Working Through COVID-19
Human Resources is committed to the health and safety of all staff and faculty and in an effort to meet the public health challenge presented by the COVID-19 virus, employees have been requested to stay home. This is in an effort to minimize the potential spread of the virus, reduce personal contact and to allow employees to care for dependents.
Review the resources below for information on HR and Payroll services continued operations. For university-wide updates, visit lmu.edu/coronoavirus.
For additional questions, email email@example.com.
Stay Healthy & Safe!
Temporary remote work arrangements may be put into place in response to COVID-19 and to maintain business continuity of the University, while preserving pay for staff and faculty. Supervisors should review the guidelines for remote work and how to access ITS support services. Non-Exempt and Exempt staff approved to work remote will be required to sign a Remote Work Agreement.
Full-time and part-time faculty will work remotely providing online instruction for the rest of the Spring semester. Pay will be uninterupted and continue pursuant to your contract.
Essential Staff Members
Management through the Continuity of Operations Plans (COOP) have identified "essential employees" who will be required to work all if not some portion of their time on campus. This includes, but is not limited to, staff in student affairs, public safety, and facilities. Your supervisor will provide the details of your assignments.
All Other Staff Members
All other staff who have not been designated as "essential employees" will be directed in one of the following ways:
- To work from home full-time
- To work remotely a few days a week or parital days (days/hours not assigned to work should be entered into myTime as COVID Leave)
- Instructed to remain at home with no work (this time should be entered into myTime as COVID Leave)
Remote Work Request Instructions for Supervisors
There are many important factors to consider while deciding to approve a staff member working remote. Please refer to the Remote Work Guidelines for Managers. All staff approved to work remote, both non-exempt and exempt, will be required to sign a Remote Work Agreement.
Supervisors, for those staff members who have been approved to work remotely, please email the following information to firstname.lastname@example.org:
- Exempt or non-exempt
- Timeframe approved to work remotely
- Number of days per week approved to work/number of hours per day approved
- Acknowledgement that you have reviewed the document Remote Work Guidelines for Managers
- Non-exempt staff members working remotely require Vice President or Dean approval. Please attach written email approval for non-exempt staff to your request to HR.
After the above information is received in full, HR will reach out to each staff member approved for remote work to coordinate getting a signed agreement from them.
Remote Work Guidelines for Managers
Remote Work Agreement for Exempt Staff Members
Remote Work Agreement for Non-Exempt Staff Members
Remote Work Expense Reimbursement Guidelines
Remote Work Expense Reimbursement Request Form - Staff
ITS Support - Keep Working Wherever You Are
Athletics, Student Affairs, University Advancement
Academic Affairs, Facilities Management, Loyola Law School and President's Office
Administration and Finance
Payroll will continue to be processed. Faculty, staff and student employees will be paid consistent with already established pay dates.
Staff should continue to complete timesheets in myTime. MyTime is accessible using a cell phone. Those staff members who do not have access to myTime, supervisors must record hours.
Exempt staff should enter COVID Leave - Westchester or COVID Leave - Law School for any day during the pay period for which they were normally scheduled to work and did not work, they were sick (enter sick pay) or were caring for a sick family memeber (enter sick pay).
Non-Exempt staff should enter COVID Leave - Westchester or COVID Leave - Law School for any scheduled hours during the pay period for which they were normally scheduled to work and did not work, they were sick (enter sick pay) or were caring for a sick family member (enter sick pay).
UPDATED as of 3/20/20
On Thursday evening (March 19), California, Los Angeles County, and the City of Los Angeles issued Stay at Home emergency orders. As a result Human Resources is updating the guidance previously issued.
We announced that there would be one last distribution of paper checks on Friday, March 27. This option is being canceled and there will be no distribution of paper checks from this date forward.
Available options for faculty, staff and students:
- Update mailing address
ADP Wisely Cards
A pay solution that helps staff members move to paperless pay. It provides a flexible paycard or reloadable account pay option. Easy for you to sign up for. See more information for the ADP Wisely Card
For any additional questions, email email@example.com
Anthem has eliminated the burden of additional costs for members in its affiliated health plans by providing coverage of the coronavirus screening test at no out-of-pocket-cost. Anthem also confirmed that prior authorization is not required for diagnostic services related to COVID-19 testing. Additional Anthem Information
Kaiser Permanente has eliminated the burden of additional costs for members. Additional Kaiser Information
If you are unable to do your usual job because you were exposed to and contracted COVID-19 during the regular course of your work, you may be eligible for workers' compensation benefits. If a faculty/staff member contracts COVID-19 while performing work functions, a workers' compensation claim can be submitted, which will go through the standard claim decision making process.
403 (b) Retirement Plan
Transamerica continues to provide support in relation to their in-person educational offering delivered by their team of Retirement Planning Consultants (RPCs). Engaging with and educating our faculty/staff members about retirement planning and general financial wellness is crucial for you financial future. Transamericais well-equipped to handle education virtually – that is, by phone appointments and webinars (live or recorded).
Leaves of Absence
FMLA protects eligible employees who are incapacitated by a serious health condition, or who are needed to care for covered family members who are incapacitated by a serious health condition. Leave for the purpose of avoiding exposure to the COVID-19 is not protected under the FMLA or CFRA. Staff/facultywho have tested positive for COVID-19 or are caring for a family member who has tested positive for COVID-19 may be eligible for Family Medical Rights Act (FMLA) or California Family Rights Act (CFRA). The EDD (Employment Development Department) has waived the one-week unpaid waiting period, so you can collect Disability Insurance (DI) benefits for the first week you are out of work. If you are eligible, the EDD (Employment Development Department)processes and issues payments within a few weeks of receiving a claim. Staff/faculty members can work with Human Resources to determine if they meet eligibility.
Worker’s Compensation and Post-Retiree Benefits
Faculty Leave of Absence and Work Accommodations
As the onging COVID-19 crisis develops, continue to check here for updates.
As information about COVID-19 develops, we encourage all staff to take care, stay informed and up to date. The health and safety of each employee is the top priority for the University. We will continue putting measures in place that prioritize the community's health.
- Self-Care - Employee Assistance Program (EAP)
- Stay Informed - Coronavirus Updates
- Be In The Know - LMU Alerts
For any additional questions and/or guidance, you may also reach out to LMU HR at firstname.lastname@example.org.