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COVID-19 Information


Coronavirus (COVID-19) Telecommuting Policy
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. See policy and form here.   

Coronavirus (COVID-19) Update: Continued Telecommuting for all Non-designated Employees
April 30, 2020

Continued Telecommuting for all Non-designated Employees
This is an update to Norfolk State University Community:

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. 

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 ( 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.

COVID-19 Leave Options Memo
April 21, 2020

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.  Click to read the full ​HR COVID-19 Memo

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 for a summary of their leave balances.