Main Content

COVID-19 Faculty and Staff Resources

Academic Continuity

Academic Continuity Resources

Business Continuity

Departmental Template
Clemson Ready/Kuali Dashboard

Employee Assistance Program

Clemson encourages employees to contact the Employee Assistance Program (EAP) for assistance with concerns related to the current situation. The EAP has resources available specific to COVID-19. For more information, please visit Clemson’s EAP site.

Employee Leave and Timekeeping

Facilities and Services

Modified schedules and operations

Families First Coronavirus Response Act

Paid sick leave and expanded family and medical leave guidelines enforced by the U.S. Department of Labor (pdf)

Mail and Print Services

Guidance for faculty, staff and students (pdf)

Online Resources

Clemson Online will continue to host virtual drop-ins via a virtual meeting space throughout the week of spring break for assistance, information or training as you prepare for the transition from face-to-face classroom to the online classroom. Clemson Online supports many instructional tools including Zoom, Webex, Canvas, Ensemble, Camtasia and Respondus Monitor (remote proctoring).

Join us virtually anytime from 8:30 a.m. through 4 p.m. Monday, March 16 through Friday, March 20. If you have technical issues, please reach out to CCIT support at IThelp@clemson.edu.

Research Continuity

Research Continuity Resources

Telecommuting Online

Resources for implementing remote work
Teledevelopment opportunities (pdf)

Extension Offices

COVID-19 Extension Offices Resources

Travel Information

Supervisor guidance on employee international travel (pdf)

IT Resources for Working Remotely

CCIT Guide to Faculty, Staff and Students

Current Advisories

CDC
U.S. Department of State

Guidance and Resources

All international travel has been suspended. The university has provided updated guidance and procedures for domestic travel as well.

  • All University-related travel is suspended through the completion of the spring semester. Exceptions may be granted only through the high-risk travel appeal process previously established.
  • All future travel should be booked through the University's contracted travel agent (with the exception of registered independent student organizations).

Frequently Asked Questions

General Information

Someone affiliated with Clemson University has returned from study abroad and is back on campus. Are they not required to observe a mandatory 14-day waiting period before returning?

The University recalled 385 individuals from many overseas locations with varying degrees of risk designation. Once an individual has been appropriately screened by University health officials, their restriction to any campus property is based off the risk associated with the international area they are returning from and its alert level at the time they first contacted Redfern or Sullivan center. If you are concerned that someone has not followed proper isolation or quarantine protocols, please contact the care line for the South Carolina Department of Health and Environmental Control (DHEC) at 1-855-472-3432 between 8 a.m. and 6 p.m. seven days a week.

How can I file a report if I have experienced or witnessed a bias-related incident involving any member of our community?

Clemson University strives to be an inclusive community that welcomes and respects all people. Acts that violate the institution's core values of honesty, integrity and respect are not tolerated. Reporting, understanding and preventing unacceptable behaviors such as bias are essential. Complete an online bias incident report if you feel you have experienced such an incident or are a witness to an incident involving any member of our community.

For additional support, you may contact the Office of Access and Equity, 223 Brackett Hall, telephone: 864-656-3181 (voice) or 864-656-0899 (TDD), for advice and assistance in resolving the problem.

What resources does Clemson have for students, faculty or staff who may be concerned about their emotional or psychological health during this time?

ALL students, faculty and staff: Any person with a Clemson.edu email address has access to an online program called Therapy Assistance Online (TAO) facilitated by Counseling and Psychological Services (CAPS) in Student Health Services. There are nine online treatments with multiple modules from which you can select to best address your concerns. If you have questions about utilizing this service, please contact CAPS at 864-656-2451.

Faculty and staff: Deer Oaks Employee Assistance Program (EAP) is a free service provided for employees, your dependents and household members. Deer Oaks offers proactive resources that provide you with the right tools and confidential resources to combat stress and navigate work and life challenges in the moment before they have a negative impact on your work productivity and personal wellbeing. You can access Deer Oaks services 24 hours per day, seven day per week. For assistance, please call 866-327-2400 or visit this link.

Students: During business hours, students may call in to CAPS for consultation or concerns at 864-656-2451. In case of emergency or crisis after CAPS business hours, students can access the counselor on call. Simply call Clemson University Police Department at 864-656-2222 and ask to speak to the counselor on call. You will be asked to give your name and phone number and the counselor will call you back. This service is available during the hours that the University is closed (generally 5 p.m. through 8 a.m. Monday through Friday and all day Saturday and Sunday.

Does the State health plan pay for COVID-19 testing and/or treatment?

The State Health Plan will pay for coronavirus testing with no member cost-share. The State Health Plan’s network is very large, and well over 99 percent of claims are paid in-network. However, COVID-19 treatment will be paid according to normal plan provisions. All individuals physically located in South Carolina who are experiencing symptoms of COVID-19 may access a free virtual MUSC telehealth visit. Enter the promo code "COVID19."

Can I use leave during self-quarantine or isolation at home?

Leave-eligible employees may use either sick or annual leave while being monitored or self-isolated. In addition, the provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave. Employees must communicate with their supervisor regarding their absence from work.

What if I do not accrue leave?

Employees who do not accrue leave are encouraged to discuss their situation with their supervisor. With supervisor approval, they may discuss options, including working remotely. In addition, the provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave.

What support technology provisions have been made for students, faculty and staff to respond to working and taking classes from home?

Along with the many Clemson-sponsored technology solutions offered through Clemson Online’s Academic Continuity website, Resources and Strategies for Thriving in the Online Environment, and CCIT’s Working Remotely support website, a number of broadband and WiFi providers such as Spectrum, Comcast, Cox, AT&T, Sprint, T-Mobile and others have extended their service in response to COVID-19. Please check with your provider for specifics.

Can I work remotely while being quarantined?

Employees may work remotely if the arrangement is approved by their supervisor. Employees working remotely and their supervisors are encouraged to read and sign the Telecommuting Policy. (Prior approval and signature from the employee’s dean/vice president is not required on telecommuting agreements related to COVID-19.)

What if I don’t have insurance?

All individuals physically located in South Carolina who are experiencing symptoms of COVID-19 may access a free virtual MUSC telehealth visit. Enter the promo code “COVID19.”

I am concerned about workplace exposure to COVID-19. What do I do?

The University is closely monitoring this situation and provides updates specific to the Clemson community on the COVID-19 webpage. Employees should share their concern with their supervisor. If the concern is related to an underlying medical condition impacting the employee’s ability to report to work, the employee may also contact the Office of Access & Equity (864-656-3181). Employees who do not experience a qualifying sick leave event may work remotely or use the following types of leave with prior approval from their supervisor:

If approved to work remotely, do I need to fill out a formal agreement?

A formal telecommuting agreement is not required to work remotely on an infrequent basis or for a brief period of time. For longer durations of remote work, employees and their supervisors are encouraged to read and sign the Telecommuting Policy. (Prior approval and signature from the employee’s dean/vice president is not required on telecommuting agreements related to COVID-19).

Who do I contact if I have additional questions regarding leave and work options?

Please contact the Office of Human Resources (Ask-HR chat/864-656-2000) or connect with a member of your HR Service Team.

What do I do if I plan to travel internationally?

International Personal Travel: It is recommended that you share with your supervisor your plans to travel outside of the U.S. Prior to the final leave approval for travel, supervisors should:

  • explain the possibility of a screening/14-day quarantine period,
  • explain option of leave and working from home if they need to be quarantined, and
  • complete the travel registration located on the Office of Global Engagement webpage.

International Business Travel: All University-related international travel has been suspended, except in rare instances. Exceptions must be approved pursuant to the University’s High-Risk Travel Policy.

Can I still travel within the U.S.?

Effective March 5, 2020, departmental evaluation of all future University-affiliated travel is required. The University discourages non-essential domestic travel. The definition of "essential" travel will be determined on the department level. The University encourages students, faculty and staff to find alternate means of conducting their studies and business associated with non-essential travel. Reference the COVID-19 webpage for current travel guidance.

Can supervisors send a sick employee home?

Yes. If an employee has symptoms of an infectious disease or virus such as COVID-19 or the flu, supervisors have the authority to require an employee to leave the workplace to prevent the spread of the illness to others. The Equal Employment Opportunity Commission’s guidance communicates sending employees home who display symptoms of infectious disease like COVID-19 or the flu is not a disability-related action.

Whenever practicable, supervisors should first seek approval of their supervisor and/or the Office of Human Resources before sending a sick employee home. Symptoms of COVID-19 include fever, shortness of breath, and/or a cough. The decision to send an employee home should made based on observable facts and symptoms of illness and not based on panic or fear.

Employees who believe a coworker is exhibiting symptoms, should report their observations promptly to their supervisors or the Office of Human Resources.

How will COVID-19 affect hiring, interviews, etc.?

Normal business operations may be impacted by COVID-19. Updates and communications will be posted on the COVID-19 webpage.

What type of leave should I take while the University is under modified operations while facing the COVID-19 situation?

An employee should first communicate with their supervisor about the option to telecommute. If telecommuting is not an option, per state HR, an employee may utilize either sick or annual leave during this COVID-19 situation. In addition, the provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave.

What if I have not accrued enough sick or annual leave to cover my leave during the COVID-19 situation?

For employees who accrue leave, Kronos will allow up to 15 days of advanced sick leave. This means employees who accrue leave may go into the negative for up to 15 days based on their daily standard hours. Employees should submit sick leave via Kronos, using the typical sick leave code in the Kronos system.

Upon returning to work, the employee will have all earned sick leave applied to the leave deficit at the rate of 1¼ days per month (or if part-time, the monthly earning rate) until the deficit has been eliminated; and if an employee separates from employment before satisfying the leave deficit and returns to state employment, the leave deficit will need to be satisfied upon reemployment.

The provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave. If you are approved for leave under the provisions of this Act, you will be provided with guidance on what leave codes to use.

Where should I enter leave?

Employees should enter their leave request through Kronos.

Do we know if this time will be forgiven?

At this time the Governor of South Carolina has not addressed this topic. If this decision is made, it will be shared with the university community.

How will tenure clocks, tenure-promotion-reappointment processes and expectations, and annual evaluations be impacted by operations modified due to the COVID-19 pandemic? How will these be addressed?

The Provost’s Office assures faculty that their huge pivot to online learning during these challenging times is understood as difficult and straining. University leadership is working hard to find ways to recognize and document how COVID-19-related directives shape capabilities for these efforts while juggling multiple professional and personal responsibilities. Clemson University will continue to adopt the best practices of inclusion, equity, and shared governance in how we address tenure clocks, tenure-promotion-reappointment (TPR) processes and expectations, and annual evaluations. Leadership across the University is working together to provide ways to capture adjustments and how such adjustments impact expectations of research, scholarship, teaching, service, extension, and outreach. A comprehensive communication is anticipated the week of March 30.

Recording Work Time

I am Fire/EMS, a police officer or facilities custodian who is working. What happens to my time?

Your work time will automatically default to ‘On Premise’ each day.

I am a salaried exempt employee. Why do I have to track/enter my time each day?

You may not need to. Please utilize the following information to determine if action is needed.

  • Working 100% remotely? No action needed.
  • Working from a Clemson facility or building? If you used your TigerOne card to access your workplace - no action needed. Each day you access your workplace without a TigerOne card, please contact ASK-HR and a representative will get from you the necessary information so your work day will be recorded as 'on premise.'
  • On leave? If you are in a leave eligible position and are taking leave for the day, take action to input leave by noon daily. If it is COVID related leave, and you are taking leave because you are unable to work remotely, use one of the COVID-19 specific leave codes. Otherwise, use regular leave codes.

We recognize there may still be questions, so please reach out to us at ASK-HR. Our representatives are ready to assist.

I am a salaried nonexempt employee. Did anything change for me?

Maybe. Please utilize the following information to determine if action is needed.

  • Working 100% remotely? No action needed.
  • Working from a Clemson facility or building? If you used your TigerOne card to access your workplace, no immediate action is needed. However, when you enter your time in Kronos, remember to log your time on the appropriate line - ‘on premise’ or ‘remote’ work time (if not a Kronos user, track your actual work time in the normal manner).
  • Each day you access your workplace without a TigerOne card, please be sure to take action by noon daily to properly record your ‘on premise’ work in Kronos. If you do not use Kronos, please contact ASK-HR and a representative will obtain the necessary information so your work day will be reported to the state as ‘on premise.' However, you still need to track your actual work time in the normal manner.
  • On leave? If you are in a leave eligible position and are taking leave for the day, take action to input leave by noon daily. If it is COVID related leave, and you are taking leave because you are unable to work remotely, use one of the COVID-19 specific leave codes. Otherwise, use regular leave codes.

We recognize there may still be questions, so please reach out to us at ASK-HR. Our representatives are ready to assist.

I am an hourly non-student employee. Did anything change for me?

Most everyone is working remotely, so maybe not. If you take no action except to follow your typical reporting, all your work time worked will be reported as remote.

If, however, you take leave or are working from a Clemson University facility, you have a noon deadline that day to submit your leave or log your ‘On Premise’ work time from a computer, a mobile device or a timeclock. Refer to the Hourly Employee On Premise Job Aid.

I am an intermittent employee. Did anything change for me?

No, follow your normal timekeeping processes.

I am a graduate assistant. Did anything change for me?

No, continue to use Time Capture to track your hours.

Why do I need to do this action by noon?

This is a state requirement for state agencies. Clemson must report employee work locations every day by 4 p.m.

How do I know if I am an COVID-19 On Premise employee?

If you are required to report to a Clemson University facility by your supervisor or University official, use the COVID-19 on premise guidance for the time you are on premise.

Are there resource links that can help me to track my time and to request leave?

Can I use a combination of work time and leave?

Yes. Submit leave for the time you need off to work part of a day.

Why do we need new leave codes?

COVID-19 related leave codes aid Clemson and the state of South Carolina tracking the effects of the pandemic.

Where do I enter these codes? Will there be instructions?

COVID-19-specific leave codes will be used in Kronos. Refer to further guidance sent by Inside Clemson on March 25, 2020.

Can I log that I am working remotely for the week, or do I log in this fact each day?

Clemson assumes you are working remotely, so the university will report you as working remotely unless you take action by noon daily to report the time as ‘On Premise’ or you submit a time-off request.

What do I do if I am taking annual leave, sick Leave or grant personal leave?

Use the regular leave codes in the event you are taking normal annual leave, sick leave or grant personal leave not related to COVID-19. Use COVID-19-specific leave codes when the leave is related to COVID-19.

Is there a special leave code I should use during COVID?

Yes, use the COVID-19-specific leave codes. Note: any C19 leave will pull from your existing leave balance. For example, if you choose C19 – Annual, you will be using your annual leave.

In response to COVID-19, you are able to use C19 Annual, C19 Sick leave and C19 Grant Personal (for grant employees).

If you are eligible for sick leave but don’t have enough, you may go into the negative for up to 15 days and your future monthly sick leave accruals will be used to pay back your negative balance.

What happens with leave I’ve already requested?

At this time, you do not need to change future dated leave if you plan to take it. It’s always the case that you can cancel/retract future dated leave. The Time Off Requests for Employees job aid can help.

Does my supervisor need to approve my leave or can I just enter leave during COVID?

Communicate with your supervisor your intention to use leave during this COVID-19 related period of modified operations.

What if an employee does not accrue leave and telecommuting is not an option?

The provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave. If you are approved for leave under the provisions of this act, you will be provided with guidance on what leave codes to use.

What codes do I use if my leave is associated with the Families First Coronavirus Response Act?

Leave associated with the Families First Coronavirus Response Act (FFCRA) will be recorded based on codes provided to you, if you are approved for leave under the provisions of the Act.

What do I do if I use a paper timesheet or AIM?

Continue to record your time in the same manner.

What do I do if I need additional guidance?

Contact Ask-HR.

Refunds

What is being refunded?

The University is offering refunds for unused fees associated with parking permits and Campus Recreation membership fees.

How do refunds affect future payroll deductions?

For 9-month employees, the University is suspending payroll deductions for parking permits and Campus Recreation membership fees as of the next pay cycle (April 15).

For 12-month employees, there will be a partial withholding on April 15, prorated to cover March 16 through March 22. Then, as of the April 30 paycheck, additional deductions will be suspended until further notice.

How will employees receive refunds?

For payments previously made through payroll deduction, an adjustment is expected to be made in your next paycheck on April 15. For payments not made by payroll deduction, refunds will be received electronically in the same account as your direct deposit, in the same manner employees receive expense reimbursements.

  • For 9-month employees, a pro-rated refund for March 23-March 31 will be made in your next paycheck on April 15.
  • For 12-month employees, the deduction on April 15 will reflect pro-rated withholding for March 16-22.

How are employees’ refunds calculated?

Generally, refunds will be prorated reflecting a loss of service starting March 23. The pay period of March 16 – March 31 has 16 days.

  • For 9-month employees, the refund will be for 9 days (3/23-3/31). Note, since Parking is a pre-tax deduction, the refund is subject to applicable tax withholdings.
  • For 12-month employees, the additional withholding will be for 7 days (3/16-3/22).