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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.
 
SYS 1200-07: Interim Sick Leave During Public Health Emergency
 
Sick leave may be used during a public health emergency that is related to the 2019 novel coronavirus pandemic, for temporary care of members of the immediate family, or a child to whom the employee stands in loco parentis as defined under 29 CFR s. 825.122(d)(3), for a limited period of time for a reason that is specifically related to the public health emergency. Such reasons may include when the individual requiring care has been exposed to a contagious disease which requires the individual’s confinement, or when the employee lacks needed child care because schools or other places of care are closed or unavailable as a result of the public health emergency. Use of sick leave for these purposes is limited to the period of time required for confinement, closure, or unavailability. This interim policy is currently scheduled to expire on June 30, 2021.

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.
 
SYS 1200-05: Interim Vacation, Compensatory Time and Personal Holiday Carryover
For faculty, academic staff and limited appointees, any unused vacation time carried over from fiscal year 2019 and/or fiscal year 2020 must be used by June 30, 2021.  Any personal holiday hours earned in fiscal year 2020 and carried over into fiscal year 2021 must be used by June 30, 2021 or they will be lost.
 
SYS 1200-06: Interim University Staff Vacation and Personal Holiday Carryover
For university staff, any unused vacation time carried over from calendar year 2019 and/or calendar year 2020 must be used by December 31, 2021.  Any personal holiday hours earned in calendar year 2020 and carried over into fiscal year 2021 must be used by December 31, 2021 or they will be lost.
 
FMLA:
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.

COVID-19 Leave
Up to eighty (80) hours of COVID-19 leave (prorated by % FTE) was 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. COVID-19 leave expired as of December 31, 2020.

EFMLA
Federal legislation was passed in 2020 which expanded the Family and Medical Leave Act to include a category of paid “public health emergency leave” to the existing FMLA regulations directly related to the need for leave to care for a child due to school or daycare closure. The provisions under the expanded FMLA expired as of December 31, 2020.

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.