University of Idaho - I Banner
A student works at a computer

VandalStar

U of I's web-based retention and advising tool provides an efficient way to guide and support students on their road to graduation. Login to VandalStar.

COVID-19 Time Reporting Checklist and Instructions

Last Updated: April 3, 2020

  1. Did you work the entirety of the pay period at your regular work site?
    1. Yes – fill out a time card in the regular fashion. Exempt employees do not need to fill out a timecard.
    2. No – continue.
  2. Did you work some or all of the pay period remotely?
    1. Yes –
      1. For any portion worked at your regular work site, standard reporting is done.
      2. For the portion of the pay period worked remotely, a time entry must be made using the earning line COVID-19 Telework. This is a necessary new step to track telework in anticipation of applying for federal funding, should it become available.
        1. Classified employees report actual hours worked remotely using the COVID-19 Telework code.
        2. For exempt employees and faculty who generally do not report time worked, you must still report time worked remotely, up to 80 hours per pay period, under the COVID-19 Telework code. Do not report additional remote working in excess of the maximum. The report does not impact the amount of salary paid to an exempt employee.
    2. No – continue.
  3. For any time that you did not work, were you taking approved annual leave or regular U of I sick leave not related to COVID-19?
    1. Yes – fill out your time card accordingly and go no further in this checklist.
    2. No – continue.
  4. For any time that you did not work, were you taking approved Family Medical Leave not related to COVID-19?
    1. Yes – fill out your time card accordingly and go no further in this checklist.
    2. No – continue.
  5. If you were unable to work or telework prior to April 1 due to COVID-19, you must first use any available sick leave. If you do not have sufficient sick leave to cover the time off from work, contact COVID-19-tracking@uidaho.edu for guidance.
  6. The following items address absence from work for reasons related to COVID-19 occurring on or after April 1, 2020.
    1. You were subject to a Federal, State, or local quarantine or isolation order related to COVID-19 and you were unable to work remotely or otherwise from your place of quarantine or isolation. (see explanations below) – if so, skip to Paid Sick Leave below.

      This means any of a broad range of governmental orders, including orders that advise some or all citizens to shelter in place, stay at home, quarantine or otherwise restrict mobility. 

      OR

    2. You were advised by a healthcare provider to self-quarantine due to concerns related to COVID-19 and you were unable to work remotely or otherwise from the site of self-quarantine. (see explanations below) – if so, skip to Paid Sick Leave below.

      The healthcare provider’s advice must be based on the provider’s belief that:

      1. You have COVID-19;
      2. You may have COVID-19; or
      3. You are particularly vulnerable to COVID-19.

      OR

    3. You were experiencing COVID-19 symptoms and you were taking affirmative steps to seek medical diagnosis and you were unable to work, remotely or otherwise, during this time. (see explanations below) - if so, skip to Paid Sick Leave below.

      Symptoms are:

      1. Fever;
      2. Dry cough;
      3. Shortness of breath; or
      4. Any other COVID-19 symptoms identified by the U.S. Centers for Disease Control and Prevention.

      OR

    4. You were needed to care for an individual who was subject to a Federal, State or local quarantine or isolation order related to COVID-19 and you were unable to work remotely or otherwise during this time. (see explanations below) - if so, skip to Paid Sick Leave below.
      1. “Individual” means an employee’s immediate family member, a person who regularly resides in the employee’s home, or a similar person with whom the employee has a relationship that creates an expectation that the employee would care for the person if he or she were quarantined or self-quarantined. For this purpose, “individual” does not include persons with whom the employee has no personal relationship.
      2. The individual being cared for must be subject to a Federal, State or local quarantine or isolation order as described or have been advised by a health care provider to self-quarantine based on the belief that he/she has COVID-19, may have COVID-19 or is particularly vulnerable to COVID-19 as described.

      OR

    5. You were needed to care for your son or daughter whose school or place of care was closed, or whose child care provider was unavailable, due to COVID-19 related reasons and you were unable to work remotely during this time (see explanations below) - if so, skip to Paid Sick Leave below.
      1. An employee has a need to take leave if he or she is unable to work due to a need to care for his or her son or daughter whose school or place of care has been closed, or whose child care provider is unavailable, for reasons related to COVID-19, only if no other suitable person is available to care for the son or daughter during the period of such leave.
      2. An employee may take leave to care for his or her child only when the employee needs to, and actually is, caring for his or her child. Generally, an employee does not need to take such leave if another suitable individual such as a co-parent, co-guardian or the usual child care provider is available to provide the care the employee’s child.

      OR

    6. You were experiencing a substantially similar condition, as specified by the Secretary of Health and Human Services. (see explanations below).
      1. Note, the Secretary of Health and Human Services has not yet specified any “substantially similar conditions,” so his option is not available for this pay period
    7. Paid Sick Leave (Available as of April 1, 2020)
      1. During any of the times described in 6a, 6b, 6c, 6d and 6f above, you must immediately apply for (and qualify for) Emergency Paid Sick Leave. Or you can elect to use regular sick leave or annual leave to the extent of your accrued balances. HR will respond to the application and notify each employee with the proper code for leave based on the application.
      2. During any time described in 6e you can:
        1. Apply for Emergency Paid Sick Leave; AND
        2. Apply for Emergency Family Medical Leave (Available as of April 1, 2020) (Apply for and use these together); OR
        3. Use regular sick leave or annual leave to the extent of your accrued balances.
  7. Other absences from work: Any absence from work that does not qualify for leave under regular university polices (i.e. approved annual leave or regular sick leave) and does not qualify for COVID-19 leave under the circumstances set out in sections 5 or 6 above must be taken as leave without pay.

Vandal Health Clinic

Physical Address:

831 Ash Street
Moscow, ID 83843

Phone: 208-885-6693

Directions to Vandal Health Clinic