Faculty & Staff

Employees may work remotely if their job duties allow. Employees may discuss with their supervisor to engage in remote working or telecommuting. Please refer to the Temporary Telecommuting Arrangements for guidance.

Full-time and Part-time Bi-weekly Employees (non-student)

• Working remotely – If you have been approved to work remotely, there are no changes for you at this time. You will continue to enter your time that you work remotely in as normal.
• Not able or partially not able to work remotely due to job functions – If you are not able or partially not able to work hours remotely due to your job functions, you will record the number or hours you are unable to work in the Other Time Hours box. Then select, Reg. Emp. – Emergency Leave, in the Other Time Types drop down box. Please see the example below:

Texas Wesleyan will continue to pay student employees through the end of the semester.

Students with work-study as part of their financial aid package will continue to be paid until they reach their award amount. Student assistants will continue to be paid based on the average number of hours worked in the spring semester before the campus closure.

Instructions on how students should complete their timesheets have been sent to supervisors of student employees. 

We recommend the use of email, phones, and Microsoft Teams for communication and virtual meetings. For information on information technology resources during the temporary telecommuting period, you may visit the university’s Keep Working website. Requests for changes to work schedules or needed work arrangements should be communicated with your supervisor as soon as possible.

In this instance, the employees may use their accrued vacation or sick leave if they are unable to work from home. 

Employees who are sick or suspect they are sick should stay home and contact a health care provider. Employees and their families covered by Texas Wesleyan University medical benefits have 24/7/365 access to U.S. board-certified doctors through the convenience of phone or video consultations by:

• Calling 1-800-Teladoc (835-2362)
• Visiting Teladoc.com and click on Set Up Account
• Going to Teladoc.com/mobile/ to download the mobile app

The CDC has advised that if you think you have been exposed to COVID-19 and develop a fever and symptoms, such as cough or difficulty breathing, call your healthcare provider for medical advice and limit your interaction with others. More information from the CDC available at: https://www.cdc.gov/coronavirus/2019-ncov/index.html

Yes, eligible employees remain in paid status during a14-day self-observation period and work from home.  

Temporary telecommuting from home is an option for employees and their supervisors to review and implement per the Temporary Telecommuting Arrangements Memo. Supervisors are responsible for coordinating this option with their employees. Supervisors should discuss and prepare for the possibility of working remotely with their employees. There will be some employees’ job duties that are not appropriate to accomplish remotely – in this instance employees may use their accrued sick or vacation leave.

Yes, supervisors may advise, or in some cases require, employees to leave the workplace if an employee appears ill with symptoms of acute respiratory illness or a fever of 100.4 or greater. It is critically important supervisors apply this practice uniformly and in a manner that is not discriminatory on any protected category. In the event an employee tests positive or is a presumptive positive for COVID-19, the employee may not return to work for at least 14 days following a release from a health care provider.

Employees who have been employed at Texas Wesleyan University for at least 12 months and worked a minimum of 1,250 hours during the previous 12 months. Completion of medical documentation and or doctor's notes to approve sick leave or provide an initial designation of FMLA will not be immediately required. The University may require individuals to provide medical certifications as follow up documentation after the dates the sick leave was taken.