Workplace & COVID
The University System of Georgia recognizes COVID-19 vaccines offer safe, effective protection and urges all students, faculty, staff and visitors to
get vaccinated.
Additionally, everyone is encouraged to wear a mask or face covering while inside campus facilities.
COVID-19-specific leave for isolation and quarantine is no longer available.
- Employees who must isolate or quarantine due to COVID-19 illness or exposure may telework during this time with the approval of their supervisor. The nature of their position influences whether an employee is able to telework, since some positions are not able to be performed remotely.
- Any change in modality for a class requires the approval of the Provost’s office. Change in modality is subject to an end date and is correlated to isolation or quarantine timelines.
- Department chairs will make arrangements for class coverage when faculty are unable to teach due to illness.
- Fully vaccinated individuals do not have to quarantine.
- When telework is not possible, employees who must isolate or quarantine due to COVID-19 must use their accumulated leave to be away from work.
- Reminder: No institution may change the overall modality of their instruction.
Contact Tracing
In the context of contact notification/contact tracing, personnel conducting the notification may ask a person’s vaccination status and may ask for proof of vaccination; however, proof is not required. For more information, click here.
Traditional Family Medical Leave Act (FMLA)
FMLA Leave Request FMLA Certification Of Health Care Provider For Employee FMLA Certification Of Health Care Provider For Family Member
- Scenario A – Employee needs to take leave for the birth of a child and to care for the newborn child within one year of birth.
- Scenario B – Employee needs to take leave for the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement.
- Scenario C – Employee needs to take leave to care for the employee’s spouse, child, or parent who has a serious health condition.
- Scenario D – Employee needs to take leave for a serious health condition that makes the employee unable to perform the essential functions of his or her job.
- Scenario E – Employee needs to take leave for any qualifying exigency arising out of the fact that the employee’s spouse, child or parent is a covered military member on “covered active duty.”
- Scenario F – Employee needs to take leave to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, child, parent, or next of kin (military caregiver leave); leave for this qualifying situation is up to 26 weeks.
Personal Leave
Scenario – Employee does not feel comfortable returning back to work, but does not have a qualifying health condition or situation that falls under ADA accommodations, USG alternate work arrangements, or other leave programs. Please refer to the
USG Personal Leave Policy
Travel
As of May 2021, The State of Georgia is no longer under a non-essential travel ban. Regular travel may resume under normal travel policies. Institutions should carefully consider international travel restrictions and requirements prior to authorizing international travel.
