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My health-care provider has advised me to self-quarantine. What should I do?

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Self-quarantine is recommended for individuals who may have been directly exposed to COVID-19 but are not experiencing symptoms. Follow the guidance of your health-care provider, and notify your supervisor that you cannot physically come to work.

If your work can be performed at home, you will be expected to work as directed and approved by your supervisor as long as you are asymptomatic during the self-quarantine, and you will receive your regular pay. Nonexempt staff must be sure to record and report their hours worked and should not work unauthorized overtime.

If you are unable to do your work from home, speak to your supervisor about alternative work options so that you can continue work at home. If no work is possible, you will receive your base pay for the self-quarantine period (two weeks). During the self-quarantine period please keep in touch with your supervisor regarding on-line training, professional development or other duties that you may be able to perform from home.

Last update: Monday, Oct 25, 2021 - 1:26pm

Do I have to bring a physician’s note clearing me to return if I have COVID-19?

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Medical clearance is necessary to return to work if you have had confirmed COVID-19. According to the CDC, “the decision to discontinue home isolation precautions should be made on a case-by-case basis, in consultation with health-care providers and state and local health departments.” If your department has additional return-to-work requirements, please adhere to those as well.

Last update: Monday, Oct 25, 2021 - 1:26pm

If I am an essential employee and unable to come into work due to COVID-19, what are my sick-time benefits?

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If you are unable to return to work on-site, you should notify and work with your manager to determine if there is work that you can do remotely. All benefits-eligible, non-exempt employees receive annual awards of sick time upon their anniversary dates, which can be used as soon as it is awarded. If you have a unique circumstance, contact your supervisor or your Human Resources Business Partner for help with paid time off and/or leave options.

Last update: Thursday, Jul 1, 2021 - 11:41am

A staff member is unable to return to work because of family care responsibilities. Their job cannot be performed from home and family care services are restricted because of COVID-19. What options can I, as a manager, provide?

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Staff members may use up to 10 days of their sick time in a one year period, in total, to care for children, elders, or other members of the household. This year, in this time of COVID, staff can use or be advanced (if you have no sick time) up to 10 additional days. Once that time has been exhausted, the staff member may use their personal and vacation time.  

Once personal/vacation time has been exhausted, the staff member should speak to their HR Business Partner to determine if alternative work arrangements (such as a change in work hours/days, temporary FTE reductions, etc.) can be made or if the staff member must transition to unpaid status. Managers are expected to work closely with Human Resources and the employee toward identifying options to support continued employment whenever possible. is a resource available to our staff for emergency dependent care. Staff members can access the Tufts benefit at:

Last update: Tuesday, Aug 18, 2020 - 4:04pm

Are there other benefits and resources available for child care needs?

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Subsidized backup care through now includes some of the displaced childcare workers as care providers with an emphasis on emergency workers and children with special needs. requires its care providers to adhere to the CDC-recommended best practices related to COVID-19. 

Other elements of our benefit, such as the personal care network, continue as does the marketplace to find childcare or elder care providers as well as other services.  

Access’s Coronavirus Resource Guide for Parents and Caregivers for articles and podcasts on hiring and employing caregivers during COVID-19, parenting during a pandemic, staying safe as stay-at-home orders lift, and more. 

Tufts’ Employee Assistance Program, KGA, has tips for finding alternative caregivers, and you can contact them for help in your search. They also provide information and support on COVID-19 issues and for a multitude of other topics.

Last update: Tuesday, Aug 18, 2020 - 2:08pm

What resources are available to assist faculty and staff?

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Our goal is to prioritize health and safety by developing policies that will permit employees the flexibility and resources they need to put their health first. Specific information is available at the links above, and your supervisor should be able to help with any particular need that arises during this emergency.

We have created resources specific to the needs of staff employees, including supervisors, which are available here:

Tufts Technology Resources has put together the following materials to support staff and faculty members with technology needs.

Last update: Friday, Aug 14, 2020 - 10:13am

A staff member does not want to take public transportation for fear of contracting COVID-19. Can we make other arrangements for this person?

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The university does not pay parking fees or pay for other methods of transportation. 

Tufts Shared Services provides parking at different price points to those who may wish to drive to our Boston Health Sciences campus. For questions pertaining to Boston Health Sciences campus parking, please contact the TSS Parking Office at 1-616-636-5580 or email

At our SMFA campus, a limited number of discounted parking spaces are available at the MFA garage. Parking spaces are also available on St. Alphonsus Street.

The Office of Sustainability has a resource section on their website and you can check that page for more information about local options.

Additionally, alternative commuter options are available via Human Resources’ Benefits site.

Last update: Monday, Aug 17, 2020 - 9:47am

If I can’t take time off because of my specialized role, can I get an exemption from the new vacation time policy?

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Managers will be reaching out for their staff’s vacation requests to prepare for operational coverage and to ensure that vacation time is planned. Every person needs time off, and should be encouraged to take time off to support their own health and wellness. There is an 18-month lead into the new vacation maximum accrual, which goes into effect January 1, 2022.  You should work with your manager to plan to bring your maximum vacation balance below the new one-year accrual rate before that date.

Last update: Friday, Aug 14, 2020 - 4:03pm

What if I have questions about how to handle a work-related issue involving COVID-19 that is not addressed here? 

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The university is regularly posting updates to its guidelines, procedures, and approach to COVID-19. If you have questions, you may also contact your Human Resources Business Partner.

Last update: Friday, Aug 14, 2020 - 10:53am

What are my options if my department is short-staffed because of COVID-19?

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Please consult with your supervisor/manager and EAD or VP.

Last update: Friday, Aug 14, 2020 - 10:17am

These FAQs are subject to change. Please check back here for the latest guidance. If you do not  find the information you are looking for, please send an email to