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University Updates on Coronavirus

Winston-Salem State University is closely monitoring the outbreak of a new coronavirus (COVID-19) and has activated our infectious disease response team. University leaders are in ongoing communication with local and state health departments and are monitoring guidance from the CDC. The ongoing concern of the university is for the health and safety of WSSU students, faculty, and staff.

As we work through the challenges that COVID-19 has presented to our community, we will continue to share guidance from the UNC System and communicate with you regularly. Also, please check our dedicated Coronavirus webpage as it is updated frequently. You should also monitor your email and official WSSU social media channels for the most accurate and timely information. The UNC System has issued new guidance for SHRA and EHRA non-faculty beginning June 1, 2020. This guidance will remain in effect until further notice.

COVID-19 Paid Administrative Leave and Other Leave Provisions for Permanent Employees

Note: While management will give every possible consideration to individual personal circumstances, management has the discretion to deny or defer special leave provisions (below) for mandatory employees whose presence is determined necessary to address urgent public health, public safety, or critical infrastructure needs.

  1. Employees who cannot telework because their position and duties cannot be performed remotely, and reasonable alternate remote work is not feasible or productive, may receive COVID-19 paid administrative leave at two-thirds of the employee’s pay for the scheduled hours they cannot telework.
  2. Employees who cannot work because they have eldercare needs due to COVID-19-related facility closings may receive COVID-19 paid administrative leave at two-thirds of the employee’s pay for the period of scheduled time they are unavailable due to providing elder care. This leave is provided equivalent to the same compensation rules and eligibility requirements applied to FFCRA for childcare.
  3. Employees may be allowed to use paid communicable disease "make-up" leave for childcare needs due to a school or childcare closing after all FFCRA leave benefits have been exhausted, or for eldercare needs after administrative leave has been exhausted. Employees will be able to use up to 80 hours of unearned leave. This leave must be made up within 24 months. Employees may apply accrued personal leave or paid time off to pay back the leave, or take leave without pay. Leave not made up within 24 months will be charged to available leave balance or deducted from employee pay. Employees and supervisors will be responsible for accurately reporting and tracking make-up leave.
  4. If more than one person in the household is a state employee, the employees are expected to work with their supervisors to determine how to allocate paid administrative leave to avoid inappropriate overlap of leave usage for childcare and eldercare needs.
  5. Employees who were on other pre-approved leave or are unavailable for reasons other than those provided above, must use available and applicable leave types, i.e., vacation leave, parental leave, bonus leave, compensatory time, or take leave without pay.
  6. Through December 31, 2020, employees may use accrued sick leave, vacation leave, and bonus leave interchangeably, regardless of the reason for the employee’s absence; however, paid leave cannot be used if otherwise prohibited by law or policy.

 

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