June 1-14, 2020 UPDATE

All employees continue to work remotely, except Public Safety and limited Operations staff, unless otherwise notified by their supervisors, to provide continuity in university operations and student support services. Most administrative and academic offices will be available for business by telephone and email during normal business hours.

Employees unable to work as a result of Coronavirus exposure resulting in quarantine, COVID-19-related illness, family care (illness or daycare), or because the employee’s position can only be performed on campus may apply for paid COVID-19 emergency leave through Benefits Director Candace Terry (cterry@lindenwood.edu) between March 23 and June 14. Documentation may be required.

Employees who have received a positive diagnosis for coronavirus and were on campus at any time in the last 14 days should notify Candace Terry (cterry@lindenwood.edu). Employees exhibiting any symptoms should contact their doctor and follow all given instructions and precautions.

If you need administrative assistance, please email the staff member(s) with whom you need to speak to ensure that you receive the help you’re seeking. If you do not know the name of the person you need, please refer to the Q2 contact list for assistance (located in Workday – Useful Links). All of these emails will be answered in a timely manner.

All employees who are unable to report to work on campus or work remotely should speak with their supervisors AND contact Candace Terry at cterry@linenwood.edu to discuss their options.

COVID-19 Emergency Leave

Faculty and staff are eligible to receive up to 12 weeks of COVID-19 emergency leave under the following schedule and applicable reasons if unable to report to work on campus or work remotely. Any Covid-19-related leave taken March 23, 2020, or after is counted against the 12-week entitlement. Emergency leave is distinct from – and in addition to – any other type of leave and is specific to the COVID-19 pandemic. This benefit sunsets on 12/31/2020. Nothing in the COVID-19 emergency leave grant is intended to affect existing sick/PTO policies, including their accrual and carryover caps. In the event that federal, state, or local law should require similar paid leave in the future, Lindenwood will apply COVID-19 emergency leave against any such requirements to the extent such laws allow. In the unlikely event of a total shutdown of Lindenwood operations (on ground and online), no emergency leave would be paid during this total shutdown.

Faculty and staff who are UNABLE to work or work remotely because of one of the following reasons are eligible to receive COVID-19 emergency leave OR use accrued SICK OR VACATION leave, if applicable:

The employee is subject to a federal, state, or local quarantine or isolation order related to COVID-19; The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19; The employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis; The employee is caring for an individual who (a) is subject to a federal, state, or local quarantine or isolation order related to COVID-19 or (b) has been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19; and/or

Faculty and staff who are UNABLE to work or work remotely because of the following reason are eligible to receive COVID-19 emergency leave or use accrued VACATION leave, if applicable:

The employee is caring for his or her son or daughter because the school or place of care for the son or daughter has been closed or the child care provider of the son or daughter is unavailable due to COVID-19 precaution.

The COVID-19 benefits include the following for employees with qualifying circumstances as outlined in 1-5 above:

Qualifying employees will receive full pay for the first two weeks or 80 hours of the leave.

Qualifying employees are eligible to receive 1/2 pay or short-term disability benefits, if applicable, for the remaining 10 weeks or 400 hours, whichever amount of pay is greater.

Qualifying employees enrolled in short-term disability benefits will be required to utilize their short-term disability benefit during the remaining 10 weeks unless the max cap payout of $1,000/week applies.

Documentation may be required.

Faculty and staff who qualify for this benefit as defined by these categories may apply for COVID-19 emergency leave through Benefits Director Candace Terry (cterry@lindenwood.edu). Documentation may be required.