COVID-19 Pay Continuity Policy
Swarthmore College is committed to continuing pay for employees who have potentially been exposed to or tested positive for COVID-19. The guidelines for the College’s COVID-19 Pay Continuity Policy are outlined below.
Eligibility: This policy applies to all faculty and staff members, including part-time, temporary, and casual staff.
Effective Dates: This policy shall be effective as of Aug. 31, 2020 and remain in effect until the College ends its modified operations designed to help reduce the spread of COVID-19.
Policy: An employee must not report to work on campus if they are feeling sick; have received a positive test result; are awaiting test results while symptomatic; or are experiencing symptoms potentially related to COVID-19, that are above and beyond typical symptoms associated with known chronic medical conditions. Employees should immediately consult with their health care provider and take precautionary measures as directed by the Centers for Disease Control and Prevention. The employee should notify their supervisor; employees are not required to tell their supervisor any medical diagnosis. The supervisor must notify Human Resources as soon as possible by emailing Terri Maguire, human resources manager for work life and employee recognition programs, at firstname.lastname@example.org.
During the effective period of this policy, Swarthmore employees who are sick; receive a positive test result; or are quarantined as a result of the College’s contact tracing efforts, by an authorized agency, or by their primary care physician are subject to the following:
- If the employee is asymptomatic, they will be expected to work remotely if their duties make remote work possible.
- If the employee is symptomatic, and/or if they are asymptomatic and their work cannot be done remotely, they will be placed on paid leave for a period of up to 14 calendar days, depending on the date(s) of possible exposure.
Employees placed on paid leave will not be required to use accruals (sick or vacation) or draw from the Vacation Donation Bank Leave Sharing Program. If an employee is not a full-time employee, pay continuity for a period of up to 14 calendar days will be based on regular work hours. If the period of quarantine or isolation continues beyond 14 calendar days, or if an employee’s health condition prevents them from returning to work, the employee should consult with Human Resources to discuss leave options and to receive further instructions. The supervisor will be notified of the employee’s status as appropriate, to ensure they are able to arrange adequate coverage.