Guidelines for Staff Telecommuting & Emergency Pay

 Effective March 16, 2020 through May 8, 2020 (may be adjusted as needed)

Salt Lake Community College has enacted the following guidelines for full and part-time staff members through May 8, 2020. These guidelines for supervisors and employees aid them in determining telecommuting options and when to use emergency pay. Information on how to engage in effective telecommuting is in the SLCC telecommuting tool kit. Any questions should be directed to HR@slcc.edu.

Updated: Emergency Pay Guidlines revised 03/30/2020

 

Telecommuting Guidelines:

All employees are encouraged to telecommute to the extent reasonable.

If the employee can fulfill the basic job requirements remotely, the supervisor and employee should develop a telecommuting plan using the telecommuting tool kit on the HR website. The extent of telecommuting may depend on whether the employee is part of a department or function that must remain operating on campus through May 8. Employees may also do online or remote professional development during this time.

If telecommuting is not feasible, supervisors should consider temporary assignments which may be outside the current job description which could be performed remotely.

If the employee is physically able and if they have the knowledge and skills to support a different function which would allow them to work remotely, this change in assignment should be made. The extent of telecommuting may depend on whether the employee is part of a department or function that must remain operating on campus.

If the employee is healthy, is not in an at-risk population, and does not need to quarantine due to potential exposure to COVID-19, and they work in a department or function which cannot be performed remotely, we ask that they continue to come to work.

Required on campus assignments are determined by each cabinet member. While at work employees should practice social distancing and preventative measures (washing hands, not touching eyes and mouth, etc). Where possible supervisors and employees should build telecommuting plans to accommodate any portions of the job that can be done remotely.  If you are unsure of your status, please talk to your supervisor and seek guidance through the department/division supervisors.

 

Emergency Pay Due to Covid-19 Guidelines (updated)

Current as of March 30, 2020

On March 16, President Huftalin authorized Emergency Pay for our employees in her President’s Message here.  On March 27, Governor Herbert also issued a directive and the College supports our Governor’s directive, which asks our employees who are high-risk to stay home;  the College also supports those caring for those who are high risk and are unable to telecommute.

  • If you are healthy, not in an at-risk population, do not need to quarantine due to potential exposure to COVID-19, and you work in a department or function which has a mandatory on-campus function, we ask that you continue to come to work. The provost and vice presidents will work with their senior leaders to determine mandatory on-campus departments and personnel. All employees coming to campus should follow CDC guidelines (limiting contact, washing hands, keeping surfaces clean, etc.).
  • If you are healthy and can telecommute, please do so. For support in setting up a telecommuting plan, please use the SLCC telecommuting tool kit.
  • If you are unable to work because of COVID-19, the college will provide you with emergency pay. The college will cover the average pay you would typically receive (details below).  The process for entering emergency pay is outlined below.
  • We will accommodate individual needs. If people are uncomfortable or anxious about coming to campus, supervisors should accommodate requests to stay home.

SLCC will refer to this as “Emergency Pay”

Full-time Employees


If a full-time employee is taking standard leave such as; vacation, jury duty, community engagement leave, etc., normal approval and reporting procedures apply.  Standard medical appointments or scheduled medical procedures, should be reported using regular sick leave.   If a full-time employee is experiencing one of the items listed in the Families First Coronavirus Response Act; as above, please submit your time through the Banner timesheet under “Emergency Pay FT”, as highlighted in yellow below.  Submitting Emergency Pay does not reduce an employee’s sick leave balance.  Supervisors will continue to approve leave as normally done.  Below is a sample timesheet:

emergency-pay-timesheet-ft2.png

Part-time Employees

Part-time employees who are sick, taking care others, and work in a department or function which cannot be performed remotely, will qualify for emergency pay.

Adjunct Faculty who have a Teaching Agreement will not need to submit any time but will be paid through the normal payroll process for the term of the agreement, including hourly adjunct.

Part-time hourly employees:

  1. If a part-time hourly employee is experiencing one of the items listed in the Families First Coronavirus Response Act; as above, then part-time employees should submit their hours under “Emergency Pay PT” on their timesheet through Banner, as highlighted in yellow below.
  2. Part-time hourly employees who are doing regular work either at home through telecommuting or on campus, these are regular work hours and are submitted as normal under your regular earnings (part time, student, work-study) through your timesheet.
Supervisors will verify the hours entered, when they approve time.  Part-time employee hours should not be less than would normally be worked per payroll period.  Hours should not be more than normal unless additional hours are granted by the supervisor up to College limits.  If a part-time employee is ending their employment at the College, please process the standard separation Personnel Action Form (PAF).  Below is a sample timesheet:

emergency-pay-time-sheet-pt.png

For all employees, please communicate with your supervisor regarding your work schedule and status. If there are questions that are not covered in this document, please email HR@slcc.edu.

Thank you for living our values

The health and safety of our College community, their families, and our community are our top priorities. We hope this guidance will help you to make the best decisions to support the health and safety of our College community and continue to support our students in the best ways possible. As a College community, we will trust each other, act with integrity, practice collaboration, and strive for innovation together. Thank you for all you do!