Employment Resources

Working Through COVID-19

Please stay home if you are not feeling well.

Daily Activities, Going out and Small Gatherings: Click here for CDC Guidance


The USF Official Page for Coronavirus Updates and Resources provides the University's guidance on the following:

  • Vaccines
  • COVID-19 Cases, Exposure and Symptom Reporting
  • Isolation and Quarantine
  • Testing
  • International Travel

Germ and shield

For Information about providing proof-of-vaccination, see the COVID-⁠19 WORKPLACE SAFETY FOR FEDERAL CONTRACTORS page. 

Guidance on Taking Leave


Employees who are sick should not come to work on campus. An employee who is exhibiting  symptoms of illness should not come to work. Employees are encouraged to work with their supervisors to determine if a remote work assignment is possible. Employees are also eligible to use their USF leave benefits when they are sick. 

Leave for Self-Isolation

When an employee tests positive for COVID-19, the University may provide a remote paid working assignment, as applicable. If a remote paid working assignment is not applicable, HR may approve  of up to 5 (five) days from the date that the employee tested positive. Employees are required to submit a positive test result to the Central Human Resources office or their campus HR office for approval.

Instructions on applying for COVID-19 Administrative Leave

Effective date: February 7, 2022

Please note: This program expires May 6, 2022.

1. The employee must submit to Central HR or their campus HR office:

  1. Supporting documentation - COVID-19 positive test results from a physician or medical facility.
  2. Home test results will not be accepted. Test results must be provided from an authorized vendor.
  3. Submit all documentation via email as follows:

Tampa campus: leaveadmin@usf.edu

St. Petersburg campus: usfsp-hr@usf.edu

Sarasota- Manatee: sar-sarasotahr@usf.edu

2.  Eligibility requirements:

  1. USF employees including Hourly Temporary employees are eligible.  Student workers participating in the FWSP are not eligible.
  2. Usage:  employees can only receive up to 5 days from the date of the positive test results if a remote assignment cannot be accommodated.  Employees will not receive administrative leave for testing and are not required to use leave balances before using administrative leave.  Administrative leave can be approved in hourly increments.

3.  Central HR and the Campus HR will:

  1. Contact supervisors/leave coordinators upon receipt of positive test results to confirm how many days/hours will be required for approval.  HR will be making all approvals for use of COVID administrative leave
  2. Enter administrative leave in ALT
  3. Send confirmation of approval to the employee, supervisor and copy leave coordinators

Please visit USF's official Coronavirus Information page for the most updated COVID-19 exposure, or symptom reporting and isolation procedures.  

What should I do if I've been exposed to or have a confirmed case of COVID-19?

It remains the case that employees who have been diagnosed with COVID-19 or directed to self-isolate should not be on campus.  Such employees should continue to follow the directions of their healthcare providers and may use accrued leave, if available. 

Working Remotely

Employees should continue to work remotely if approved. If in the judgment of University
management duties can be performed remotely while still meeting the University’s mission, then the employee should be permitted to do so/continue to do so.

What is the procedure for employees who cannot work remotely, but have challenges in returning to campus?

If in the judgment of University management an employee’s duties cannot be performed remotely while still meeting University’s mission; then the workplace outcome depends on the reason the employee is unable to return to campus, as described in the following sequential order.

i. Disability: If the employee is limited in returning to campus because of a disability or medical condition, then the employee should consult with Division of Human Resources
(“DHR”) to review available options for reasonable accommodations under the Americans with Disability Act (“ADA”) or the possibility of leave under the Family Medical Leave Act (“FMLA”), including expanded federal eligibility for leave. The supervisor should not be the primary contact for ADA and FMLA matters, but rather should refer the employee and any healthcare information to DHR.

ii. Health conditions and dependent/elder care: If the employee is limited in returning to campus because of dependent/elder care obligations, then the employee should consult with DHR regarding FMLA leave, including expanded federal eligibility for leave for dependent care. The supervisor should not be the primary contact for FMLA matters, but rather should refer the employee and any dependent/elder care information to Central HR.

iii. General risk profile: If the employee is limited in returning to campus due to the employee’s risk profile based on CDC guidance, then the employee and supervisor should explore options to adjust the work environment to support the employee’s return to on-campus work, such as: flexible work schedules; alternating days in the workplace with days of remote work; hybrid performance of duties with telecommuting and in person work functions (i.e. faculty providing remote lectures with carefully managed in person labs); temporary reassignment; staggered start and end times to limit number of employees arriving or departing at the same time.
However, presenting one or more risk factors does not necessarily equate to a disability
under the ADA that would be a basis to provide a reasonable accommodation (i.e. being 65 is not a disability).

iv. General concerns: If the employee is limited in returning to work due to generalized
concerns unrelated to the employee’s own health or dependent/elder care circumstances, then regular University leave and assignment policies apply.

Additional Resources for Working Remotely

After months of working remotely, our university community has firsthand experience of the challenges and advantages of working in a remote environment. HR L&TD has created the curated list of LinkedIn courses and other resources to both further develop our remote work skills and improve our work life balance as we continue to navigate the rapidly evolving coronavirus outbreak.

Campus Workspace: Health & Safety Supplies

What's already out there?


For instructions in obtaining further supplies, please use the USF Coronavirus Supplies Request page for any of the following:

  • Request sanitizer, disinfectant and face coverings, which are being centrally purchased  
  • Request COVID-19 public health signage from the existing catalog
  • Request signage for a new topic  
  • Request plexi-glass partitions
Sanitizer Vending Machine

Hand Sanitizer 4 oz. Spray Bottles
Spray hand sanitizer is available through vending machines strategically placed around campus. All students and employees with a valid USF ID card will be able to get two (2) 4 oz. complimentary bottles every 30 days. Check the Hand Sanitizer Vending Locations for each campus.

Life & Personal Help

Our Employee Assistance Program (EAP), provided by Magellan Health provides free support and assistance for a variety of concerns. Some of the recent resources deal with emotional and financial challenges by offering online webinars, tip sheets, articles, discounts and personal assistance finding services. For specific COVID-19 tips sheets, click here. 

Access LifeMart's Discount Center through our EAP program at MagellenAscend.com for a variety discounts.  Click here for instructions on navigating to the Discount Center.

Coronavirus Curated Collection

Access LifeCare's "We Can Help" program at MagellanAscend.com for personalized assistance in variety of areas.  For example, they can help find childcare, pet care and elderly care. Click here for instructions on navigating to the LifeCare resource page. The "We Can Help" program is located under the "Coronavirus Curated Collection" block.

IMPOWER Separate from USF's EAP, IMPOWER is a Florida non-profit organization. They off no-cost mental health and substance use counseling, medication, and services via telehealth for low-income families and individuals needing help as a result of the pandemic.  Click here for the IMPOWER informational flyer.  

Contacting Human Resources

For general questions, please call 813-974-2970 or email your questions directly to the teams below.

Benefits: benefits@usf.edu
New Hire Paperwork/Orientation: rightstart@usf.edu
Employee Relations: employee-relations@usf.edu
Classification and Compensation: classcomp@usf.edu
FMLA: fmla@usf.edu
Data Center: employmentcenter@usf.edu
Accommodations/ADA: hr-ada-request@usf.edu
Leave and Attendance: leaveadmin@usf.edu
Background/Drug Screens: hr-usfcareershelp@usf.edu
Recruitment: hr-usfcareershelp@usf.edu
Learning and Talent Development: training@usf.edu                                                          Personnel Records/Employment Verifications: hr-records@usf.edu

Additional Resources 

Faculty Toolkit

The USF Official Page for Coronavirus Updates and Resources provides the University's guidance on the following:

  • Vaccines
  • COVID-19 Cases, Exposure and Symptom Reporting
  • Isolation and Quarantine
  • Testing
  • International Travel

Coronavirus Updates & Resources by County:  Hillsborough | Pasco | Pinellas | Manatee