Main Content

COVID-19 Supervisor Resources

ADA Guidance

Supervisor guidance on ADA accommodations (pdf)

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.

Telecommuting Online

Resources for implementing remote work
Teledevelopment opportunities (pdf)

Travel Information

Supervisor guidance on employee international travel (pdf)

Working Remotely

CCIT guide for supervisors
Guidance for supervisors of student workers

Frequently Asked Questions

Who can telecommute?

The decision to telecommute is made by the employee’s supervisor based on the function of the position and is not limited to position type.

How do I know if my position is eligible to telecommute?

Employees and supervisors should have a conversation to determine if the employee’s job functions can be performed remotely.

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

A formal telecommuting agreement is not required at this time, but at a minimum an email between supervisor and employee is encouraged to communicate work expectations. The Telecommuting Policy is a good source of information to help provide guidance for both supervisors and employees.

What do I need to work remotely?

Prior to telecommuting, an employee should have a good understanding of their role and their supervisor’s expectation. An employee should have all the necessary files and equipment needed to telecommute. CCIT offers many online resources.

Is there any guidance for supervisors on how to manage their employee’s telecommuting and/or resources?

More guidance can be found on the COVID-19 webpage under Supervisor Resources.

Do I work the same schedule while I telecommute?

A supervisor and employee will work together on the employee’s schedule and if flexibility is needed. Employees are encouraged to work as close to their scheduled work hours as is possible, including a lunch period.

Do I need to work at home when I work remotely?

An employee may choose a location that is conducive to complete their work, which may or may not be their home. The idea of social distancing should be considered when choosing an alternate work location.

How should I record my time worked when working remotely?

An hourly or salaried nonexempt employee should record work time according to the timekeeping method established in their college or division, i.e. Kronos, Excel or paper timesheets, AIM. If you work in a division still using timesheets, follow any guidance published by your college, division or department for submitting timesheets.

What if telecommuting is not an option?

While the standard job duties for the employee may not qualify for telecommuting, the supervisor is encouraged to find alternative, meaningful work-related activities for the employee to complete in order to telecommute.

  • If this is not an option, for employees who accrue leave, the supervisor should discuss the option of using annual or sick leave to accommodate the absence. Clemson University received permission from State HR to utilize either annual or sick leave during the COVID-19 epidemic. 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.
  • For the COVID situation, for employees who accrue leave, Kronos will allow up to 15 days of advanced sick leave. This means employee 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.
  • If the salaried employee does not accrue leave and is not able to telecommute, the employee should submit Leave Without Pay via Kronos for time not worked. For hourly employees who do not accrue leave, no leave entry is needed. 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 are some examples of alternative, meaningful work?

Supervisors are asked to seek creative options with your staff members to develop duties to be performed during this period of modified operations. Alternative, meaningful work may differ for each position. Perhaps there were important projects that were delayed previously but these can be started now. By way of examples, a supervisor may assign online professional development training through Percipio, assign a special project, document business processes, create forms/templates, review and/or publish protocols, and possibly research best practices in your field, etc.

What if I cannot telecommute, because I am taking care of young children who are not in school or a family member who is sick?

In these cases, the supervisor should discuss the option of developing a flexible work schedule or using sick and/or annual leave during the absence. All absences should be recorded in Kronos. 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.

I supervise an employee with a disability covered under the American with Disability Act. Should they work from home during this time?

If an employee you supervise has a disability covered under the Americans with Disability Act (ADA), they may qualify for an accommodation to telecommute due to COVID-19, even if they are deemed essential. Supervisors should direct their employee to contact the Office of Access and Equity.

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. If an employee is approved for leave under the provisions of this Act, they will be provided with guidance on what leave codes to use.

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.

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

Where should I enter leave?

Employees should enter their leave request through Kronos.

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. In the event provisions of the Act do not apply to the employee, salaried employees submit Leave Without Pay in Kronos for time off; hourly employees submit no leave entry.

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.