COVID-19 Update: Information and resources can be found here.

Types of Leave

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Employees who are currently on emergency leave and have child/dependent care responsibilities due to school or daycare closure

Emergency Family and Medical Leave (EFMLA), part of the federal Families First Coronavirus Response Act enacted March 19, offers eligible employees to up to 12 work weeks of EFMLA to care for a minor if the child’s school, daycare, or care provider is closed or unavailable due to COVID-19. EFMLA is unpaid for the first 10 work days (but employees may use paid leave accruals) and then paid at 2/3 the employee’s regular salary up to $200 per day ($2,000 total). All employees with more than 30 days on the job are eligible; leave and pay are prorated for part-time staff.

Employees who are currently on emergency leave and are sick, quarantined or are caring for others who are quarantined

Emergency Paid Sick Leave (EPSL), part of the federal Families First Coronavirus Response Act enacted March 19 allows up to 10 work days (or 80 hours) for COVID-19-related reasons including illness and treatment, quarantine, caring for others who are quarantined, and child care. This option is available to all full- and part-time employees regardless of length of employment. The amount of pay an employee will receive varies based on the reason for the leave and is capped. The amount of leave and pay available is pro-rated for part-time staff.

Regular, unpaid FMLA is available for non-COVID health conditions affecting the employee, a parent, spouse or child or leave for confinement due to pregnancy or following the birth, adoption, or foster care placement of a child. See EMP-256 Family and Medical Leave and EMP-256P-01 Managing Family and Medical Leave.

Alternatively, employees may use sick leave for any reasons outlined in EMP-253 Sick Leave, including confinement due to pregnancy, illness of the employee or the employee’s immediate family member, or quarantine due to exposure to a contagious disease. 

Employees who are currently on emergency leave and do not have dependents to care for and are not sick or caring for the sick

Use of Available Applicable Paid Leave Accruals under UT Southwestern Policies:

These employees must use applicable paid leave accruals under UT Southwestern policies, including holiday, vacation, state compensatory time, or FLSA compensatory time as outlined in EMP-252 Vacation Leave; EMP-261 Holiday Leave; EMP-204 Overtime Compensation.

Reassignment to Perform Alternative Job Duties

If it is possible to temporarily adjust job duties so that an employee may perform such duties remotely, managers should consider a temporary adjustment on a case-by-case basis. All such reassignments must constitute productive work for UT Southwestern. Managers should consult Employee Relations for guidance on alternative job duties. If alternative job duties are needed because of a medical condition, employees must be referred to the Office of Institutional Equity and Access. Employees who were initially sent home but who now have productive work to perform, either remotely or reassigned to non-patient care duties, should return to work. 

Reduction of Appointment or Schedule Adjustment

Managers can reduce a full-time employee’s appointment to part-time as operational needs warrant. Employees appointed to work at least 50% time (20 hours a week for 4.5 months) remain benefits eligible (pay, accruals, premium sharing, etc., is pro-rated). Managers can reduce work schedules or rotate employees. Employees will only be paid for hours worked and managers will need to consult with Employee Relations.  

Leave Without Pay

If all applicable paid leave accruals have been exhausted, an eligible employee may request leave without pay. EMP-266 Leave Without Pay. This option may also be used if there is no productive work for the employee to do now, but you anticipate there will be productive work in the near future. When Leave Without Pay is approved, that generally means the department intends to hold the employee’s position open until the employee returns. With this option, employees remain on UT Southwestern’s payroll and are eligible to continue benefits at the employee’s expense.