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Contact Information

Human Resources
PO Box 1510
Pembroke, NC 28372

Phone: 910.521.6279
Fax: 910.521.6553
Email: hr@uncp.edu

Location: Lumbee Hall, Room 347
Campus Map

 


H1N1 Absences:

Non-Faculty & Staff Resources

What preventative measures should I encourage employees to take? Encourage all persons to effectively cover their cough or sneeze and use good hand hygiene.

  • Hand washing facilities, including running water and liquid hand soap, should be readily accessible; alcohol-based hand sanitizers may be used if hands are not visibly soiled.
  • Plan ahead to ensure that enough alcohol-based hand sanitizers are available for situations where it is known that hand washing facilities may not be available, for example during outdoor events.
  • Ensure all areas and items that are more likely to have frequent hand contact (such as doorknobs, faucets, and, handrails) are regularly cleaned or immediately cleaned when visibly soiled.  

Can I work if I am exhibiting flu-like symptoms?
If you are unable to perform your job duties, or appear to be exposing others to the flu, you will be asked to go home.
You will be required to use your own accrued leave or request an absence without pay. Depending upon the nature of your illness and your job responsibilities, you may be able to make up the work in the same workweek.


When can I return to work if I have had Influenza A (H1N1)?
You can return to work as early as 24 hours after you are free of fever or signs of a fever without the use of fever-reducing medications. In order to return to work, you may be required to provide a release completed by your health care provider indicating you have been medically cleared to return to work.  If you are out for five (5) or more days for a medical condition, for you or an immediate family member, you will need to provide Family Medical Leave forms completed by your supervisor and health care provider to Human Resources. 


I don’t have enough leave to cover my absence from work due to the Influenza A (H1N1) outbreak.  How can I afford to stay home until I am completely well before returning to work?
To minimize the potential exposure to others, it is very important that you do not return to work until at least 24 hours after you are free of fever, or signs of a fever without the use of fever-reducing medications.

The following options are available, although not all options will be available in all situations depending upon the nature of the job responsibilities and the extent of the illness:

  • Make up the work on an hour-for-hour basis during the same workweek with supervisory approval. The University's workweek begins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on the following Saturday.
  • Employees may request advancement of leave for absences after all accrued leave balances are exhausted.  Requests require appropriate medical certification and will be evaluated and approved on a case by case basis.  Written requests should be directed to Pamela L.A. Barkett, Director of Human Resources.
  • An employee who has no remaining accrued leave balances and has a prolonged medical condition may request Voluntary Shared Leave (VSL).  Requests for VSL benefits require appropriate medical certification and will be evaluated and approved on a case by case basis.  Please refer to the Voluntary Shared Leave Policy at: http://www.uncp.edu/ba/policies/hr/hr0401.htm. Written requests should be directed to Donna Strickland, Human Resources Generalist.

If I am sent home or stay home from work due to illness, how will I be paid?
The following options are available, although not all options will be available in all situations depending upon the nature of the job responsibilities and the extent of the illness:

  • Use accrued leave; for example, Annual, Bonus, Sick, Compensatory Time, or request a Leave Without Pay.
  • Make up the work on an hour-for-hour basis during the same workweek with supervisory approval. The University's workweek begins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on the following Saturday.

I have an employee who is ill and has come into work. I’m concerned about the potential for exposure to other people. Can I send this employee home?
Yes. The decision to send home an employee who is exhibiting flu-like symptoms is to be made on a case-by-case basis in consultation with Human Resources. Of greatest concern is an employee with a fever greater than 100 degrees Fahrenheit and a cough; this employee should definitely be sent home. Other symptoms (coughing, sneezing) may also be of concern.
In addition, advise employees of the basic preventative measures (practice good hygiene, including frequent hand washing, covering your nose and mouth with your sleeve if you cough or sneeze, and avoiding touching your eyes, nose or mouth with your hands) and post flu flyers throughout your work areas and on department bulletin boards.

May I request to go home if I don’t want to be exposed to a sick coworker who isn’t sent home?
Yes, with advance supervisory approval you may leave work; however, you must use your own accrued Annual, Bonus or Compensatory leave or request a Leave Without Pay. However, your supervisor is not required to approve your leave request. With your supervisor’s approval, making up the work in the same workweek or working an altered schedule may also be an option.


I’m not sick, but I don’t want to come to work for fear of becoming ill. Is my supervisor required to approve my request for time off?
It is important to educate yourself about the H1N1 virus and its transmission.
You may request to take Annual Leave; however, your supervisor is not required to approve your time off request, especially if your department is short-staffed, you are designated as an Essential Employee, if there is a large volume of work which is required to be completed within specified deadlines or other customer service or business related deadlines.

Who is an Essential Employee? 
An employee who performs a function that is essential to the continuation and/or maintenance of operations, who has been notified in writing that he/she is required to work during a period of an emergency such as adverse weather, public health or communicable disease emergency, and/or other public health threat.  An emergency can only be declared by the Chancellor (or designee), UNC President, State Public Health Director, or the Governor. These employees are essential to avoid significant loss of assets or revenue that might occur due to the lack of continuity in, or maintenance of, property, systems, services, or programs.


If I have a reason, such as a chronic health condition or I provide care for a chronically ill family member, that prohibits me from serving as an Essential Employee, what should I do?
An employee who has been notified in writing that his/her position has been designated as an Essential Employee should notify his/her supervisor immediately if something personal prohibits him/her from serving as Essential Employee.
You may link to these policies for additional information on compensation for Essential mandatory essential employees, accounting for absences, and emergency lay-off provisions as follows:

During the Influenza A (H1N1) outbreak can my supervisor cancel my annual leave request that has already been approved?
Yes. Your supervisor has the authority to cancel any pre-approved leave request, especially in circumstances where there are serious staffing shortages as a result of illness. Your leave can also be cancelled if you have been designated as essential personnel due to the nature of your job responsibilities.


My child’s school/day care is closed due to an incident of Influenza A (H1N1), and my child is not sick. I have no other child care arrangements. Can I bring him to work with me?
No. Bringing a child to work is prohibited. With supervisory approval, you may use Annual, Bonus or Compensatory leave to stay home with your child, rather than come into work.


My child’s school/day care is closed due to an incident of Influenza A (H1N1), and my child is not sick. I have no other child care arrangements and must stay home with him. How will I be paid?
Promptly notify your supervisor of the reason for your absence and your anticipated return to work date. In this situation, the following options are available, although not all options will be available in all situations depending upon the nature of your job responsibilities:

  • Use accrued Annual leave.
  • Use awarded Bonus leave.
  • Use accrued Compensatory time.
  • Make up the work on an hour-for-hour basis during the same workweek with advance supervisory approval. The University's workweek begins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on the following Saturday.
  • Request Leave Without Pay.

Does FMLA apply if I contract Influenza A (H1N1)? Does FMLA apply if my spouse or child contracts Influenza A (H1N1), and I must stay home to care for him/her?
In most cases yes, provided the employee and family member meets the eligibility requirements. A qualifying condition is one that involves either an overnight stay in a medical care facility or continuing treatment by a healthcare provider.  The continuing treatment requirement may be met by a period of incapacity of more than five (5) consecutive calendar days combined with at least two visits to a healthcare provider or one visit and a regime of continuing treatment.
If you do not report to work for five (5) or more days for a medical condition, for you or an immediate family member, you will need to provide Family Medical Leave forms completed by your supervisor and health care provider to Human Resources. 
 For additional information, please contact Human Resources at 910-521-6279.


Do you have any tips for a supervisor to prepare for employee’s absences during this flu session?
Supervisors should ensure Essential Employees are identified by department and formally notified in writing of their responsibility.  Copies of this notification should be sent to Human Resources.  Supervisors are encouraged to maintain a contact list of employee names and contact numbers for office, home and cell phones. 

Updated: Monday, September 21, 2009

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