used for personal or family illness. Eligible staff members who have exhausted their full annual allotment of paid sick days may take additional sick days at a reduced rate, at approximately two-thirds full pay. Union staff members are governed by the terms of their collective bargaining agreement and should contact the Labor Relations Team with questions.

We should actively encourage sick faculty and staff to stay/go home.

While faculty and staff should consult their Primary Care Physician, the CDC recommends that faculty and staff who have symptoms of acute respiratory illness stay home and not come to work until they are free of fever (100.4° F /37.8° C), signs of a fever, and any other symptoms for at least 24 hours, without the use of fever-reducing or other symptom-altering medicines (e.g. cough suppressants).

If a faculty or staff member feels sick with fever, cough, or difficulty breathing, and

has been in close contact with a person known to have COVID-19, or if they have recently traveled from an area with ongoing spread of COVID-19, they should not be at work and they should contact their Primary Care Physician.

A faculty or staff member’s Primary Care Physician will work with the state’s public health department and CDC to determine if a faculty or staff member needs to be tested for COVID-19.

Faculty and staff should use the applicable sick, reduced sick, disability or other accrual time available to them.

We should actively encourage sick faculty and staff to stay/go home.

If a faculty and staff member feels sick with fever, cough, or difficulty breathing, and have been in close contact with a person known to have COVID-19, or if they have recently traveled from an area with ongoing spread of COVID-19, they should not be at work and they should contact their Primary Care Physician.

A faculty or staff member’s Primary Care Physician will work with the state’s public health department and CDC to determine if a faculty or staff member needs to be tested for COVID-19.

Eligible non-exempt staff who have exhausted their full annual allotment of paid sick days (i.e., six days or pro-rated portion for new hires and eligible part-time staff members) should take additional sick days at a reduced rate, at approximately two-thirds full pay.  Union staff members are governed by the terms of their collective bargaining agreement and should contact the Labor Relations Team with questions.

The University and its faculty and staff have the rights and responsibilities established by the Family and Medical Leave Act (FMLA). Under FMLA, eligible faculty and staff are entitled to take an unpaid leave for the reasons that include a serious health condition that makes the staff member unable to perform his or her job and to care for a spouse, child, or parent who has a serious health condition.

Additionally, the University provides eligible faculty and staff with the ability to take a paid leave of absence for reasons including short term disability under the University’s Disability and Salary Continuation Benefits and for eligible staff to care for a sick family member under New York Paid Family Leave. If someone is unable to work because they have been diagnosed with the COVID-19, or they need to care for a family member who has been diagnosed with the COVID-19, their eligibility to receive benefits would follow the terms set by these leaves.



Flexible Work Arrangements

Supervisors will be asked to discuss the flexible work options with the staff member to determine the most appropriate and productive arrangement.  The supervisor should then get approval from the dean of their school/college, the senior leader of their administrative unit, or their delegate.  The supervisor or their delegate will then document the arrangement using the following online tool.

The following information will be required to document the Flexible Work Arrangement (FWA):

  • Name, SUID, Title, and Department of the staff member
  • Begin and End Date of the FWA
  • Physical address and contact information of the staff member when they are telecommuting
  • Work schedule of the arrangement
  • Details of the arrangement, including how critical work will be completed

Managers are encouraged to allow staff members to work remotely whenever appropriate. When working remotely is not possible due to the nature of a staff member's job or personal situation, we urge supervisors to be as flexible as possible in seeking alternative flexible work arrangements or techniques to allow for social distancing.  Special consideration should be given to staff who may have underlying health conditions (or need to care for someone with underlying health conditions) that may put them at greater risk for serious health consequences should they contract the COVID-19 and for those who have new dependent care needs as a result of the COVID-19.

View the Considerations for Success section of the University’s Flexible Work Arrangements (“FWA”) for more guidance.  A staff member who seeks to remain at home, but whose role does not allow for an FWA arrangement, must submit to their supervisor a request for vacation, and if approved, utilize benefit time to cover their absence.



Travel

Yes. As the COVID-19 pandemic continues, the University continues to encourage faculty and staff to cancel or postpone any planned or proposed non-essential travel to minimize risk of exposure to COVID-19. However, If faculty or staff travel outside of the Central New York region, they may be required to submit to a COVID-19 test, and provide proof of having tested negative, prior to being allowed to return to work. Alternatively, if the individual’s job function would allow them to maintain their productivity while working remotely, they may self-isolate for 14 days immediately following return from travel, and explore a flexible work arrangement for the period of isolation. If the individual does not submit to a COVID-19 test (and test negative) immediately following return from their travel, and instead chooses to self-isolate for 14 days, if their position is such that they are unable to work remotely, the individual will be required to use benefit time to cover their absence.

Given the current situation, University business travel outside of the Syracuse area is not permitted at this time. We ask faculty and staff who are travelling outside of the Central New York region (defined as the counties of Cayuga, Cortland, Madison, Onondaga, and Oswego) for personal purposes to exercise caution and adhere to the advice and guidance of public health professionals including the Center for Disease Control (CDC), the NYS Public Health and Onondaga Public Health.

The University does not have the authority to prohibit faculty or staff from personal travel during this global pandemic (as declared by the World Health Organization). However, the supervisor should do the following:

  1. Ask the faculty or staff member to voluntarily share the locations to which they plan to travel.
  2. Share the travel information with HR Shared Services, or your HR Business Partner, or a Labor Relations Team Member, as well as with Seth Tucker, Director of International and Domestic Travel Safety and Support, to ensure that the appropriate people are aware of the potential risks.
  3. Strongly (but politely) encourage the faculty or staff member to adhere to state department and CDC warnings and/or travel guidance.
  4. Advise the faculty or staff member that if they are travelling to an area or areas designated as high risk for coronavirus contamination by the state department and/or CDC, they may be asked to self-quarantine for 14 days before being allowed to return to work. Additionally, the faculty or staff member will need to use benefit time to cover their period in quarantine, unless their job allows for a flexible work arrangement (FWA) and the faculty or staff member is physically able to work during the quarantine period.

The supervisor should:

  1. Ask the faculty or staff member to voluntarily share the locations to which the person has traveled (or will travel).
  2. Share the travel information with HR Shared Services, or your HR Business Partner, or a Labor Relations Team Member, as well as with Seth Tucker, Director of International and Domestic Travel Safety and Support, to ensure that the appropriate people are aware of the potential risks.
  3. Advise the faculty or staff member that if the person has traveled (or will be travelling) to an area or areas designated as high risk by the CDC or state department for coronavirus contamination, the faculty or staff member may be required to self-quarantine for 14 days following in-person interaction with the traveler. Additionally, the faculty or staff member will need to use benefit time to cover their period in quarantine, unless their job allows for a flexible work arrangement (FWA) and the faculty or staff member is physically able to work during the quarantine period.