COVID-19 Information - Coastal Carolina University
In This Section

Working through COVID-19


The Office of Human Resources and Equal Opportunity has developed this website to provide faculty, staff and student employees with important resources and guidance related to the Novel Coronavirus, COVID-19. Since this is an evolving situation, it is anticipated that additional information will be posted here, as it becomes available. Please visit this Employee Advisory website regularly for updates.

Employees may contact HREO for assistance at 843-349-2036 or email hr@coastal.edu. For personally specific benefits or leave related questions, please email ccubenefits@coastal.edu.

If you are experiencing symptoms which may be associated with COVID-19, you have been asked to self-quarantine, or you have been notified of possible exposure to COVID-19, you should NOT physically report to campus for work. Remember to notify your supervisor of your absence. You may be placed in a leave status if you are unable to work remotely. 

Time-Off Guidance for Employees (COVID-19 only)

CCU’s time-off policies for faculty and staff are generally equipped to handle contagious illnesses, such as COVID-19. Employees should follow directives from their supervisors with regard to reporting to work (on-campus or remotely) and requesting the use of leave/time-off in accordance with this Advisory.

Employees are expected to continue to report time worked or leave taken in WebAdvisor, in accordance with published deadlines, even if they are not physically working on campus. It is important that you meet these deadlines so payroll distributions will continue on the normal schedules.

Due to the unique circumstances associated with COVID-19, the state has made some special allowances for eligible employees to utilize accrued leave time, if the employees cannot work on campus AND they are unable to work remotely. (Updated April 2, 2020)

The chart below has been updated due to the enactment of the Family First Coronavirus Response Act (FFCRA) on April 1, 2020. Employees in FTE, Research Grant, Temporary Grant, Time-Limited and Temporary positions may be eligible for Emergency Paid Sick Leave (EPSL) and Expanded Family and Medical Leave (EFMLA) if the employee is unable to work or unable to work remotely due to need for leave (refer to #1-6 in chart). For guidance and to review the federal poster, visit https://www.dol.gov/sites/dolgov/files/WHD/posters/FFCRA_Poster_WH1422_Non-Federal.pdf.

SCENARIO


OPTIONS FOR LEAVE


1. Employee subject to isolation order related to COVID-19.

Use emergency paid sick leave (EPSL)

  • Must meet eligibility requirements
  • Up to 80 hours of EPSL
  • Leave provided at regular rate of pay up to $511 per day*
  • Leave may be requested between April 1, 2020 and Dec. 31, 2020
  • Requires advance HREO approval

Use accrued sick and/or annual leave to:

  • Supplement difference between regular rate and the EPSL daily rate cap
  • Maintain pay status if COVID-19 recovery period is extended by a health care provider and EPSL limit has been exhausted

Leave without pay (LWOP) if no leave options are available

2. Employee has been tested and confirmed of contracting COVID-19, or has been advised to self-quarantine by a health care provider. to self-quarantine due to concerns related to COVID-19.

Use emergency paid sick leave (EPSL)

  • Must meet eligibility requirements
  • Up to 80 hours of EPSL
  • Leave provided at regular rate of pay up to $511 per day*
  • Leave may be requested between April 1, 2020 and Dec. 31, 2020
  • Requires advance HREO approval

Use accrued sick and/or annual leave to:

  • Supplement difference between regular rate and the EPSL daily rate cap
  • Maintain pay status if COVID-19 recovery period is extended by a health care provider and EPSL limit has been exhausted

Leave without pay (LWOP) if no leave options are available

3. Employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.

Use emergency paid sick leave (EPSL)

  • Must meet eligibility requirements
  • Up to 80 hours of EPSL
  • Leave provided at regular rate of pay up to $511 per day*
  • Leave may be requested between April 1, 2020 and Dec. 31, 2020
  • Requires advance HREO approval

Use accrued sick and/or annual leave to:

  • Supplement difference between regular rate and the EPSL daily rate cap
  • Maintain pay status if COVID-19 recovery period is extended by a health care provider and EPSL limit has been exhausted

Leave without pay (LWOP) if no leave options are available

4. Employee is caring for an individual subject to or advised to quarantine or isolation.

Use emergency paid sick leave (EPSL)

  • Must meet eligibility requirements
    Up to 80 hours of EPSL
  • Leave provided at two-thirds of employee’s regular rate of pay up to $200 per day*
  • Leave may be requested between April 1, 2020 and Dec. 31, 2020
  • Requires advance HREO approval

Use accrued sick and/or annual leave to:

  • Supplement difference between regular rate and the EPSL daily rate cap
  • Maintain pay status if COVID-19 recovery period is extended by a health care provider and EPSL limit has been exhausted

Leave without pay (LWOP) if no leave options are available

5. Employee is caring for a son or daughter of such employee whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 precaution

Use emergency paid sick leave (EPSL)

  • Must meet eligibility requirements
    Up to 80 hours of EPSL
  • Leave provided at two-thirds of employee’s regular rate of pay up to $200 per day*
  • Leave may be requested between April 1, 2020 and Dec. 31, 2020
  • Requires advance HREO approval

Use expanded family and medical leave (EFMLA)

  • Up to twelve (12) weeks of leave
  • First two (2) weeks are unpaid but may request FPSL to cover
  • Weeks three (3) through twelve (12) Leave provided at two-thirds of employee’s regular rate of pay up to $200 per day*
  • Leave may be requested between April 1, 2020, and Dec. 31, 2020
    Requires advance HREO approval

Use accrued sick and/or annual leave to:

  • Supplement difference between regular rate and the EPSL/EFML daily rate cap
  • Maintain pay status if COVID-19 recovery period is extended by a health care provider and EPSL limit has been exhausted

Leave without pay (LWOP) if no leave options are available

6. Employee is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.

Use emergency paid sick leave (EPSL)

  • Must meet eligibility requirements
  • Up to 80 hours of EPSL
  • Leave provided at two-thirds of employee’s regular rate of pay up to $200 per day*
  • Leave may be requested between April 1, 2020 and Dec. 31, 2020
  • Requires advance HREO approval

Use accrued sick and/or annual leave to:

  • Supplement difference between regular rate and the EPSL daily rate cap
  • Maintain pay status if COVID-19 recovery period is extended by a health care provider and EPSL limit has been exhausted

Leave without pay (LWOP) if no leave options are available

7. Employee cannot work on campus AND is not able to work remotely (items 1-6 above do not apply).

Use of accrued sick leave, annual leave or leave without pay (LWOP). Employees in this category should NOT report hours as being worked.

8. Employee was:

  • Recently on a cruise;
  • Traveled to a CDC level 3/4 country; OR
  • Received notification of possible exposure to COVID-19.

Employee cannot return to campus for 14 days following possible exposure without experiencing any symptoms of illness in order to mitigate the potential, communal spread of COVID-19.

Employee should follow directives from their supervisor with regard to reporting to working remotely. Leave should be used if working remotely is not viable.

Use of accrued sick leave, annual leave or leave without pay

 

*Subject to proration based on employment status/hours.  Rates may be capped based on FFCRA mandates.

After reviewing the chart above, if you need to submit a request for leave, a specific COVID-19 Leave Request Form can be found at: COVID-19 Employee Leave Request Form

 


Sick Leave Advances
 

Sick leave advances of up to 15 days for FTE leave eligible employees may be considered, if circumstances warrant. For COVID-19, probationary FTE, research grant, temporary grant and time-limited positions may also be eligible for sick leave advances. However, should a sick leave advance be granted, the amount cannot exceed what is necessary and can be reasonably recovered based on the individual’s employment status. Supervisors and employees should direct questions to HREO (Benefits) for assistance at 843-349-2036 or email ccubenefits@coastal.edu.

Graduate and Student Employees

The University continues to monitor activity at the state and federal level with respect to possible financial or leave options for graduate and student employees who may qualify. Information will be provided if/when available.

Unemployment

Information on unemployment insurance can be found at https://dew.sc.gov/covid-hub. The application, eligibility and determination processes for unemployment benefits is handled solely by the South Carolina Department of Employment and Workforce (SC-DEW), not CCU.

Family and Medical Leave Act

If an employee or a qualifying family member contracts COVID-19, it may constitute a “serious health condition” under the FMLA and a resulting leave of absence may be FMLA qualifying if the employee meets the other criteria required for coverage under FMLA. However, the FMLA generally does not cover staying home to avoid becoming sick. Supervisors and affected employees should contact HREO (Benefits) for guidance at 843-349-2036 or email ccubenefits@coastal.edu.

Relief Options

HREO continues to monitor activity at the federal and state level regarding possible relief options. Information will be provided on the Employee Advisory webpage, as it becomes available.

Leave/Benefits Guidance

Employees requiring assistance with leave and benefits related matters should contact HREO (Benefits) at 843-349-2036 or email ccubenefits@coastal.edu

Employee Support

EAP Program

CCU’s Employee Assistance Program (Life Services EAP) is available to ALL employees (except student employees) and includes dependents and members of the employee’s household. Services are available 24/7 through toll-free phone lines. The provider will apprise employees of services and resources available at that time. Support is available via telephone, video or in-person.

Telephone: 1-800-822-4847
Website: lifeserviceseap.com (username: CCU; password: employee)

Student employees seeking support should visit https://www.coastal.edu/counseling/ for guidance.

Donating Sick/Annual Leave to Leave Transfer Programs

Donations to the University’s leave pools may be made at any time during the year. Programs are administered in accordance with the IRS and state guidelines. Donations cannot go directly to an employee due to absences related to COVID-19 that are not medical in nature. To receive leave from the University’s leave pools (sick and annual), there must be a qualifying medical condition. Also, all other available leave must be exhausted; the employee must be projected to be in a leave without pay status for at least 30 days; and medical certification is required. For more information download Leave Transfer Programs (PDF). (Updated 4/8/2020)

Faculty and Staff Benevolence Fund

The program is designed to provide limited financial assistance to eligible employees who are experiencing extreme economic hardship due to certain emergency situations. Situations should be short-term or temporary in nature, and not chronic. The situation may involve a member of the employee’s immediate family which has a direct impact on the Coastal Carolina University employee. For the purpose of this program, immediate family is defined as the legal spouse (including common law) and dependents (as defined by IRS guidelines). To learn more about the program, visit Faculty and Staff Benevolence Fund. (Updated 4/8/2020)

Essential Employee Child Care Assistance Information 

As part of the CARES Act (Coronavirus Aid, Relief and Economic Security) funding, the South Carolina Department of Social Services is offering child care assistance for parents who have been deemed essential staff and are required to report to work during the Covid-19 Pandemic.

Information on this program can be found at Child Care Assistance for Essential Workers. If you want to submit an application for this assistance, the form can be found at Covid-19 Essential Workers Child Care Application.

NOTE: This is not a CCU program. Any questions should be directed to Christi.Jeffcoat@dss.sc.gov  (Updated 04/28/2020)


The language used in this document and other COVID-19 materials on this site do not create an employment contract, nor any other contractual rights or entitlements, between the employee and Coastal Carolina University. Coastal Carolina University reserves the right to modify this information at any time. The guidance is subject to change based on this evolving situation.