Faculty & Staff: Upload your vaccination documentation—or request an accommodation—by August 15. More Information
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?
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.
Care.com is a resource available to our staff for emergency dependent care. Staff members can access the Tufts care.com benefit at: https://access.tufts.edu/child-elder-care.
If I can’t take time off because of my specialized role, can I get an exemption from the new vacation time policy?
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.