University of Southern Indiana

COVID-19 Information for Employees

Testing for COVID-19

The University will continue to waive the members' cost share, including copays, coinsurance and deductibles, for diagnostic testing related to COVID-19 for those employees covered on the USI Anthem Health Insurance Plan through the duration of the public health emergency related to the Coronavirus Disease 2019 (COVID-19) pandemic as determined by the Department of Health and Human Services.


COVID-19 Vaccine

The COVID-19 vaccine will be covered at no member cost share for those employees covered on the USI Anthem Health Insurance Plan.


Return to Campus

Beginning on May 24, 2021, the University will stagger the return to campus for those who have not already done so. Please work with your supervisor to re-acclimate to campus a minimum of three days per week, increasing days incrementally, for a full return by Monday, August 2, 2021. Any potential exceptions will need to be reviewed and approved by the Provost/Vice Presidents and Human Resources and should be initiated by having a conversation with your supervisor.

Which factors should departments consider when determining if temporary remote work considerations are possible?

  • Operational needs
  • Data security
  • Technological capabilities and equipment required to perform the work
  • Productivity

Childcare Updates

April 29, 2021

What if my child’s school/day care is closed for a 14-day quarantine period due to an incident of COVID-19 and my child is not sick? I have no other childcare arrangements. 

Due to safety concerns, children should not be brought to work.

Supervisors (in consultation with their respective Vice President and Human Resources) may have limited flexibility between May 24 through July 31, 2021, to approve remote work and employees should work closely with their supervisors in order to determine eligibility and applicability. Working from home, or remote work, may not be applicable in all circumstances due to the nature of the job or the equipment required to perform the work.

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

  • Use accrued "family sick" leave 
  • Use of accrued vacation leave
  • Use of accrued compensatory time (does not apply to exempt employees)
  • Use Families First Coronavirus Response Act EPSL (available till July 31, 2021)
  • Request unpaid leave under the Personal Leaves of Absence policy  


What if my child’s school/day care is requesting my child quarantine for a 14-day period due to an incident of COVID-19 and my child is not sick? I have no other childcare arrangements. 

Due to safety concerns, children should not be brought to work.

Supervisors (in consultation with their respective Vice President and Human Resources) may have limited flexibility between May 24 through July 31, 2021, to approve remote work and employees should work closely with their supervisors in order to determine eligibility and applicability. Working from home, or remote work, may not be applicable in all circumstances due to the nature of the job or the equipment required to perform the work.

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

  • Use accrued "family sick" leave 
  • Use of accrued vacation leave
  • Use of accrued compensatory time (does not apply to exempt employees)
  • Use Families First Coronavirus Response Act EPSL (available till July 31, 2021)
  • Request unpaid leave under the Personal Leaves of Absence policy

What if my child’s school goes towards virtual learning days due to the COVID-19 pandemic? I have no other childcare arrangements.

Due to safety concerns, children should not be brought to work.

Supervisors (in consultation with their respective Vice President and Human Resources) may have limited flexibility between May 24 through July 31, 2021, to approve remote work and employees should work closely with their supervisors in order to determine eligibility and applicability. Working from home, or remote work, may not be applicable in all circumstances due to the nature of the job or the equipment required to perform the work.

Additionally, the following options are available through July 31, 2021, although not all options will be available in all situations depending upon the nature of the job responsibilities:

  • Use accrued "family sick" leave
  • Use of accrued vacation leave
  • Use of accrued compensatory time (does not apply to exempt employees)
  • Request unpaid leave under the Personal Leaves of Absence policy


What if my child’s school/day care is closed for an extended period due to COVID-19 and I have no other childcare arrangements? 

Due to safety concerns, children should not be brought to work.

Supervisors (in consultation with their respective Vice President and Human Resources) may have limited flexibility between May 24 through July 31, 2021, to approve remote work and employees should work closely with their supervisors in order to determine eligibility and applicability. Working from home, or remote work, may not be applicable in all circumstances due to the nature of the job or the equipment required to perform the work.

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

  • Use accrued "family sick" leave 
  • Use of accrued vacation leave
  • Use of accrued compensatory time (does not apply to exempt employees)
  • Use Families First Coronavirus Response Act EPSL (available till July 31, 2021)
  • Request unpaid leave under the Personal Leaves of Absence policy


Will the University allow for the use of family sick leave for employees due to childcare needs related to COVID-19?

Effective July 1, 2019, a maximum of 20 days of an employee's accumulated sick time may be taken each fiscal year for illness of a covered family member. For the purpose of this Sick Time Policy, covered family members include spouse or domestic partner, children, parents, siblings, relatives who live with the employee, and relative (in-laws) of the same degree of the spouse/domestic partner who are dependent on the employee for emergency care. As of September 1, 2013, covered family members also include grandchildren and grandparents. The preceding relationships include step, adoptive and foster relationships. Such sick time will be designated by the employee as "family sick" on Time Reports. Employees will be allowed to use family sick leave through July 31, 2021, to care for their child whose school or place of care is closed (or childcare provider is unavailable) due to COVID-19 related reason. This should also assist employees that have used up their allotment of leave under the Families First Coronavirus Response Act (FFCRA).


What childcare options may be available for University employees whose positions don’t allow for temporary work considerations?

With childcare in high demand, there are resources for parents available through 4C of Southern Indiana, Inc., a non-profit childcare resource and referral agency serving 28 counties in Southwestern Indiana. The 4C organization will be able to refer you to local childcare providers who have capacity.


Are there any additional resources for parents navigating temporary work considerations?

As we are all learning how to adjust to the COVID-19 health crisis, there are many published articles and websites that provide advice on how parents can navigate these stressful times, here are a few to consider:

Are there any additional resources available to help employees navigate concerns regarding COVID-19?

The University provides a confidential employee assistance program through Deaconess CONCERN which provides assessment, short-term counseling, referral and follow-up services for eligible employees and members of their household. Family, marital, financial, or work-related problems are dealt with in a completely confidential manner by one of the EAP counselors. Employees and members of their household are eligible for up to eight free visits; additional visits are covered by most health plans. The cost of the EAP is paid by the University.

Contact Deaconess CONCERN
Toll-free: 800-874-7104
Local: 812-471-4611

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