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Reporting Leave

As an institution of higher education, TCU is designated an essential business. Many of you have reached out to Human Resources for clarification regarding how to account for your working or non-working time, especially if you are unable to work because of COVID-19-related issues.

Because of the current guidelines, TCU employees are primarily working remotely. However, we ask all employees who must report for campus work to prevent unnecessary exposure or potential spread of COVID-19.

The following information outlines some of TCU’s most current leave policies:

Actively Working Staff-Employees

Working On-Campus: Employees whose jobs require they report to campus will continue to do so. During this time, employees may have modified schedules and should continue communication with their supervisor, manager, or department chair. Continue following your department’s procedures for clocking-in or logging your hours worked as directed.

Working Off-Campus (remotely): Staff-employees who are engaged in remote/telework with the university must register and complete the Short-Term Remote/Telework Agreement no later than Thursday, April 2, at 5 p.m. – log on to my.tcu.edu, select My Employee Center, select Short-Term Telecommute Agrmt, complete the form and submit. Resources are available on the TCU Keep Working website for getting started, staying connected, and staying informed while working remotely. As of this email, more than 1,150 employees have registered their engagement in the Short-Term Remote/Telework Agreement.

For Staff-Employees Unable to Work On-Campus or Remotely

Unable to work because of 14-day Self-Observation Period: Employees who cannot work because they are engaged in a 14-day self-observation period must contact their supervisor, manager, or department chair and report their 14-day self-observation period using the TCU 14-day Self-observation Reporting Form. Reasons to engage in the 14-day self-observation period include experiencing flu-like symptoms, close contact (less than six feet (two meters)) with a person who is knowingly COVID-19 presumptive positive, or has tested positive, or traveled through an area with a high number of COVID-19 cases. Staff-employees working remotely during the 14-days must register and complete the Short-Term Remote/Telework Agreement (see above).

Unable to work because of COVID-19-related issue: Staff-employees who are unable to work or telework because of COVID-19-related issues must submit leave via my.tcu.edu. Once in the system, select COVID-19 (see image 1). Employees whose departments manually enter leave will continue to do so.

Supervisors or their designees will receive standard notification from HR PAF, with subject line – Leave Form(s) Waiting Approval (see image 2). Leave will be approved in accordance with standard university practices. Recent changes to federal law related to COVID-19 leave affect which situations or events qualify for leave. It is appropriate for supervisors to reach out to employees via phone call, text, or email to confirm staff-employee leave type. If you have questions contact, askhr@tcu.edu.

Situations/Events qualifying for COVID-19 Leave include:

  • Care for an immediate family member – employee’s spouse, child or parent – subject to quarantine pursuant to the advice of a health care provider or Federal, State, or local government order; or
  • Care for a child (under 18 years of age)* whose school or place of care is closed or unavailable for reasons related to COVID-19; or
  • The employee has tested positive for COVID-19 or told to stay home by a health care provider
    *Also includes children 18 or older who are disabled and unable to care for themselves

Contact your supervisor and communicate which of the above qualifying situations applies to you. Your supervisor will expect you to answer questions regarding when you were last on-campus, in which buildings, and whether or not you had close contact with other employees, students or campus visitors. Your cooperation with answering these questions is critical to managing and preventing the spread of COVID-19.

Employee’s Return to Work Criteria following COVID-19 related issues

If you are an employee whose job can be completed remotely, complete the Short-Term Remote/Telework Agreement referenced above. If you are an employee whose job requires you to be present on campus to complete, you must meet the following CDC Return-to-work criteria:

No-test confirmation – but told to stay home by a health care provider

  • Employee has not had a fever for at least 3 full days (72 hours) without the use of fever-reducing medication (e.g., Tylenol), AND
  • Employee’s other respiratory symptoms have improved, there is no cough, shortness of breath, AND
  • At least ten (10) days have passed since the employee’s symptoms have first appeared
  • Updates are available on CDC’s web page.

Positive test confirmation

  • Employee has not had a fever for at least 1 full day (24 hours) without the use of fever-reducing medication (e.g., Tylenol), AND
  • Employee has significant improvement in respiratory symptoms, no cough or shortness of breath, AND
  • Employee has had two negative test results at least 24-hours apart (there should be no co-pay or deductible applied for testing)
  • Updates are available on CDC’s web page.
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