Exempt Employees Frequently Asked Questions

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My child’s school or daycare is closed. Will I be expected to to care for my child/children and work at the same time?

For employees balancing work duties with childcare and at-home schooling duties, the university requests that supervisors are flexible with hours, e.g., allow employees to work nontraditional hours. Alternatively, an employee may choose to use accrued vacation hours or their floating holiday.  If the employee’s vacation/floating holiday balance has been exhausted, an employee may request additional time off by filling out the Supplemental COVID-19 Leave Form.

I am currently working on campus and I feel uneasy about my risk of contracting COVID-19.

Our employee’s health and safety are our top concern and we have worked with our department of health and safety to ensure the proper procedures were put in place. If you continue to have concerns, please address these directly with your supervisor. With supervisor approval, you can request vacation time or move to an unpaid status.

I have an underlying health condition and I am concerned about working on campus.

Your underlying health condition may fall under the Americans with Disability Act (ADA). Please contact the department of human resources for further direction at HumanResources@marquette.edu.

If I’m working remotely or on campus, and I become too sick to work, what should I do?

An employee who is absent due to illness must provide adequate notice of the absence to his/her supervisor. Such notice should take the form of a phone call or phone message or email to the supervisor at least one hour in advance of the start of the employee’s work schedule. Sick use should be recorded as usual by the supervisor.

What happens if I am sick and not working for three or more days, but it is not related to COVID-19?

As always, you will need to complete Family Medical Leave paperwork. This paperwork can be requested from humanresources@marquette.edu.

Can I stay home to care for my immediate family member with COVID-19 symptoms or to take my immediate family member with COVID-19 symptoms to the doctor?

UPP 4-08 Sick Leave Policy has been modified through May 10, 2020 (subject to change) to allow employees to care for an ill immediate family member with COVID-19 without the requirement of applying for Family Medical Leave. An employee who is absent due to illness must provide adequate notice of the absence to his/her supervisor. Such notice should take the form of a phone call or phone message or email to the supervisor at least one hour in advance of the start of the employee’s work schedule.  Sick use should be recorded as usual by the supervisor.  The employee will be expected to continue remote work.  Alternatively, vacation time may be used, or an employee can move to an unpaid status.

How is immediate family defined in this policy?

Immediate family as defined by the Department of Labor includes children, spouse or parent.

What should I do if I have been told by a public health official to self-isolate or self-quarantine?

Employees should complete the COVID-19 Employee and Student Voluntary Disclosure Form. Remote work may continue during this time if your position is not able to work remotely contact your immediate supervisor prior to the start of your shift explaining you will be unavailable for work due to being quarantined. You will be able to use your accrued sick balance for this time. Alternatively, once the accrued sick time has been exhausted an employee may choose to use accrued vacation hours or their floating holiday. Once all accrued time off has been exhausted an employee may request additional time off by filling out the Supplemental COVID-19 Leave Form. If you become ill with COVID-19 symptoms, please complete a new COVID-19 Employee and Student Voluntary Disclosure Form and contact your supervisor.


What are the best practices to consider while working from home?

  • Designate “office” space – create a quiet place to concentrate and spread out.
  • Find an area in which work-related material can be stored and organized and secured.
  • If possible, adhere to the same work schedule that is followed on campus or work with your supervisor regarding alternative/temporary hours. You need to plan to be available during this time for co-workers, etc.
  • Communicate early, often and on a schedule.
    • Communication can often be taken for granted when working on campus, since people can drop in or ask question informally. Working from home means that communication must be more formal and intentional.
  • Consider scheduling daily phone meetings to discuss progress on a project, check in with your colleagues or get updates.
  • Use technology to allow face-to-face interactions – this will allow all the nuances of communication to occur.
  • Anticipate interruptions and manage outside demands.
  • Establish rules or guidelines for yourself and your family members to make it clear that you are engaged on your job/work and not available for non-essential issues in the home.

Additional work from home resources are available.

I don’t have the type of job where I can work remotely. What should I do?

All faculty and staff will continue to be paid through Friday, April 17. After April 17, approximately 250 employees will be placed on temporary unpaid furlough until the university’s normal operations resume and they can return to their roles on campus.

Out of respect for the dignity of each individual, all furloughed employees will retain their current medical, dental and vision insurance, and Marquette will pay both the employer and employee portions of their insurance premiums during the temporary furloughs. In addition, tuition remission benefits, vacation time and sick leave accruals will continue while employees are temporarily furloughed. Affected employees can utilize their remaining vacation days, if they choose to do so, or may file for state unemployment compensation benefits and federal support immediately.

Temporarily furloughed employees will receive more information beginning Wednesday, April 8. There is no defined end date for the temporary furloughs as of now. It is our intention to return all employees to their roles as soon as regular, sustained work becomes available on campus.

Will my university healthcare plan cover medical expenses associated with testing for and treatment of COVID-19?

For those with coverage on one of Marquette University’s Health Plans and to support you during this challenging time, we intend to process covered COVID-19 testing claims without applying member cost sharing. For treatment, you will have the same coverage that is currently available for any emergency or non-emergency illness, subject to the normal deductibles, copays, coinsurance, or out-of-pocket amounts associated with your medical plan. For those on Marquette’s health plan, remember that you also have access to Teledoc. Licensed doctors are available 24/7 by phone or video. Teledoc.com or 1-800-TELADOC (835-2362).

What assistance is available to help me cope with the emotional impact of a COVID-19 outbreak?

The Employee Assistance Program (EAP) is a benefit for all Marquette employees and those in their household. EAP can be contacted 24 hours a day, 7 days a week, by calling 1-800-236-3231.

More information is on HR’s website. Additional resources are also available through the Faber Center.

Prevention Reminders

  • To prevent the spread of illness and viruses, members of the Marquette community are reminded to:
  • Wash your hands with hot water and soap for at least 20 seconds
  • Cover nose and mouth when you cough or sneeze
  • Properly dispose of used tissue
  • Avoid touching your face
  • Limit shaking hands and hugging
  • Regularly clean and disinfect frequently touched surfaces in your workstation/office and in your place of residence
  • Avoid close contact with ill individuals

Stay home from work if you are ill

Do I need a medical provider’s release to resume working after being out due to illness or self-quarantine?

Through May 10, 2020, medical documentation will not be required. This is to provide support to the medical community who are already overwhelmed with providing health care at this time. Employees currently on an approved FMLA leave will need to provide return to work documentation as per normal protocol.

What if a member of my household has traveled to a location that requires them to self-quarantine, do I have to also self-quarantine?

We are following the recommendations of the Wisconsin Department of Health Services and the Centers for Disease Control. At this time if a member of your household is self-quarantined but does not have any symptoms, you are not required to self-quarantine.

I have a vacation planned, am I able to travel?

Travel for personal business at this time is not advised due to the fact that many would be required to self-quarantine after returning.  Supervisors can deny vacation time for travel during this time for employees who are critical for maintaining essential operations on campus or for others unless the 14-day quarantine can be accommodated with remote work.

How will vacation time be handled during the COVID-19 pandemic?

Employees can continue to request vacation time with supervisor approval. Remote or on-campus workers need time away or time to unplug from work. The current university vacation policy has not been changed. Employees in a paid status continue to accrue vacation. Non-exempt employees will continue to accrue vacation until their yearly maximum is reached. Exempt employees will need to use vacation time prior to June 30, 2020 and the new fiscal year vacation allotment will be loaded into vacation banks on July 1, 2020. Any changes to the vacation policy are cost prohibitive and not financially viable at a time when the university’s resources are already limited.

Where can I find UPP 4-06 Attendance Non-Faculty Employees and UPP 4-08 Sick Leave Policy?

Where can I get updated information about Marquette’s response to COVID-19?


See also:

Human Resources FAQs