Academics and the Classroom
The university has adopted a blended approach to instruction this fall and will follow the current academic calendar, with the semester beginning Aug. 24 and ending on Dec. 18.
The university will move to online instruction after Thanksgiving, beginning Nov. 30, and final exams will be delivered remotely. Clinical and experiential activities will be addressed on a program-by-program basis.
Campus Health and Distancing Practices
To protect employee health and safety, students, faculty, and staff must:
- Wear applicable face coverings (cloth covering, disposable or cloth mask, face shield) in all university buildings, including classrooms, unless alone in a private office. All students, faculty, and staff will be provided:
- 2 reusable cloth face coverings
- 2 disposable masks
- 1 face shield
- Follow social distancing guidelines of maintaining at least 6 feet of separation from others on campus when feasible.
- Stay home (and report) if you develop any symptom(s) consistent with COVID-19 (cough, difficulty breathing, fever or chills, sore throat, muscle or body aches, loss of taste or smell, fatigue, headache, congestion or runny nose, nausea or vomiting, or diarrhea).
COVID-19 Safety Training
Employees are expected to complete a COVID-19 Safety Training module, whether they are returning to campus or continuing to work remotely.
The training includes such topics as basic COVID-19 information, expectations of employees (recommended behaviors), protective equipment expectations and guidelines, social distancing and large groups, and cleaning and disinfecting.
To access the training, log into UI Self Service.
Meetings and Events
All university meetings, to the greatest extent possible, will take place in an online format in order to maximize the amount of available classroom space. Using virtual options such as Skype, Zoom, or conference calls is recommended whenever possible.
As of Aug. 1, all essential in-person events (indoors or outdoors, on or off campus) will be limited to 50 in-person attendees and must follow public health and university guidance regarding protective equipment and social distancing or be offered through a virtual format.
Hosts of events that do not align with these parameters need to complete this form for review by the UI’s Critical Incident Management Team (CIMT).
COVID-19 information for researchers provided by the Office of the Vice President for Research (OVPR) for University of Iowa research PIs, staff, and administrators.
Frequently Asked Questions
There is still no campuswide date for when employees who are currently working remotely should return to campus. Employees working remotely should continue to do so until further notice and should not return to campus until they are asked to do so by their dean, vice president, or unit manager.
Note: UI Health Care employees and those associated with public health efforts may be called back to work sooner than other areas of campus, depending on patient volumes and specific organizational or research needs.
The university is committed to supporting employees upon their return to work on campus, including those who are medically vulnerable and at higher risk for severe illness from COVID-19.
Employees (outside of UI Health Care) who fall into one or more of the high-risk categories identified by the Centers for Disease Control and Prevention (CDC), or who have a household member in one of the high-risk categories, and who wish to seek a temporary alternative work arrangement beyond the COVID-19 workplace measures taken by their respective department or unit, may request a temporary alternative work arrangement. Requests may be made by either the employee or the employee’s human resources representative by completing an electronic request form.
The request form and additional information is available on the UI Faculty and Staff Disability Services website. Faculty members who wish to request an alternative work arrangement related to teaching during the fall 2020 semester are encouraged to submit a request form by July 17.
With the university facing $70M in losses due to the pandemic, the university returned to regular pay practices on May 18, 2020.
As a result, each college and unit will be working to understand potential changes in enrollment and making decisions about future staffing needs based on projections.
Contract extensions and new hires will follow regular processes based on the academic and research needs of the employing college.
Staff (P&S, Merit)
If meaningful work is not available for a current position, employees will be asked to register for the temporary redeployment pool and accept redeployment when offered, and will utilize paid vacation leave or comp time (if applicable), or request unpaid leave.
If an employee (faculty, staff, or student) is unable to work due to a COVID-19-related health condition or because of responsibilities of caring for a child whose school or childcare provider has closed due to COVID-19, there continue to be paid leave options depending on the employee category and eligibility. For more details on paid leave options and examples of specific leave scenarios, please review the COVID-19 Leave Scenarios.
UI Health Care will issue more specific guidelines for its employees.
The university’s goal is to maintain the safety and well-being of its employees while keeping as many in paid status as possible. As always, the UI will comply with all applicable laws, rules, regulations, and policies regarding pay practices and funding sources.
We understand some members of our community may be unable to work because they are sick, caring for a loved one, or because of other complications due to the COVID-19 pandemic. If you find yourself in any of these circumstances, you will be eligible for additional paid leave as described below, and your job will be protected until you return.
The Federal Emergency Paid Sick Leave Act provides 80 hours of new paid sick leave (prorated for part-time employees) for COVID-related needs.
The Board of Regents also has authorized the university to provide additional sick leave for COVID-19-related needs and has waived the cap on family-caregiving leave.
Additionally, the Federal Emergency Family and Medical Leave Expansion Act provides up to 12 weeks of job-protected FMLA leave for employees who need to care for children during school closures.
If you would like to know more, you can find a list of FAQs here.
If you have additional questions about pay and paid leave, please reach out to your designated HR representative who will consult with Faculty and Staff Disability Services if you are part of the main campus, or with Leave and Disability Administration if you are a member of the UI Health Care team.
UI Health Care will issue more specific guidelines for its employees on the application of these new rules.
University Human Resources Family Services office has resources to assist in finding alternate child care arrangements. This site will be updated regularly as new information and resources for our caregivers of children becomes available. Managers should direct employees here for assistance.
In addition, the new Federal Emergency Family and Medical Leave Expansion provides up to 12 weeks of job-protected leave for employees who are unable to work due to the need to care for a minor child due to school or childcare closures as described above.
We know that dealing with this evolving situation can cause stress and anxiety.
Please remember that there are campus and community resources available:
Faculty and Staff
CommUnity Crisis Services(formerly the Crisis Center), 319-351-0140
If a student is in need of additional support, they should connect with one of these campus or community resources:
CommUnity Crisis Services(formerly the Crisis Center), 319-351-0140
Please visit the UI Human Resources website: https://hr.uiowa.edu/policies/emergency-preparedness.