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COVID-19 Information

Updates | Coronavirus Information & Updates Website

Our highest priority is the health and safety of the NSU Community. The University’s senior leadership team and Emergency Operations Committee is continuing to monitor the local and regional impact of COVID-19, and is taking proactive actions to mitigate potential risks to our community. 


November 2020

11/23/2020
COVID-19 Telecommuting Policy Update | View Policy - pdf
The University has approved Administrative Policy 10-15 (2020) Telecommuting and Alternative Work Policy, which outlines employee eligibility and expectations for participating in remote and/or alternative work. Administrative Policy 10-15 supersedes the University’s interim policy on telecommuting. A copy of the new policy is available in the NSU Policy Library, which is accessible here.  Questions regarding this policy should be directed to the Office of Human Resources.

July 2020

07/27/2020
COVID-19 Telecommuting Policy | View Policy & Form - pdf
The University has approved Interim Policy #2, Telecommuting and Alternative Work Policy, which outlines NSU’s process for the approval of telework for eligible employees. 

JUNE 2020

06/05/2020
Governor’s Phase 2 Telework Guidelines | Phase 2 Guidelines
The health, safety, and wellness of every member of our community is a priority as we fulfill our NSU mission. The University’s senior leadership team and Emergency Operations Committee is continuing to monitor the local and regional impact of COVID-19 and is taking actions to mitigate potential risks to our community.  In accordance with Governor Northam’s Phase Two Guidelines, employees eligible to telecommute should continue to do so. Additional guidance that is in alignment with any state and federal advisement regarding COVID-19 will be provided in the future. 

April 2020

04/30/20
COVID-19 Telecommuting Policy | View the Policy - pdf
The University has approved Interim Policy #2, Telecommuting and Alternative Work Policy, which outlines NSU’s process for the approval of telework for eligible employees.

04/30/20
COVID-19 Continued Telecommuting for all Non-designated Employees
On March 27, 2020, a communication was issued to the NSU community stating that “all non-designated employees are required to telecommute through Friday, May 1, 2020” and that the “University reserves the right to amend this schedule as the situation on the ground changes.”  Due to Governor Northam’s Stay at Home order advising all Virginians to stay at home until June 10, 2020, the university will continue to require all non-essential staff to telecommute until further notice. The University remains open and all designated employees should continue to report to campus to perform essential functions. All employees should continue constant communication with their supervisors and visit the University website (www.nsu.edu) on a regular basis for COVID-19 related updates.

COVID-19 related leave forms including state public health emergency leave and federal emergency paid leave can be obtained by accessing the links below:


Employees should submit leave requests to their immediate supervisor for approval. Supervisors should submit approved leave forms to the Payroll Office.

Any questions regarding COVID-19 related leave should be directed to the Office of Human Resources at 757-823-8160. 

04/21/20
COVID-19 Leave Options Memo | Read the Memo
In the wake of Governor Northam’s Stay at Home order, the Norfolk State University (NSU) Office of Human Resources (OHR) is providing additional guidance during this transition.  


March 2020

03/27/20
Telecommuting Mandatory for All Non-Designated Employees
Effective Monday, March 30, 2020 all non-designated employees are required to telecommute through Friday, May 1, 2020. Any employee that is telecommuting must have a signed Telecommuting Agreement on file. The University remains open and all employees identified by management as being designated should continue to report to campus to perform essential functions. Due to the unprecedented nature of COIVD-19, the University’s Designated (Essential) personnel list has been updated to address issues beyond the scope of inclement weather. Managers and supervisors should exercise the highest degree of flexibility when developing work schedules for Non-designated employees. Work schedules must fully support continuity of operations and adhere to mandated social distancing guidelines.

All employees should maintain constant communication with their supervisors and visit the University website (www.nsu.edu) on a regular basis for COVID-19 related updates. Supervisors will inform staff of their role as non-designated or designated employees. The University reserves the right to amend this schedule as the situation on the ground changes. 

03/19/20
Telework Update | Telecommuting Agreement - pdf
The COVID-19 has resulted in constantly evolving circumstances on our campus and across the nation.  Please expect changes and monitor your email for updates.   

Effective Friday, March 20, 2020, all eligible staff and administrators will move to a rotating work schedule and telework on the days that they work offsite. This is a protective measure that will support social distancing during the COVID-19 pandemic while university offices remain open Monday-Friday from 8 a.m.– 5 p.m.

Department managers will use their discretion in determining and assigning work schedules and telework hours for their employees. The telework agreements should be documented using the attached form. This form must be completed and signed by both the employee who will be teleworking and their immediate supervisor. The attached form replaces the Telecommuting Form linked to the March 17 Campus Announcement (University Approves Telecommuting and Alternative Work Policy).

Rotating schedules and telework agreements will begin on March 20, 2020 and will remain in effect for eligible employees until further notice.  The university reserves the right to cancel a telework agreement at any time. All employees should regularly monitor the NSU website daily for changes and updates related to work requirements, work schedules and the Coronavirus.

Please direct all questions regarding this policy to the Office of Human Resources

03/18/20
Telecommuting - View the Telecommuting and Alternative Work Policy
Our highest priority is the safety and health of our NSU Community. NSU is continuing to monitor the COVID-19 (Coronavirus) and its impact in the Commonwealth.

We are also committed to offering support to staff, faculty, and students whether they are on or off campus at this time. To this end, all university offices will remain open 8 a.m. to 5 p.m., Monday-Friday beginning Friday, March 20, 2020. All eligible staff and administrators will move to a rotating schedule and telecommute on days that they work offsite. Please refer to Interim Policy #2, Telecommuting and Alternative Work Policy.
 
Faculty members will deliver course material and instruction online or remotely for the remainder of the semester effective March 23, 2020.
 
Please continue to monitor your email for additional information regarding COVID-19 and other university updates. Again, your health, safety, and well-being are our primary concern.

03/17/20
University Approves Telecommuting & Alternative Work Policy | View the Policy - pdf
On March 17, 2020, the University approved Interim Policy #2, Telecommuting and Alternative Work Policy, which outlines NSU’s process for the approval of telework for eligible employees. A copy of the policy is available in the University Policy Library. Please direct all questions regarding this policy to the Office of Human Resources. 

Please continue to monitor your email for additional information regarding COVID-19 and other university updates.

03/16/20
Leave Options Available for the NSU Community

* Denotes leave options available for those who must take time off for childcare needs

  • *Annual Leave – Paid time off that can be used by employees for any reason.
  • *Compensatory Leave (DHRM Policy 3.10) - Accrued compensatory leave may be used to provide time off from work for any purpose.  Compensatory leave is leave that has been earned by an employee who is exempt from overtime. Exempt employees may earn compensatory leave for the following reasons:
  • (a) if they are required to work during an official university closing because they are designated as essential personnel;
  • (b) if they are required to work on a holiday; or
  • (c) if they are required to work more hours in a workweek than the agency head or their designee believes is reasonably expected for the accomplishment of the position’s duties.  
  • Family Medical Leave (DHRM Policy 4.20) – Eligible employees are entitled to up to 12 weeks of unpaid time off per year because of a serious health condition or that of an eligible family member. Eligible employees must have worked for at least 12 months in the past seven years and have worked for at least 1250 hours in the previous 12-month period to use this leave.  Family Medical Leave can be continuous time off, intermittent time off, or a reduced work schedule.
  • *Family Personal Leave (DHRM Policy 4.57) – Classified employees participating in the Virginia Sickness and Disability Program (VSDP) administered by the Virginia Retirement System (VRS) are eligible for this leave. Family/Personal Leave (F/P) may be taken at the discretion of the employee for any purpose (family, illness, attend a funeral, or other personal needs, etc.) provided the employee gives reasonable notice and his/her supervisor approves the absence.  
  • Leave Sharing (DHRM Policy 4.35) – This policy permits eligible employees who are in a Leave Without Pay (LWOP) status (i.e. have a zero leave balance) to receive income by using annual leave hours donated to them by other employees. This leave is designed to cover absences due to documented medical conditions. Full-time and part-time salaried employees in classified and “at will” positions are eligible for donations.
  • Public Health Emergency Leave (DHRM Policy 4.52) – This leave is intended for an illness related to a declared communicable disease threat. When applicable, all salaried employees are eligible for up to 80 hours of paid leave per year to attend to their own medical condition or that of an immediate family member residing in an affected area. At agency discretion, wage employees may also use public health emergency leave but cannot use more leave than the number of work hours normally scheduled per week.  The employer reserves the right to require documentation to confirm the diagnosis of a communicable disease from a medical authority.
  • Sick Leave (DHRM Policy 4.55) - This leave provides full-time employees with paid leave from work for reasons related to their own health or the care of an immediate family member that is ill.     
  • Short-term Disability Leave (DHRM Policy 4.57) This leave provides eligible employees with replacement income for a maximum of 125 workdays at 60%-100% based on the employee’s date of hire, date of re-hire, and/or total months of service.  Short-term disability benefits shall commence after the expiration of a seven (calendar) day waiting period for eligible employees.

Staff and faculty may visit https://payline.doa.virginia.gov for a summary of their leave balances.