CU Boulder has adopted new measures to deal with COVID-19.  As part of that effort, the Department of Human Resources is sharing employment guidance to help you manage COVID-19 concerns.

The only employees working on campus should be classified as Critical Services. Employees who are able to work remotely are expected to be working.

For HR-related questions, contact the Department of Human Resources at 303-492-6475.

Direct Deposit: Direct deposit remains the most efficient way to be paid. Employees can begin direct deposit or update existing direct deposit in the MyCUinfo portal.

Frequently Asked Questions

Critical Services

Can a supervisor decide to pay someone differential pay if they aren’t eligible for the campus critical services pay?

No.  Even if you have employees in critical services roles, you and your department cannot provide additional pay beyond their existing salary unless the Human Resources Department has approved the designation for the employee to receive differential pay. This is because having each unit make its own decisions instituting differential pay would lead to its own set of inequities. The campus has a consistent standard that is being applied across all units on campus. 

Who is eligible for critical pay?

Overtime eligible critical services employees who continue to work physically on campus in designated positions that directly support the care, safety, and well-being of our students are eligible for a 10% increase in pay for hours worked performing critical services. Human Resources will determine, in consultation with officers who oversee these functions, which critical services employees have duties that sufficiently support the care, safety and well-being of students to receive critical pay.

I am a critical services employee, do I need to have a mask?
  • On April 17, 2020, Gov. Jared Polis issued an executive order requiring employees of critical businesses and critical government functions to wear non-medical cloth face coverings while at work. Specifically, critical workers, when interacting in close proximity with other employees or with the public, are required to wear non-medical cloth face coverings that cover the nose and mouth while working, except where doing so would inhibit that individual’s health.
  • Nothing in the governor’s order prevents critical workers from wearing a more protective face covering if that type of PPE is required due to the nature of the work performed.
  • The governor’s order lasts for 30 days, unless extended by further executive order. 
  • Some critical services employees, based on the requirements of their job duties, already are utilizing masks or other personal protective equipment like gloves, and should follow the guidelines and requirements of their individual departments.
Will the university provide masks for critical services employees to use while working on campus?
  • The CU Boulder Office of Emergency Management is working with various campus departments to coordinate acquisition of reusable cloth masks, as well as disposable masks, to ensure access to them for all critical services employees who have been authorized to work on campus, including those who do not have a cloth mask or the ability to make one at home. 
  • Campus distribution of masks will be handled by the Distribution Center. Supervisors whose critical services employees need masks are asked to submit requests via webform
  • While the campus does have a supply of disposable non-medical masks for critical services employees currently, demand for masks everywhere is high, and orders for new reusable masks are currently back-ordered. In light of this, critical services employees who have their own cloth masks are encouraged to wear these at work, making sure to wash them frequently. Both the Centers for Disease Control and Prevention (CDC) and the Colorado Mask Project have tips for making masks out of household material and proper wear.
  • Contractors performing work on campus should supply masks for their employees. 
 
Do I need to wear a mask at all times while at work?
  • The governor’s April 17 executive order referenced above specifies that “where workers interact in close proximity with other employees or with the public to wear medical or non-medical cloth face coverings that cover the nose and mouth while working, except where doing so would inhibit that individual’s health.”
  • In light of this language, employees should wear face coverings in public and common areas of campus spaces. Discretion can be used in private offices or if working alone outdoors, though campus recommends erring on the side of caution if you expect the possibility of interaction with other employees, students or the public.

Biweekly Employees

A student worker has multiple jobs on campus. One job can be done from home while the other cannot. How does that work for pay and leave?

For jobs that can be done remotely, students should continue to work and record time as they normally do via MyLeave or your department’s timekeeping system.  For the job that cannot be accomplished through remote work or can only partially be accomplished remotely, supervisors will work with your department HR liaison to track and submit the expected scheduled hours for compensation continuity in that job.  

If a student worker is only able to work a portion of their scheduled time from home (e.g. 5 hours of their 15 hours scheduled time), how do we record the time?

Students will record their 5 hours in their normal timekeeping process (MyLeave, etc.), and the department would submit any additional hours unable to be worked (in this case 10) through the Biweekly Paid Leave spreadsheet

My student is not able to work regularly or from home AND is not Critical Services. Do they still get paid?

Yes - students will receive “admin paid leave” for their scheduled hours while we’re in this phase.  Supervisors need to work with their HR liaisons to report those hours on the Biweekly Paid Leave spreadsheet so it can still be paid

Our office schedule varies, and so does student hours. How do I give my HR liaison accurate student hours?

Supervisors need to maintain consistency with student expectations and commitments.  If a student was scheduled for an average of two shifts per week, please continue that trend.

My student worker is still working on campus because they qualify as Critical Services and the work also qualifies them for additional critical services pay. How does that work?

Students need to continue to submit their regular time worked through their normal timekeeping process.  For additional critical services pay, supervisors should report the number of critical hours worked by students to HR Liaisons in the department.  This will be reported by HR Liaisons on the Biweekly Critical Services Pay Spreadsheet and sent to the HR Service Center for processing. 

Part of my student’s position is work-study funded. How does that work with admin paid leave?

Work-study will pay as usual. The admin paid leave will be paid as mentioned above - institutional share and work-study.  At the time of exhaustion, it will switch entirely to department funds. It’s important for departments to continue tracking their internal budgets during this time.

My office closed, do I still have my student employment?

Yes, your supervisor is responsible for giving you work to do remotely or if not possible to keep you in your job receiving your pay based upon your scheduled hours. 

Monthly Employees

All of our staff is working from home. Do we need to do anything special?

No, if staff are able to work remotely and are not designated as Critical Services on campus, they need to track and submit their time normally.  

I have staff that can do some work from home, but not all. How should I record that?

Time worked remotely is treated as normal work hours reported. Hours that are unable to be worked remotely should be recorded as “Administrative Leave” in their normal timekeeping process.

My staff are not critical services. They are working remotely the majority of the time, but come on campus for a few hours when the work requires it. Should this time be tracked any differently?

No, time tracking and submission follows normal processes.

How does an employee track time if only part of their job is designated as Critical Services?

Staff need to continue to submit their regular time worked through their normal timekeeping process.  For additional critical services pay, supervisors should report the number of critical hours worked by staff to HR Liaisons in the department.  This will be reported by HR Liaisons on the Monthly Critical Services Pay Spreadsheet and sent to the HR Service Center for processing