Employment Resources
Working Beyond COVID-19
Daily Activities, Going out and Small Gatherings:
The 新澳门六合彩内幕信息Official Page for Coronavirus Updates and Resources provides the University's guidance on the following:
- Vaccines
- COVID-19 Cases, Exposure and Symptom Reporting
- Isolation and Quarantine
- Testing
- International Travel
Guidance on Taking Leave
Employees who are sick should not come to work on campus. An employee who is exhibiting symptoms of illness should not come to work. Employees are encouraged to work with their supervisors to determine if a remote work assignment is possible. Employees are eligible to use their 新澳门六合彩内幕信息leave benefits (i.e., special, overtime, sick, annual leave and personal holiday) when they are sick to remain in a paid status.
A supervisor may require after three (3) full or partial days of absence for medical reasons (consecutive or non-consecutive days) in any 30 calendar day period, to provide documentation from a health care provider before any additional absence for medical reasons will be approved.
If COVID meets the criteria for a serious health condition, FMLA and sick leave pool hours may be applied as appropriate.
Leave for Self-Isolation
When an employee tests positive for COVID-19, the supervisor may provide a remote paid working assignment, as applicable. If a remote paid working assignment is not applicable, the supervisor may approve leave in accordance with 新澳门六合彩内幕信息Attendance and Leave policies.
Instructions: Applying for Leave Usage for COVID-19
1. The employee should submit to their supervisor/departmental leave coordinator supporting documentation which may include a COVID-19 positive test results from a physician/medical facility or documentation from a healthcare provider. Home test results will not be accepted.
2. Departmental leave coordinator/employee will enter leave request in ALT.
3. Departmental leave coordinator will place supporting documentation in the employee鈥檚 leave file.
The COVID-19 Administrative Leave program has expired.
Please note: The COVID-19 Administrative Leave program that was previously available expired May 6, 2022.
Please visit USF's official Coronavirus Information page for the most updated COVID-19 exposure, or symptom reporting and isolation procedures.
What should I do if I've been exposed to or have a confirmed case of COVID-19?
It remains the case that employees who have been diagnosed with COVID-19 or directed to self-isolate should not be on campus. Such employees should continue to follow the directions of their healthcare providers and may use accrued leave, if available.
Working Remotely
Employees should continue to work remotely if approved. If in the judgment of University
management duties can be performed remotely while still meeting the University鈥檚 mission,
then the employee should be permitted to do so/continue to do so.
What is the procedure for employees who cannot work remotely, but have challenges in returning to campus?
If in the judgment of University management an employee鈥檚 duties cannot be performed remotely while still meeting University鈥檚 mission; then the workplace outcome depends on the reason the employee is unable to return to campus, as described in the following sequential order.
i. Disability: If the employee is limited in returning to campus because of a disability or medical
condition, then the employee should consult with Division of Human Resources
(鈥淒HR鈥�) to review available options for reasonable accommodations under the Americans
with Disability Act (鈥淎DA鈥�) or the possibility of leave under the Family Medical Leave
Act (鈥淔MLA鈥�), including expanded federal eligibility for leave. The supervisor should
not be the primary contact for ADA and FMLA matters, but rather should refer the employee
and any healthcare information to DHR.
ii. Health conditions and dependent/elder care: If the employee is limited in returning to campus because of dependent/elder care obligations, then the employee should consult with DHR regarding FMLA leave, including expanded federal eligibility for leave for dependent care. The supervisor should not be the primary contact for FMLA matters, but rather should refer the employee and any dependent/elder care information to Central HR.
iii. General risk profile: If the employee is limited in returning to campus due to the employee鈥檚 risk profile
based on CDC guidance, then the employee and supervisor should explore options to
adjust the work environment to support the employee鈥檚 return to on-campus work, such
as: flexible work schedules; alternating days in the workplace with days of remote
work; hybrid performance of duties with telecommuting and in person work functions
(i.e. faculty providing remote lectures with carefully managed in person labs); temporary
reassignment; staggered start and end times to limit number of employees arriving
or departing at the same time.
However, presenting one or more risk factors does not necessarily equate to a disability
under the ADA that would be a basis to provide a reasonable accommodation (i.e. being
65 is not a disability).
iv. General concerns: If the employee is limited in returning to work due to generalized
concerns unrelated to the employee鈥檚 own health or dependent/elder care circumstances,
then regular University leave and assignment policies apply.
Additional Resources for Working Remotely
For more information about flexible work arrangements, visit HR's "Safe Return/Future of Work" site. The Safe Return site provides resources such as flexible work assessments, policies, agreements, trainings and more.
USF provides employees with free access to LinkedIn Learning courses online. Visit a curated list of topics dealing with post-COVID well-being and remote work here.
Life & Personal Help
Our Employee Assistance Program (EAP), provided by Magellan Health provides free support and assistance for a variety of concerns. Some of the recent resources deal with emotional and financial challenges by offering online webinars, tip sheets, articles, discounts and personal assistance finding services. For specific COVID-19 tips sheets, click here.
Access LifeMart's Discount Center through our EAP program at for a variety discounts. Click here for instructions on navigating to the Discount Center.
Access LifeCare's "We Can Help" program at for personalized assistance in variety of areas. For example, they can help find childcare, pet care and elderly care. Click here for instructions on navigating to the LifeCare resource page. The "We Can Help" program is located under the "Coronavirus Curated Collection" block.
Contacting Human Resources
For general questions, please call 813-974-2970 or email your questions directly to the teams below.
Benefits: benefits@usf.edu
New Hire Paperwork/Orientation: rightstart@usf.edu
Employee Relations: employee-relations@usf.edu
Classification and Compensation: classcomp@usf.edu
FMLA: fmla@usf.edu
Data Center: employmentcenter@usf.edu
Accommodations/ADA: hr-ada-request@usf.edu
Leave and Attendance: leaveadmin@usf.edu
Background/Drug Screens: hr-usfcareershelp@usf.edu
Recruitment: hr-usfcareershelp@usf.edu
Learning and Talent Development: training@usf.edu Personnel Records/Employment Verifications: hr-records@usf.edu
Additional Resources
The 新澳门六合彩内幕信息Official Page for Coronavirus Updates and Resources provides the University's guidance on the following:
- Vaccines
- COVID-19 Cases, Exposure and Symptom Reporting
- Isolation and Quarantine
- Testing
- International Travel
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