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What if I'm required to self isolate?

Employees must go through a 14-day self-observation period if they: 

  • have symptoms of COVID-19
  • have been in contact with someone diagnosed with COVID-19
  • have returned recently from international travel

Employees should work with their supervisors to determine the most efficient use of remote work conditions in order to work from home during self isolation. Employees working remotely for the purpose of COVID-19 self-observation are exempt from completing the normal Flexible Work Arrangement forms and training.

Employees who are unable to work remotely can claim “emergency leave” time with the approval of their supervisor. Use the “EMG” leave type in eLeave until March 27.

After March 27 all employees under 14-day self-observation and who cannot work remotely must use vacation or sick time until the observation period ends.

This requirement includes employees who began the 14-day self-observation prior to March 27. For example, an employee who begins self-observation March 23 could claim paid emergency leave through March 27, but then would need to use sick or vacation time for the remaining workdays missed until the end of the observation period. Employees who may lack enough vacation or sick time should communicate with their HR representative to identify other options.

What if I contract COVID-19?

Potential COVID-19 symptoms include fever, cough, and shortness of breath. If you feel like you are developing symptoms, call your doctor. Emergency warning signs include:

  • Difficulty breathing or shortness of breath
  • Persistent pain or pressure in the chest
  • New confusion or inability to respond
  • Bluish lips or face

Blue Cross Blue Shield will not require preauthorization and will not apply members’ copays or deductibles for testing to diagnose COVID-19 when medically necessary and consistent with CDC guidelines. More information

Do not come into work if you test positive for COVID-19.

Follow your health care providors instructions. Notify your immediate supervisor and contact HR at 940-565-2281 and via email at to discuss your medical situation, sick leave, and the return-to-work process.

You must be must be fever- and symptom-free in order to return to work. Contact HR and provide a copy of your health care providers return-to-work approval before returning to work.

What can I use the Family and Medical Leave Act (FMLA) for?

FMLA is used for your own or a family member who has a serious health condition, which includes COVID-19.

According to UNT System Administative Policy 03.609 Sick Leave, immediate family is defined as:

  • individuals who reside in the same household and are related by kinship, adoption or marriage
  • foster children certified by the Texas Department of Protective and Regulatory Services
  • minor children of the employee, whether or not living in the same household, will be considered immediate family for purposes of sick leave.

You can not use FMLA as part of an effort of avoid contracting COVID-19; please discuss remote working with your supervisor.

What do I need to do if I am out sick from something other than COVID-19?

If you are sick with something other than COVID-19, you must use the same approach as before: notify your supervisor, stay home until you are well, use sick leave and FMLA as appropriate. If you are unable to provide a release to return to work due to limited medical resources, please work with your campus Human Resource Office and your supervisor in order to return to work. 

What can I do if I am affected by school or childcare closures?

Employees can not bring their children into work with them.  Remote work is not a substitute for child care.  However, your supervisor may allow you to remote work provided that your productivity and quality of work is not affected.  If you are unable to work effectively from home, you may use vacation or comp time off. 

As a supervisor, should I allow my employees to remote work?

In situations where work can be performed at home, we recommend supervisors allow remote workings in order to contribute towards efforts to flatten the curve.  Please submit to a list of employee names who will be temporarily remote working. This includes employees who already have a remote working agreement that needs to be increased temporarily.