COVID-19 Resources for Staff and Faculty

Supervisor Resources

Employee Leave FAQ

Yes. If an employee or a qualifying family member contracts COVID-19, it may constitute a “serious health condition” under the FMLA and a resulting leave of absence may be FMLA qualifying if the employee meets the other requirements to be covered by the FMLA. However, the FMLA generally does not cover staying home to avoid becoming sick.

The provisions of the FMLA do not, however, apply to leave taken because a child’s school or place of care is closed, or the child care provider is unavailable.

Yes. The University can advance up to 15 workdays of additional sick leave to leave-eligible employees in extenuating circumstances, which includes contracting COVID-19 or being quarantined as a result of potential COVID-19 exposure.

Yes. If a health professional recommends quarantine for an employee who accrues leave, or the employee is required to quarantine based on University protocol, the employee can use accrued sick leave.

Employees are encouraged to be vaccinated during lunch breaks, outside of work hours or onsite, if available. If an employee is unable to receive the vaccine during non-work hours or to make up the work time missed to receive the vaccine, the employee will be required to use sick leave, annual leave or compensatory time for their time away from work.

Contact HR

Clemson University 
Office of Human Resources

108 Perimeter Rd,
Clemson, SC 29634

Phone: 864.656.2000
Fax: 864.656.4672

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