University of Iowa employees who need time away from work due to COVID-19 related health reasons for themselves or for a family member should immediately contact their human resources representative. The Families First Coronavirus Response Act* and the Iowa Board of Regents have provided additional leave benefits for many of our employees. Information regarding these benefits can be found using the links below.
UI Health Care employees should contact their human resources representative or the UI Health Care Leave and Disability Administration office should they need time away from work for health reasons.
*Please note: This site has been modified to reflect the anticipated expiration of federal COVID leaves as of December 31, 2020.
Completing a COVID-19 related FSDS Consult Form
Human resources representatives (outside of UI Health Care) should complete a consult form for any leave related to COVID-19. Examples include:
- Our employee has tested positive for COVID-19.
- Our employee has been advised by a health care provider to not work due to concerns related to COVID-19.
- Our employee is experiencing symptoms related to COVID-19 and is seeking medical guidance.
- Our employee is providing caring for a family member in one any of the above examples.
- Our employee is unable to work due to their child's school or child care closure as a result of COVID-19.
Frequently Asked Questions
For calendar year 2020, all COVID-19 paid leave benefits (EPSL, eFMLA, and BOR leave) may be used if your child/children must enroll in online learning due to COVID-19. This applies if your school district offers a hybrid offering of in-person instruction and online instruction.
Effective January 1, 2021, federal COVID paid leave will no longer be available, which includes EPSL and eFMLA.
No, COVID-19 paid leave benefits are not applicable if your child’s school disctrict has a fully in-person learning option available.
- An employee takes time away from work to get their COVID-19 vaccination – An employee can use BOR sick leave if they have not already exhausted their BOR sick leave. If an employee has exhausted their BOR sick leave, they may utilize their regular paid leave accruals, including sick leave, vacation, or comp time. In keeping with the University’s Sick Leave Policy, up to 2 hours of leave would be reasonable in this situation but requests should be reviewed on a case-by-case basis.
- An employee takes time away from work to take a family member to get their COVID-19 vaccination – An employee can use vacation, comp time or flex time for this scenario.
- An employee misses work from side effects of the COVID-19 vaccination – An employee may utilize BOR sick leave provided they have not already exhausted the BOR sick leave. If an employee has exhausted their BOR sick leave, they may utilize their regular paid leave accruals, including sick leave, vacation, or comp time.
- An employee misses work to care for a family member that develops side effects from the COVID-19 vaccination – An employee may use Family Caregiving Leave (FCGL) if the family member needing care meets the definition of a family member under the Family Caregiving Leave policy. If they have exhausted their FCGL accruals, they may use vacation or comp time.
No. Supervisors should not ask employees if they are vaccinated or if they plan to be vaccinated. Asking about their vaccination status may prompt disclosure of disability-related information or information regarding existing health conditions relevant to the vaccination. Supervisors should also avoid discussing an employee’s vaccination status in group meetings, group emails, etc.
No. The University has taken the firm position that COVID-19 vaccinations are on a voluntary basis only. Supervisors should avoid any communication that may be perceived to pressure, force, or coerce any employee to obtain a COVID-19 vaccination.
As a supervisor, you should first remind employees that this information is personal, and that they are under no obligation to share. Supervisors are encouraged to communicate the opportunities for vaccination that are currently available to University employees through the University Employee Health Clinic.
Conversations among employees would be difficult to restrict. Supervisors should refrain from participating in employee conversations about COVID-19 vaccination status. Supervisors should also be alert to any coercive or pressuring behavior among co-workers. If this behavior is observed, Supervisors may consider reminding the participants that the University is committed to a voluntary approach to vaccination, and that no one should feel pressured or coerced by anyone in the workplace.
No, the COVID-19 vaccine is not mandatory and there is no need to ask for verification of their vaccination status.
No, these questions and comments are strongly discouraged. As members of the university community, we are expected to be respectful of one another’s personal decisions. Whether or not to wear a mask is a personal decision that each person must make for themselves and for their own reasons. Many of these reasons are completely unrelated to their vaccination status. Therefore, wearing a mask is not an indication that the person is unvaccinated.
At the university, we value respect and civility. Disrespectful behavior may be addressed according to the university’s ethics policies for staff and faculty. Behavior that constitutes harassment may be addressed according to the Anti-Harassment Policy. If you have questions, please contact your local Human Resources Representative.
Yes, you should complete all the fields on the form and submit the form. Any received medical should be sent to your case manager via email or fax.
FSDS will provide you, the supervisor, and the employee the correct payroll codes to use based up the situation in the approval/denial email you will receive.
No, you should not use the new COVID-19 consult form for non-COVID-19 related cases. We will still continue to have employees with non-COVID-19 related health needs. Please use the standard consult form for these situations.