Working Through COVID-19

Human Resources is committed to the health and safety of all staff and faculty and is working to meet the public health challenge presented by the COVID-19 virus.

Review the resources below for information on HR and University services. For university-wide updates, visit

For additional questions, call 310 338 2723.

Stay Healthy & Safe!
Human Resources

  • As faculty and staff ("employees”) return to work in the wake of the 2019 novel coronavirus disease (COVID-19) pandemic, Loyola Marymount University (University) wants to inform employees of its continued commitment to maintaining a safe and healthy workplace, and of the additional measures taken to protect students, employees, families, and community members at-large from the spread of COVID-19. Below, you will find a comprehensive Safe at Work Plan, Policies and Training: 

    For any additional questions and/or guidance, you may also reach out to LMU HR at

  • Working Remote

    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 uninterrupted and continue pursuant to your contract.

    Essential Staff Members

    Management through the Continuity of Operations Plans (COOP) has 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 partial 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 remotely. Please refer to the Remote Work Guidelines for Managers. All staff approved to work remotely, 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

    • Name
    • Department
    • Position
    • Exempt or non-exempt
    • Timeframe approved to work remotely
    • Number of days per week approved to work/number of hours per day approved
    • Acknowledgment 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
    Federal & State Employment Notices



    Ivana Hazboun
    Academic Affairs, Administration, Athletics, Facilities Management, Loyola Law School, President's Office, Student Affairs, and University Advancement

    Disa Jean-Pierre

    Janet Lindsay
    All Faculty

  • For LMU employees who held a COVID Leave balance as of December 31, 2022, the remaining balance hours will roll over and can be used through February 28, 2023.  This time may be used in the event that you contract COVID-19 and need to isolate, for medical appointments related to COVID-19, including vaccinations, or to care for an immediate family member who is impacted by COVID-19.  This time is available and tracked in Workday. For additional information, please contact Human Resources at

    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

  • Coronavirus Aid, Relief and Economic Security Act (CARES ACT) 

    In response to the unique challenges we are facing due to the coronavirus pandemic, the Coronavirus Aid, Relief, and Economic Security Act (CARES Act) were signed into federal law on March 27, 2020. The CARES Act provides relief for U.S. workers affected by the coronavirus. If you or a family member have been affected by the coronavirus, you may qualify for relief. 

    CARES ACT Information


    Health Coverage


    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


    Workers' Compensation


    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 its team of Retirement Planning Consultants (RPCs). Engaging with and educating our faculty/staff members about retirement planning and general financial wellness is crucial for your financial future. Transamerica is well-equipped to handle education virtually – that is, by phone appointments and webinars (live or recorded).

    Angela Horvat
    Retirement Planning Consultant 
    Loyola Marymount University
    o:310-338-5316 | Customer Care Team: 800-755-5801|  


    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/faculty who 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.



    Beverly Clayton
    General Benefits Questions and Tuition Remission

    Wendy Maximo
    Staff Leave of Absence and Work Accommodations

    Tracie Montgomery
    Worker’s Compensation and Post-Retiree Benefits

    Deep Malik
    Faculty Leave of Absence and Work Accommodations



    Ergonomics Stretches

    Setting Up Your Work Station



    Is your chair providing enough support?  Find a posture that allows you to see the screen while sitting back in a way that provides lower back support. You might find it's similar to sitting in the driver's seat of a car, slightly leaning back.  If your chair doesn’t allow you to rock back, try a cushion, pillow or towel behind your lower back.

    Support Options:

    Chair Options:

    • Leap Chair by Steelcase
      If you are used to a padded chair in the office you may want to try the Leap Chair by Steelcase (proven to be most popular for various body types)

    • Aeron Chair by Herman Miller
      If you are used to the mesh chair you have at work, chances are you have the Aeron Chair by Herman Miller

    Are you using a laptop for long extended periods of time?  A laptop riser, an external keyboard and mouse may help. 

    Is your monitor too low (chin is not parallel to ground)? Using books to raise the monitor to a comfortable eye level, one that keeps your head and neck in that neutral, stacked position.


    Disclaimer: All of the above are recommended at LMU. However, it is important to note that every body is unique and there is no such thing as a “one size fits all”. The options above have been compiled in relation to what you may be most accustomed to in your at-work office set up (and not your actual fit in your at-home office). Please carefully read the return policy with any ergonomic equipment you buy and test.

  • As the ongoing COVID-19 crisis develops, continue to check here for the latest Updates.

    9.9.2020 CA COVID-19 Supplemental Paid Sick Leave for Non-Food Sector Employees - CA COVID-19 Supplemental Paid Sick Leave for Non-Food Sector Employees

    4.13.2020 Update to COVID Leave Pay - Community Advisory

    3.26.2020 Faculty & Staff Remain Home Through March 11 with Extended COVID Leave PayCommunity Advisory 

    3.20.2020 Payroll UpdateCommunity Advisory 

    3.14.2020 Faculty & Staff Remote Work - Community Advisory

Additional Resources

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.

For any additional questions and/or guidance, you may also reach out to LMU HR at