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Work Options for Return to Campus Plan

As we return to campus under our Return to Campus Plan, the safety of our campus community is of the greatest concern.

The following chart describes options available to an employee based on different conditions that may apply. As a reminder, all leave must be approved by an employee’s immediate supervisor and subject to standard policies and processes.

Employee is out or unable to return to campus as scheduled in the Initial Return to Campus Plan due to… Work Schedule Options/Leave Options
(options/leave are generally used in the order listed)
Employee is subject to a Federal, State, or local  quarantine or isolation order related to COVID-19 FAMILIES FIRST – EMERGENCY PAID SICK LEAVE – TIER 1 (if applicable)
•Accrued Leave
•FMLA (if applicable)
•TELEWORK/FLEXTIME REQUEST (if eligible)
Employee has been advised by a healthcare provider to self-quarantine due to COVID-19 symptoms FAMILIES FIRST – EMERGENCY PAID SICK LEAVE – TIER 1 (if applicable)
•Accrued Leave
•FMLA (if applicable)
•TELEWORK/FLEXTIME REQUEST (if eligible)
Employee needs to obtain a medical diagnosis or receive care related to COVID-19 symptoms FAMILIES FIRST – EMERGENCY PAID SICK LEAVE – TIER 1 (if applicable)
•Accrued Leave
•FMLA (if applicable)
•TELEWORK/FLEXTIME REQUEST (if eligible)
Employee has to care for an individual who is quarantined FAMILIES FIRST – EMERGENCY PAID SICK LEAVE – TIER 2 (if applicable)
•Accrued Leave
•TELEWORK/FLEXTIME REQUEST (if eligible)
To care for son or daughter whose school or child care provider is closed or unavailable FAMILIES FIRST – EMERGENCY PAID SICK LEAVE – TIER 2 (if applicable)
FAMILIES FIRST – EXTENDED FAMILY & MEDICAL LEAVE (if applicable)
•Accrued Leave
•TELEWORK/FLEXTIME REQUEST (if eligible)
To care for an at-risk family/household member•Return to work with CDC safety measures in place
•FMLA (if applicable)
•TELEWORK/FLEXTIME REQUEST (if eligible)
Employee’s own personal illness or injury, unrelated to COVID-19 (employee needs leave due to unrelated illness or injury or was already on leave when new forms of leave were added) • FMLA (if sick for more than three days or to care for a family member with an injury or illness unrelated to COVID-19)
• Accrued Sick Leave
• Accrued Annual Leave
• Accrued Compensatory Time (if non-exempt and comp time exists)
Employee’s own personal leave plans, unrelated to COVID-19 (employee is taking leave for an event unrelated to COVID-19; annual leave had already been planned and employee will continue with plans) • Accrued Compensatory Time (if non-exempt and comp time exists)
• Accrued Annual Leave

Families First Coronavirus Response Act (FFCRA) Emergency Paid Sick Leave

The Families First Coronavirus Response Act (FFCRA) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. These provisions will apply from April 1, 2020 through December 31, 2020.

Entitles any eligible employee (as defined by the Fair Labor Standards Act) regardless of their length of service, to emergency paid sick leave if the employee, in connection with COVID-19, meets at least one of the specified criteria; eligible employees may take up to 80 hours of paid leave. Affected part-time employees may take paid leave for up to their average number of hours worked over a two-week period.  This leave is effective April 1, 2020 through December 31, 2020.  Covered employees are entitled to use this emergency paid sick leave before using any other accrued leave. Please note, if you are a 10 month employee, the provisions of this leave do not allow you to be paid during your inactive employment period.

This law includes an exemption and therefore does not cover “Health Care Providers” or “Emergency Responders”.

Tier 1:  The pay for those employees who must be quarantined or isolated and/or are experiencing COVID-19 symptoms (criteria 1, 2, and 3) is capped at $511 per day and an aggregate total of $5,110.

  • (1)  subject to a federal, state, or local quarantine or isolation order;
  • (2)  advised by a health care provider to self-quarantine;
  • (3)  experiencing symptoms and seeking a medical diagnosis;

Tier 2: The pay for those who are caring for someone else (criteria 4 and 5) is to be at least two-thirds (2/3) of their regular pay rate but capped at $200 per day and an aggregate total of $2,000.

  • (4) caring for an individual who is subject to (1) or (2);
  • (5) caring for a son or daughter whose school or child care provider is closed or unavailable; 

FFCRA Extended Family and Medical Leave Act

This provision in the new law amends the Family and Medical Leave Act such that covered leave is now available to employees with at least thirty (30) days of service who are caring for a son or daughter under 18 years of age whose school or child care provider is closed or unavailable due to COVID-19.

Affected employees are entitled to take this leave as part of their 12-week allotment under the FMLA. It does not add an additional 12 weeks onto the already existing 12 weeks of FMLA leave.

The first two weeks of leave under this provision are unpaid – as is customary under the FMLA. The employee may utilize these two weeks of unpaid leave, however, at the same time as the two weeks of emergency paid sick leave described above.

The remaining 10 weeks must be paid – unlike other leave under the FMLA. That pay is to be at least two-thirds (2/3) of their regular pay rate but capped at $200 per day and an aggregate total of $10,000.

The employer may require employees to give as much notice as is practicable when the need for leave is foreseeable.

This law includes an exemption and therefore does not cover “Health Care Providers” or “Emergency Responders”.

Combined Effects of New Paid Leave Laws

Under these two new provisions combined, eligible employees are entitled to the following leave guarantees:

All eligible employees who are quarantined, isolated, or sick due to COVID-19 may receive emergency paid sick leave (EPSL) (up to two weeks) – limited to $511 per day and $5,110 total.

All eligible employees who are caring for another individual who is quarantined or isolated due to COVID-19 may receive  emergency paid sick leave (EPSL) (up to two weeks) – limited to $200 per day and $2,000 total.

If a parent has a need to take extended FMLA due to a Public Health Emergency Leave (PHEL) the emergency paid sick leave (EPSL) will cover the first 10 days of unpaid leave under the extended FMLA (limited to be at least two-thirds (2/3) of their regular pay rate but capped at $200 per day and total of $2,000).  After the EPSL, employees (who have been employed for at least 30 days) can then take 10 more weeks of paid leave (limited to be at least two-thirds (2/3) of their regular pay rate but capped at $200 per day and an aggregate total of $10,000).

In the case of an employee who fits more than one of these categories, the leave totals are not cumulative. For example, if an employee is quarantined and is also taking care of someone else who is quarantined, the employee would still get two weeks of leave, not four.

Affected employees are also still able to use any other paid leave they have accrued.


You must use your MyGeorgiaSouthern credentials to access these forms. This serves as an electronic signature.

Employees deemed at-risk by the Centers for Disease Control (CDC)

Employees who are in an at-risk category as defined by the Centers for Disease Control may request a temporary accommodation under the American’s With Disabilities Act.   In order to request an accommodation, complete the ADA Accommodation Request Form and submit it to hrservice@georgiasouthern.edu.  Employees are not required to disclose medical information to supervisors.  This information is maintained within Human Resources.

Employees with at-risk household or family members

Georgia Southern’s expectation is that employees return to campus, with CDC defined social distancing and other safety measures in place, to conduct their work.  Employees concerned about contact with an at-risk household or family member are not generally covered by the Americans with Disabilities Act, but may have other options available. The employee should first have a discussion with their supervisor about what is being done to mitigate the risks in the workplace through appropriate social distancing measures and other CDC guidance for workplace safety.  Employees who are a caregiver to a family member may qualify for Family Medical Leave/Families First Coronavirus Response Act (FFCRA) leave. Contact Human Resources to request the use of this leave. For information on being a caregiver under FML, click HERE.

If a position is eligible for a Telework/Flextime Agreement, the employee may request to utilize this option. However, the department must consider many factors including business continuity and quality of service before entering into an agreement with an employee. To begin the process of reviewing the availability of this option, the employee should complete the Telework/Flextime Request Form and submit it to hrservice@georgiasouthern.edu.

Guidance for Parents of School-Aged Children

The University recognizes the unique circumstances of parents of school-aged children. We are monitoring the situation closely and University leadership meets regularly with leadership of the local school systems to stay abreast of plans.

Some school systems impacting our employees are offering a choice of in-person instruction or virtual education. As such, choosing to keep your children at home for virtual education is generally not covered under any protected leave.

Employees opting for virtual education for their children when the school is open for in-person instruction, may be eligible for a telework or flextime agreement. As a reminder, telework is not a substitute for childcare and it is reasonable for the institution to ask for evidence of appropriate child care during working hours. The employee should be fully engaged in work during work hours. Telework and flextime is an employee privilege, not an employee right. Also, not all positions are eligible for telework or flextime. Please review the telework policy to understand the requirements of this arrangement

In school systems that are not offering in-person instruction, employees may qualify for telework or flextime. Not all positions are eligible for telework or flextime. Please review the telework policy to understand the requirements of this arrangement.

Employees with children in schools not offering in-person instruction may also qualify for leave under the Families First Coronavirus Response Act.

Some employees are working together with their neighbors and each other to establish a shared responsibility of providing instruction and assistance to children learning virtually. In these situations, it minimizes exposure to a much smaller group and allows employees to minimize the time that work schedules and locations are disrupted.

Check HERE for more information on the Telework/ Flextime Request Process.

Last updated: 9/28/2020