Posted 8:16 a.m. Friday, Aug. 20, 2021
As UW-La Crosse employees ready for a return to campus this fall, here are a few updates regarding the University and University System's response to COVID-19.
UW-La Crosse continues to encourage supervisors and employees to consider flexibility - when appropriate - as the university prepares to return to campus for the fall. For updated guidance for employees on areas not covered in this posting, please visit: https://www.uwlax.edu/info/covid-19/
COVID-19 Leave & Time Off
As communicated to campus in the spring, COVID-19 Emergency Leave and Emergency Family Medical Leave benefits have expired. Employees may continue to request Family/Medical Leave or other leaves of absence using existing options. For a listing of leave options, please visit: https://www.wisconsin.edu/ohrwd/benefits/leave/
COVID-19 Testing Requirements
All required employee testing has concluded. However, UWL continues to strongly encourage unvaccinated or symptomatic employees to test for COVID-19. For information on testing, visit: https://www.doineedacovid19test.com/
Showing Symptoms of COVID-19
Employees who are symptomatic with COVID-19 or other symptoms of illness need to stay home. Eligible employees may utilize leave benefits, or if the employee is able, remote work can be approved while they quarantine/recover.
Support or care for others in your immediate family
UWL supports supervisors in considering flexible or remote work options, when appropriate, in cases where an employee may need to be away from the workplace to care for an ill family member or provide childcare for their child who requires isolation or quarantine. It is also important that employees work collaboratively and quickly in communicating their circumstances and changes in their work arrangements to their supervisors so continuity of operations can be quickly established.
Employees who must care for family members, (i.e. partner, children, parents, etc.), may work with their supervisor to seek approval to work remotely during the isolation/quarantine period, or until their family member has returned to good health. In these circumstances, supervisors should ensure the employee can complete required work assignments and be agreed upon work hours to respond to requests. Should leave need to be extended beyond the isolation/quarantine period, other leave options or work arrangements must be explored.
Employees who may not be able to work remotely may utilize available leave time, or if appropriate Family Medical Leave or other Leaves of Absence benefits.
Remote or Flexible Work Arrangements
While UW-La Crosse continues to encourage flexibility, when appropriate, it is important to note that all remote work or telecommuting arrangements are now exclusively managed through the UW System Administrative Policy 1228 on telecommuting. Employees are expected to be on-site to ready the campus for the fall semester, however, in some situations employees may work with their supervisors and division leadership to determine if their position would have the ability to work remotely. The request to work remotely requires approval by the supervisor, division leadership, Human Resources, and in some cases, UW System. For more information visit: https://www.uwlax.edu/human-resources/common-requests/common-requests-quick-links/telecommuting/
