COVID-19 Updates See our Phoenix Forward page.

Leave Resources

The University of Wisconsin – Green Bay and the Office of Human Resources and Workforce Diversity are committed to providing a flexible working environment to facilitate employee work/life balance while still meeting operational needs. The policies and processes referenced on this page provide resources for employees to facilitate the exceptional needs they may have if they become infected, suspected, or exposed-close contact to COVID-19. These policies and processes also provide flexibilities given modifications in K12 school delivery, closures and reductions or capacity of day cares, and limits to other day services provided to assist care takers during the COVID-19 event.

Outside of these formal policies, if possible based upon departmental operations, supervisors are expected to allow employees options for remote work and/or flexible work schedules in order to accommodate childcare or caregiver responsibilities.

Definitions and applicability to the COVID-19 event:

COVID-19 Leave

Up to eighty (80) hours of COVID-19 leave (prorated by % FTE) has been made available to employees unable to perform their assigned duties for the period of May 2, 2020 through December 31, 2020 due to the COVID-19 pandemic. Any hours taken from April 1, 2020 to May 1, 2020 were counted against the available 80 hours.

Employees eligible to use COVID-19 leave include but not limited to:
  • Employees who are unable to perform their assigned duties due to the inability to work remotely 
  • Diagnoses of COVID-19 or experiencing symptoms of COVID-19 and seeking a diagnosis.
  • Care of an immediate family member who has a diagnosis of COVID-19 or is experiencing symptoms of COVID-19 and is seeking a diagnosis.
  • Care of an immediate family member subject to a quarantine or isolation order or who has been advised to self-quarantine.
  • Child/elder care due to school/day care closures.
  • Any employee experiencing any other substantially similar condition specified by the US Secretary of Health and Human Services in consultation with the US Secretary of the Treasury and the US Secretary of Labor.
COVID-19 leave may be used prior to using any other type of accrued leave. Find more information about COVID-19 leave and eligibility here.

COVID-19 Leave is entered on a timesheet for all employee groups. Log into the MyUW Portal and view the tipsheet on how to enter COVID-19 leave. A tipsheet for supervisors on how to approve COVID-19 leave can be found here.


Federal legislation was passed to expand the Family and Medical Leave Act. This expansion added a category of paid “public health emergency leave” to the existing FMLA regulations. A public health emergency is defined as “an employee is unable to work (or telework) due to a need for leave to care for the son or daughter under 18 years of age of such employee if the school or place of care has been closed, or the childcare provider of such son or daughter is unavailable, due to public health emergency.”

If your daycare or school is closed and you can telecommute during the closure, eFMLA may not apply. If your essential job duties do not make it possible to telecommute or telecommuting is not possible while providing care during the closure, you should apply for the expanded FMLA.

More information about this leave can be found here along with a tipsheet on how to apply. If you have questions or need help applying for eFMLA, please contact Human Resources or call 920-465-2390.


Should an employee be absent for more than five days in a row for medical reasons either for themselves or a covered family member, they should contact Human Resources to discuss their need for continued time away from work.


In certain situations, employees may be eligible to use FMLA if they are unable to work during the pandemic. If an employee or covered family member (spouse, domestic partner, child, or parent) has an underlying health condition or develops a serious health condition as a result of COVID-19, they may be able to use FMLA if they are unable to work. More information about FMLA can be found here.

If you have questions or need help applying for FMLA, please contact Human Resources or call 920-465-2390.

If an employee has questions about their particular circumstance, they are encouraged to discuss with their supervisor and/or contact Human Resources. Employees are not required to disclose medical conditions to their supervisor, and should contact Human Resources to discuss options for leave based upon specific conditions.