The Nevada System of Higher Education has outlined the implementation of the Families First Coronavirus Response Act (FFCRA). As implemented by NSHE, uUnder the FFCRA, an employee is entitled to paid sick leave if the employee is unable to work (or unable to telework) due to a legitimate need for vacation. Human Resources is now accepting requests for alternative work arrangements and / or leave for employees who meet any of the following criteria:
- The employee is subject to a federal, state, or local quarantine or isolation order with respect to COVID-19.
- The employee was instructed to self-quarantine related to COVID-19 by a healthcare provider (a healthcare provider advised the employee to stay home or otherwise quarantine because the provider believes the employee may be suffering from COVID-19 or is particularly susceptible to COVID-19);
- The employee has COVID-19 symptoms and is seeking a medical diagnosis.
- The employee takes care of a person who:
on. is subject to a federal, state or regional quarantine or isolation order with respect to COVID-19 or
b. Has been advised to self-quarantine for COVID-19 by a health care provider (a health care provider has advised the person to stay at home or otherwise quarantine because the provider believes the person may have COVID-19 or be particularly vulnerable for COVID- is). 19); - The employee takes care of his or her child (s) whose school or childcare location is closed for COVID-19 reasons (or the childcare worker is not available). and or
- The employee suffers from another substantially similar condition established by the U.S. Department of Health.
(U.S. Department of Labor, Payroll and Hours Department (WHD))
A university employee who believes they cannot work on campus may apply for approval of a proposed alternative work arrangement or leave for any of the above reasons by first discussing the situation with their manager and then submitting it the leave request form to the HR department. Upon receipt of the request, Human Resources will request the necessary medical or other documentation for any of the six reasons listed below, as specified below. After receiving the necessary medical or other documents, the HR department evaluates the request and can contact the employee and the supervisor. The HR department then makes its decision on the request, which is emailed to both the employee and the manager.
For an employee who falls under Reason No. 1 above, the employee will be informed of the documents that are required.
For an employee who falls under reason # 2 above, the named a medical certification form must be submitted to the HR department within 15 working days after receipt of the request.
For an employee who falls under Reason No. 3 above, The specified medical certification form must be submitted to Human Resources within 15 working days of receiving the request.
For an employee falling under reason # 4 (b) above, The specified medical certification form must be submitted to Human Resources within 15 working days of receiving the request.
For an employee who falls under reason no.5, the employee must Provide evidence or documentation of the closure of the childcare facility.
For an employee who falls under reason 6 above, The specified medical certification form must be submitted to Human Resources within 15 working days of receiving the request.
An employee who does not fall under one of the six (6) reasons can apply for reasonable accommodation under the ADA or apply for leave under the FMLA under the procedures established by the university.
FORM: Request for an alternative work arrangement or vacation
