All Austin Peay State University classes – both online and on-ground – will move fully
online on March 23 to slow the spread of the new coronavirus (COVID-19). During this
time, the University will remain open, with employees continuing to handle University
business. The current pandemic, however, represents an unprecedented event in this
institution’s history, and one strategy to mitigate risk will be the strategic use
of alternate work arrangements. The FAQs on this page were developed to provide guidance
for employees during this interruption to the University’s normal operating schedule.
We understand that members of the Austin Peay community may be experiencing heightened
levels of anxiety during this time. We encourage employees who feel anxious or worried
about friends and family because of the coronavirus to contact our Employee Assistance
Plan, or EAP, who is available to help. Simply call 855.437.3486 or go to Here4TN.com
Employees should be mindful of hygiene protocol and practice good hygiene including
washing hands often and thoroughly, with soap and warm water, for at least 20 seconds.
Alcohol-based hand sanitizer may be used as a backup. Other infection-control measures
include, not shaking hands, coughing into elbow, cleaning and disinfecting frequently
touched objects and surfaces with a regular household cleaning spray or wipe, and
avoiding touching your eyes, nose, and mouth.
Ill employees should stay home and maintain a safe distance of at least six feet from
Yes. To prevent potential exposure of others, an employee may be asked to go home
if they are showing symptoms of COVID-19. The symptoms of COVID-19 are fever, cough,
or shortness of breath. The decision to send an employee home who is exhibiting these
symptoms is to be made on a case-by-case basis. If possible, consult with the Human
Resources office before sending an employee home.
Yes, with supervisory approval you may leave work. Discuss with your supervisor about
how you may be able to make up the work in the same workweek, work a different schedule,
or work from home.
You may request to use your paid time off benefits; however, your supervisor is not
required to approve your time off request if your department is short on staff. See
below for options available to you.
Staff have several options available:
Staff may use applicablepaid time off benefitsavailable to them, depending on professional or support and service classification.
Staff employees may discuss alternative work arrangements available to them with their
Leave and Pay Procedures
Employees have several options available:
Faculty and staff may use applicable paid time off benefits available to them, depending on professional or support and service classification.
Faculty and staff employees may discuss alternative work arrangements available to
them with their supervisor/department chair. See the Telecommuting & Alternative Work Schedules section for more information.
For any employees who are unable to work, including unable to telework, the Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave and expanded
family and medical leave for specified reasons related to COVID-19. These provisions
will apply from April 1, 2020 through December 31, 2020. Please visit the APSU FFCRA website for more information regarding employee rights and leave options.. .
Yes, your supervisor has the authority to cancel any pre-approved vacation request,
especially in circumstances where there are serious staff shortages as a result of
illness. Your vacation also could be cancelled if you have been designated as essential
staff due to the nature of your job responsibilities. See the Essential Employees section for more information.
Bringing a child to work is prohibited. If you need to be at home to care for others,
talk to your supervisor about using your available paid time off benefits, making alternative work arrangements, or leave without pay if paid time off options
An essential employee is an employee in a position in which they are required to workduring an adverse event in order to meet immediate and necessary campus or university
Department heads have been instructed to determine essential staff who would be required
to work in this type of emergency situation and to have an internal notification system
in place. Ask your supervisor if you have been identified as an essential employee.
The following staff classifications receive pay for hours workedplusan additional half-time for hours worked:
Clerical and support staff
Professional and Administrative staff are paid their regular rate of pay.
Yes. See theTelecommuting & Alternative Work Schedulessection for more information.
Department heads should work directly with their Senior Administrator in determining
and identifying the essential staff necessary to maintain essential functions.
If the employee was aware they had been designated as an essential employee and the
expectations of this designation, talk with them to find out why they didn’t come
to work as required. If they have a reasonable explanation, remind them of their responsibilities
as an essential employee. If their explanation is not reasonable given the situation,
corrective action may be an option. Contact the Office of Human Resources.
Telecommuting & Alternative Work Schedules
The supervisor of the employee will electronically submit COVID-19 Temporary Telecommuting Request Form, which will be forwarded to employee for approval and acknowledgement of APSU policies
for telecommuting. When telecommuting, employees are still obligated to comply with
all APSU rules, policies and procedures. Violation of such rules, policies and procedures
may result in immediate cessation of telecommuting arrangement, and possible corrective
Prior to submitting a request, please visit the COVID-19 Telecommuting Website which offers detailed guidance for supervisors, employees, and departments to help
set up an effective telecommuting arrangement quickly and successfully. If you need
assistance with establishing a telecommuting arrangement please contact the Office
of Human Resources at (931) 221-7177 or via email at firstname.lastname@example.org
Supervisory approval is necessary to telecommute or work from home. Supervisors should
be flexible in allowing employees who are able to do so to work from home.
Not all requests to telecommute can be approved due to the nature of the job. Decisions
should be based upon whether or not an employee’s responsibilities can be performed
from home, whether they have the equipment and technology available to fully perform
their job away from campus.
Yes, you may be asked to work more hours or different hours than normal, especially
if you have been designated as an essential employee or the university is short staffed
due to an outbreak. Supervisors will attempt to provide advance notice if possible.
Hiring & Onboarding
Hiring managers should expect delays in hiring. Visitors to all campuses are strongly
discouraged. Previously scheduled visits should be postponed, and it is important
to keep in mind that travelers from international destinations in CDC-designated Level
2 or 3 countries are subject to the 14-day, off-campus self-quarantine on arrival.
The CDC designation for any country could change at any time. It is up to the committee
to decide how to proceed with the interview, however, HR would recommend the following
Postpone the interviews, if possible, or
Use technology (Zoom Meeting, Skype, etc.) to conduct interviews in a virtual space
instead of face-to-face.
As of now, USCIS has not provided any exceptions on reviewing I-9 documents for new
hires. When completing a Form I-9, HR must physically examine each document in person.
Also, Sections 1 and 2 of a Form I-9 must still be completed within the one and three-day
In light of COVID-19 and the desire to limit in-person meetings,Human Resources will
continue to host New Employee Orientation (NEO), but are moving it to an online Zoom
Student & Temporary Employment
Federal Work Study students. These students do not need to return to their positions. The Department of Education
has authorized that Federal Work Study students may continue to be paid for the remainder
of the semester. This will be based on the number of hours the student was scheduled
to work each week. For example, if a student’s schedule was Monday, Wednesday and
Friday from 2-4 p.m., they will continue to log six hours and be paid at their regular
rate of pay. Contact your supervisor so they can work with you on logging in the hours
you’ve already worked to ensure you are paid.
General Campus Student Employees. Employees who are non-essential to the functioning of Austin Peay will continue
to be paid, but they do not need to report to their positions for the rest of the
semester. This will be based on the number of hours the student was scheduled to work
each week. For example, if a student’s schedule was Monday, Wednesday and Friday from
2-4 p.m., they will continue to log six hours and be paid at their regular rate of
pay. Essential student employees – tutors, Help Desk workers, etc. – need to find
a way to resume their work, either remotely or on campus. Contact your supervisor
Veterans Affairs Work Study. The U.S. Department of Veterans Affairs is still determining if it will compensate
VA students during this situation. The University is currently developing plans to
pay these students if the VA is unable to reach a decision soon.
Interns. Student interns should contact their professors or supervisors to find out if they
can work remotely for the remainder of the semester.
YES. Federal Work Study students and General Campus employees must continue to log
their scheduled hours to get paid. For example, if a student’s schedule was Monday,
Wednesday and Friday from 2-4 p.m., they will continue to log six hours and be paid
at their regular rate of pay. Contact your supervisor so they can work with you on
logging in the hours you’ve already worked to ensure you are paid.
Temporary employees are invaluable to meeting the mission of Austin Peay State University.
Temporary employees will maintain their appointments, continue to be paid, and should
expect to receive guidance from their supervisors/managers.
Although supervisors of temporary employees will provide individualized guidance,
in general, temporary employees will be expected to maintain their normal duties.
However, duties may be adjusted by supervisors/managers to support shift in needs.
Contact your supervisor/manager for information.
In general, non-essential student employees will not be expected to work. Student
workers should communicate with their supervisor about their plans during the online
Non-essential student employees should be able to return to their regular job upon
their return, as agreed upon by their supervisor regarding available work and schedule.
Graduate students should expect to receive guidance from their departments, Graduate
College, major professors, and/or program directors. Graduate assistants will maintain
their appointments. Although supervisors of graduate assistants will provide individualized
guidance, in general, GAs will be expected to maintain their normal duties. The duties
of GTAs may be adjusted by supervisors to support online instruction.
Graduate students not appointed as RAs who are conducting research will generally
be expected to continue this work, but should consult with their major professor,
advisor, or principal investigator for guidance.
Students who work on campus to fulfill their scholarship service hours do not need
to return to their positions. You will not lose your scholarship by not returning
to work. Contact your supervisor for more details.
More information will be provided at that time.
Have a question?
APSU Emergency Funds
The Govs Give Back Fund was established to help ensure that Austin Peay State University
students, faculty and staff have access to the support and resources they need to
successfully recover from unexpected financial crises. Learn more.