University of Southern Indiana

COVID-19 Information for Employees

Short-term Remote or Hybrid Work

Updated: August 18, 2021

As a result of the continued challenges caused by the unprecedented COVID-19 pandemic, Vice Presidents (or those they delegate decisions to) have been given the flexibility to evaluate short-term (approximately 7 to 14 days) remote work or telework considerations on a case-by-case basis for reasons related to: 

  • Being advised by a health care provider to self-quarantine because of COVID-19
  • Experiencing symptoms of COVID-19 and seeking a medical diagnosis
  • Awaiting test results or a medical diagnosis of COVID-19 after exposure
  • Caring for a dependent child whose school or place of childcare has been closed, or whose childcare provider is unavailable due to COVID-19 precautions

There are multiple factors that will be considered when exploring the possibility of remote work or telework. To establish a successful remote work or telework arrangement, Vice Presidents (or those they delegate decisions to) will most likely weigh the following factors:

  • Data security
  • Employee productivity
  • Operational and business needs
  • Team effectiveness
  • Technological capabilities and equipment required to perform the work
  • Workplace safety

Vice Presidents (or those they delegate decisions to) may recommend a hybrid remote work or telework arrangement involving the splitting time between University and non-University work locations or suggest varied times of work during the day/evening/weekend hours and coming on and off campus when short-term remote work or telework cannot be supported. 


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

Updated: August 18, 2021

What if I have a medical condition that may inhibit my return to work on-campus?

Employees who have a longer term need to request reasonable accommodations must follow the established processes under the Americans with Disability Act (ADA). Requests will be evaluated to determine whether the accommodation is needed, the type of accommodation that would meet health concerns as identified by the medical provider, and whether the requested accommodation might cause an undue hardship on the department. Since the University is entitled to understand the disability-related limitation that necessitates the accommodation, a completed Medical Accommodation Certification form will be required.

Eligible employees who are unable to return to work can still request Family Medical Leave for a leave of absence to care for themselves or a qualifying family member.


Childcare Updates

Updated: August 18, 2021

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

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

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

  • Discuss remote work or telework considerations with your supervisor and Vice President
  • 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 discontinues face to face instruction and adopts virtual learning days due to the COVID-19 pandemic? I have no other child care arrangements.

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

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

  • Discuss remote work or telework considerations with your supervisor and Vice President
  • 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 childcare options may be available for University employees?

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?

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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