Healthy at Work Officer. Following Kentucky’s Healthy at Work guidelines, NKU has designated a team of Healthy at Work Officers (HWO) lead by Lori Southwood. As stated in the Healthy at Work Phase 1 Reopening Guidelines, this team will be responsible for NKU’s compliance with the Healthy at Work guidance. Employees will be able to identify and communicate potential improvements and concerns at HWO@nku.edu.
Considerations for At-Risk Employees. Employees with health conditions that may impact their ability to return to campus-based work should contact Human Resources, nkuhr@nku.edu, to determine if accommodations are appropriate. As always, employee health information will be protected as required by law.
Employee Mental Health and Wellbeing. Mental health of all employees is an important consideration in the changing and stressful environment caused by COVID-19. We have established new resources and highlight existing resources to support your mental health and wellbeing. Please visit the Employee Covid Webpage for more information.
According to the CDC, individuals with certain conditions may have a higher risk for COVID-19 infection. These conditions may include:
Employees whose health condition falls within one of the above categories may seek a Temporary COVID-19 Workplace Arrangement by using the ADA or Courtesy Accommodation process found on the HR Covid website.
MyNKU—Located under the ESS tab—Healthy@NKU
You can access MyNKU through your PC or the mobile app.
Based on the employee's answers to the questions in the App, they may recieve a message that states the following, "Due to your response (s), you are NOT permitted to come to campus." If they receive this message they are instructed to stay home and do not report to campus, contact their supervisor, and contact their healthcare provider for further instruction and possible testing.
Please refer your employee to Natalie Gabbard in Human Resources at gabbardn5@nku.edu for guidance on next steps.
We must balance our obligations to keep employees safe under the Occupational Safety and Health Act with employee privacy rights under the Americans with Disabilities Act (ADA), which restricts employers from sharing personal health information of an employee, and the Health Insurance Portability and Accountability Act (HIPPA) which protects medical information received through a health plan.
NKU is being proactive if temperature testing uncovers a fever or an employee calls in sick with COVID-19. The employee and his/her information will be kept confidential and there will be additional cleaning and sanitization of the employee’s workspace. The employee will not be permitted to return to work until they are fever free for at least 72 hours, their symptoms have improved and at least 10 days have passed since symptoms first appeared.
The Employee Assistance Program (EAP) is a professional resource for counseling and other consultation. Many services are free of charge. The EAP is available to NKU employees and family members. More information available here.
The CDC also has many resources for managing anxiety and stress during COVID-19.
Do I qualify for NKU Emergency Paid Sick Leave?
The following criteria are likely covered with the new federal programs, Emergency Paid Sick Leave. View the guidelines for full eligibility information and guidance.
1. government issued quarantine or isolation order
2. advised to self-quarantine by healthcare provider
3. advised to obtain medical diagnosis after COVID-19 symptoms
4. to care for someone who meets reasons 1-3
If you qualify for the Federal Emergency Paid Sick Leave, please contact HRCovid@nku.edu.
If you qualify for the Federal Emergency Paid Sick Leave, but have exhausted all eligible sick leave time, you may seek supervisor approval to:
• work from home (if able and employee is not sick); or
• temporarily change work shift/hours; or
• use accrued sick, vacation or personal leave (if any available); or
• be placed on unpaid leave (if all other leaves are exhausted)
If an employee is absent for more than seven (7) days and qualifies for FMLA, the employee may apply for benevolent time after all leave balances are exhausted.
Does your job require you to work on campus, but you are unable to work on campus?
Review the criteria listed in Scenario 1 to see if you are eligible for Emergency Paid Sick Leave.
For any other reason, please seek supervisor approval to temporarily change work shift/hours or supplement the hours you cannot work with your accrued sick and/or vacation time. If all leave hours are exhausted, you may seek supervisor and Human Resources approval for an unpaid leave of absence.
Are you eligible to work remotely, but unable to do so?
Review the criteria listed in Scenario 1 to see if you are eligible for Emergency Paid Sick Leave.
For any other reason, please seek supervisor approval to temporarily change work shift/hours or supplement the hours you cannot work with your accrued sick and/or vacation time. If all leave hours are exhausted, you may seek supervisor and Human Resources approval for an unpaid leave of absence.
Do you have COVID-19 symptoms, or have you been sent home due to COVID-19 concerns?
You are required to stay home and consult a medical provider. During this time you may:
• work from home (if able and approved by supervisor, and the employee is not sick); or
• utilize Emergency Paid Sick Leave (if not exhausted) ; or
• use accrued sick, vacation or personal leave (if any available); or
• be placed on unpaid leave (if all other leaves are exhausted)
If you are absent for more than seven (7) days and qualify for FMLA, you may apply for benevolent leave after all leave balances are exhausted.
In order to return to work, you must provide HR with documentation from your medical provider that releases you to return to work.
Childcare facilities are open, but are you concerned about childcare?
Employees should work with their supervisor to discuss options such as flexible work arrangements and/or the use of accrued sick leave and/or vacation leave. If all leave hours are exhausted you may seek supervisor approval for an unpaid leave of absence.
Childcare facilities are closed, so how can I work?
Employees should work with their supervisor to discuss options such as flexible work arrangements and/or the use of accrued sick leave and/or vacation leave. If all leave hours are exhausted you may seek supervisor approval for an unpaid leave of absence.
Do you have a general concern about returning to work on campus?
If you feel well enough to work but are uncomfortable coming to campus, working remotely may be an option for you. You should consult with your supervisor. If you have a physical condition that does not rise to the level of a functional disability under the ADA, but which limits your ability to return to work due to COVID-19, you may request a courtesy accommodation.
If I go on an unpaid leave of absence, will I lose my benefits?
If you have exhausted all available leave options and must go on an unpaid leave, you may keep your benefits, but you will be required to pay your portion of the insurance premiums during this time.
Update 4/7/21 - The FFCRA expired on 12/31/2020. However, NKU will continue to provide Emergency Paid Sick Leave to qualified employees through April 31, 2021. NKU will continue to monitor federal regulations related to the FFCRA.
The Families First Coronavirus Response Act (FFCRA) was signed into law on March 18, 2020. FFCRA addresses the coronavirus (COVID-19) public health emergency and new rules for paid sick time and paid family and medical leave, among other actions. As a covered entity, this notice is to provide notification to all employees. Clicking the link above will provide guidance for pay and leave covered by FFCRA. Please see the Temporary Leave Guidelines for more information on leaves or accomodation requests.
NKU’s Benevolent Association, in existence since 1994, has provided support to fellow NKU employees during times of special need, such as catastrophic illness or other types of emergencies. The pandemic crisis has affected our employees in adverse ways and we have an opportunity to provide some relief to them as well. There is a $10,000 match on the line for the NKU Benevolent Fund. Faculty and staff have the option to give by monthly or one-time payroll deduction, credit card or by donating vacation or sick time. All funds raised will be used to support NKU employees who have found themselves with unmet financial or medical needs during this challenging time. NKU employees in need of assistance are encouraged to visit the NKU Benevolent Association to learn more.
Donate to the Benevolent Fund here
Additional Financial Assistance Resources:
We understand there are likely some employees who are struggling to find time within their schedules to take vacation days while working an altered schedule or working from home. We also recognize that finding the time to take can be a challenge, but we encourage employees to utilize the vacation time they have earned. This is especially important when they are at their maximum accrual amount, or close to it.
We also want to take this opportunity to remind employees that there are some alternative solutions to avoid maxing out vacation accruals. Employees who have four (4) years of service are able to transfer vacation leave to sick leave. This is typically only allowable in June and December; however, due to our current circumstances, we are permitting employees to convert their time immediately. A maximum of five (5) vacation days may be converted to sick leave during a calendar year. Employees can transfer vacation leave to sick leave by filling out the Transfer Vacation Leave to Sick Leave form and sending it to Payroll.
A charitable option for employees is to donate time to the Benevolent Association.
Need signage for your workarea? Utilize this Healthy@NKU template to create your branded signage. Download: Microsoft Word | Adobe PDF
