Leave during the COVID-19 crisis
During these unusual times the university’s approach to leave will be guided by whether there is a need for work to be performed. The following will apply to remote and on-site work:
Special leave for staff who must care for children at home
The principle of special leave will apply to staff who are working in critical/essential areas and are now required to take care of children as a result of schools closing. This principle will apply in cases where staff are unable to perform their duties at home. These members of staff will be required to complete the special leave process for line management’s approval.
HR support for staff who are already immunocompromised
Immunocompromised (as defined by the World Health Organization report 2019) staff are a special area of consideration for line managers and supervisors. Line managers need to identify such staff members under their care, but staff may also self-identify. Line managers must ensure confidentiality in cases where staff have a particular diagnosis linked to their immunocompromised status.
Staff who fall within this category are better protected from exposure to COVID-19 by working remotely, where this is possible, and will not be required to perform on-site work. Staff members who fulfil essential/critical functions and are unable to work on-site due to their immunocompromised status will therefore be covered by special leave provisions.
Remote HR processes, forms and operations
To facilitate the completion and submission of HR forms in accordance with the Council approved HR delegations of authority (HRDoA):
All other HR services will be delivered in accordance with the principle of social distancing and making use of appropriate remote-working technology where possible.
This work is licensed under a Creative Commons Attribution-NoDerivatives 4.0 International License.
Please view the republishing articles page for more information.