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Coronavirus-COVID19 Employee Information

Many KU employees have questions and concerns related to the coronavirus (COVID-19) and how it is affecting and could further affect campus operations and their work. All institution-wide decisions are being made with the health and safety of our community at the forefront, and with the best-available guidance from national, state and local public health authorities.

Additional information and updates are available on KU's coronavirus website.

HRM Frequently (Anticipated) Asked Questions

Telework Guidelines

Guiding Principles

 Principles guiding the management of our employees during this unprecedented time include:

  • There is a worldwide pandemic that will continue to worsen, including in the U.S.
  • While no one at KU has tested positive for the virus, it is likely that someone on campus or someone who will return to campus has been exposed to the virus.
  • Continue to sustain all operational support for the University.
  • Take all necessary steps to prevent the spread of the virus at KU and to protect our stakeholders with a special emphasis on those considered at higher risk.
  • Ensure that those who are sick are supported as they take appropriate steps to deal with their illness, including self-isolation.
  • Faculty, staff and student employees will be treated equitably with every attempt to avoid pay disruptions as we determine their work status.
  • This is a fluid situation and decisions and advice could change rapidly. HRM will continue to work with KU leaders to determine the best possible employment decisions for faculty, staff and students.

Time Off Policies and Guidance

KU’s time-off policies for staff and student employees are generally equipped to handle contagious illnesses. KU leadership has asked supervisors and managers to use their best judgement in addressing employees concerns and individual situations.

General guidance:

  • Both employees and supervisors should continue to follow standard practices for requesting and approving time off.
  • Employees whose duties would normally require them to be on campus, but who feel they are at risk if they report to campus, should work with their supervisor and HRM on solutions for that situation.
  • In addition to sick leave, staff may also request time off for family care emergency absences when regularly scheduled care plans are interrupted due to a school, camp or facility closure and/or the unexpected absence of a care provider.
  • Shared leave may be an option for employees who don't have sufficient leave to cover a needed absence.

Employees Who Feel Ill

Employees who are feeling ill should stay home and get well, as recommended by the Centers for Disease Control and Prevention (CDC). If an employee is concerned they may have been exposed to COVID-19, the CDC recommends they call their healthcare provider for medical advice.

Student Employees

Supervisors should work with student employees on a case-by-case basis to determine if the student can perform their essential work functions remotely. Whenever possible, we encourage supervisors to allow student employees to work remotely to avoid financial hardship for those students.


HRM has provided guidance to department leaders regarding temporary telework (a.k.a, telecommute) arrangements for positions where working remotely is practical. Not all positions or employees are eligible for a telework situation. Unit leaders are working with supervisors, managers and HRM to determine the appropriate work option for each employee. If you have any questions about your particular work situation, please talk with your supervisor.

Exceptional Circumstances

We recognize there may be times when employees require additional support that our current policies do not foresee or accommodate. HRM is available to offer guidance and support for difficult or unusual circumstances.

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