Staff Information


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Returning to Campus Administrative Leave Responsibilities of Employees Campus Services
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At this time, all employees who can complete their necessary job duties through teleworking should continue to do so until further notice. However, it is possible that some number of faculty and staff may need to return to  campus, not because of personal preference, but to effectively complete assigned work responsibilities. 


  • Currently teleworking: If you have been working from home, you should continue to do so until further notice. You should not report to campus without being directed to return. 
  • Currently mandatory and reporting to campus: If you are a mandatory employee who has been reporting to campus, you should still do so at the direction of your manager. 
  • Currently on administrative leave: If you are currently on administrative leave and are unable to resume your duties, administrative leave has been extended (see below for more information). 

Information about and helpful tips for teleworking can be found here.


  • For employees currently teleworking: You should continue to encourage your employees to telework whenever possible. 
  • For employees on administrative leave: If you have employees who are on administrative leave and are unable to resume their duties, you may allow them to continue to use administrative leave (see below for more information). 
  • For mandatory employees already working on campus: Mandatory employees who are already reporting to campus to perform their duties should continue to be allowed to report to campus. 
  • For all other employees who wish to return to working on campus: No employee may return to work without permission, and no department or area may allow employees to return without seeking approval as outlined below.
    Please note: This applies to mandatory employees who have not already been reporting to campus for work.
    • If you already have a plan in place for mandatory employees working on campus, you do not need to create a new plan, but you may need to enhance your existing plan to account for additional workers and/or the plan components outlined.

Request for Employees to Return to On-Site Work

Please note: This includes all areas of the University, including research and academic units. All department and unit leaders must complete the planning identified below before employees in their area may return to campus to work.

Before additional employees who cannot telework may return to campus to work, you must develop a plan that includes the following: 

  • Social distancing protocols to achieve the primary objective of maintaining 6 feet of separation between individuals in all settings
    • As per CDC guidance, individuals should wear a face covering when around others. It is expected employees will provide their own face coverings; however, in the event an employee cannot provide their own, the University will have masks available. See below for instructions on identifying and ordering critical supplies, to include face coverings.
  • Staffing plan -
    • All employees who can complete their necessary job duties through teleworking should continue to do so until further notice. 
    • Phased return plan for those who cannot telework:
      • Identify staff schedules/cycles for each phase to maintain 6 feet of separation. 
      • Allow employees to return to work gradually.
      • Consider staggered arrival/departure times. 
      • Consider A and B teams so that the entire workforce is not in the office on the same days.
  • Special accommodations for vulnerable populations
  • Employee training for executing social distancing protocols
    • Environmental Health and Safety, through Percipio, has developed a standardized training on social distancing protocols and other important health and safety measures, that ALL EMPLOYEES should complete before returning to campus.
      • The training is available here: EHS Training Pericipio Training  
      • Each department should be prepared to train employees on additional measures specific to their respective areas. 
  • Cleaning and sanitation plan
    • Building Environmental Services (BES), in partnership with other building cleaning units (HRL, etc), is developing a general sanitation protocol for campus. However, each unit should communicate with BES on specific needs they may have outside of general protocols. Additionally, each unit should be prepared to implement some measure of sanitation on high-contact surfaces within their individual units. (Example: Sanitizing door handles in areas under frequent use since BES is unable to provide that service multiple times in a day).
  • Plan to limit face-to-face meetings and gatherings and ensure those that must occur will not exceed 10 people and six feet of separation is maintained, outdoor gatherings should not exceed 25 people. 
  • Plan to close any common spaces in your areas of responsibility where six feet of separation cannot be maintained
  • Identification and ordering of critical resources requirements (e.g. sneeze guards, “stand here” stickers, face coverings, hand sanitizer, and sanitation wipes etc.).
    • Order these resources for your area at
    • Note - the above supply request should be completed in conjunction with development of the department/unit plan, by the plan developer.

Additional Instructions

  • Do not add additional medical rules or requirements for your employees or students and others entering your spaces (e.g. temperature checks, testing, etc.) without coordination with the Office of Emergency Management.
  • When your plan is ready, please do the following: 
    • Submit it to your appropriate dean, associate provost or associate vice chancellor for review and approval. 
    • When your plan is approved, submit it to the University’s Policy Group via this form
  • No area may reopen without associate provost/dean/associate vice chancellor approval and final approval by the Policy Group. Please allow up to one week for Policy Group to review.

Submit your area's plan

Student and Temporary Employees

UNC Charlotte encourages supervisors to be flexible and creative in considering telework arrangements so that the work of your department continues. Supervisors of these employees should do the following:
  • Determine if the work their student or temporary employee is doing can be done remotely.
  • Ensure that employees can accurately account for their work and timekeeping is handled appropriately.
  • Assess if their employee has the necessary access to work remotely, especially when handling sensitive data.
  • As outlined above, managers with student and non-temporary employees who cannot telework but may be able to work safely through physical distancing in a meaningful way have discretion to consider on-campus work arrangements.  

If the situation meets the above criteria, then the student or temporary employee may work remotely or safely on campus. 

Please contact Tracy Worthey at 704-687-0670 or Teresa Shook at 704-687-0671 for more information. 

Administrative Leave

Additional information on the changes to Administrative Leave can be found in the HR messages.

After consultation with the Office of State Human Resources (OSHR), the UNC System Office issued new work and leave provisions effective Aug. 1, 2020 until revised or rescinded. The following changes are in effect beginning Aug. 1, 2020:

  • Employees who cannot telework: Administrative Leave COVID-19 is no longer available for employees who cannot telework due to the nature of their jobs. Employees must use their own accrued leave or accrued paid time off for hours not worked.

  • Elder care needs: Employees who need to use Administrative Leave COVID-19 for elder care needs due to COVID-19-related elder care facility closings can receive administrative leave at two-thirds of their pay for a maximum of 12 weeks. Once this leave is exhausted, employees must use their own accrued leave or accrued paid time off for hours they did not work.

  • Employees still under mandatory quarantine and not cleared to return to work: Employees who have exhausted all of their accrued leave and all of their accrued paid time off, employees who cannot work due to being subject to quarantine/isolation order, due to being advised to self-quarantine, or due to experiencing COVID-19 symptoms and awaiting a diagnosis will receive Administrative Leave COVID-19 at 100% of their pay. 

Employees who have exhausted all of their leave and paid time off could be eligible to receive donated leave from the COVID-19 leave bank. See below for more information.

Expanded Community Service Leave

Permanent SHRA and EHRA employees who wish to volunteer time with non-profit organizations on COVID-19 relief activities may use up to 80 hours of Expanded Community Service Leave. Employees must gain approval from their supervisors before using this leave. These hours are accounted for separately from an employee’s regular community service leave allotment. Additional information about accounting for this time will be provided at a later date.


We understand that many of our employees are still navigating child care issues during this time. Employees are encouraged to talk with their supervisor about potential options for teleworking or flexing their work schedules to meet child care needs. With supervisor approval, employees can use vacation, sick and bonus leave to account for time not worked. If they have exhausted all their leave, the COVID-19 Leave Bank is also an option. More details will be provided in early January on how to apply.  In addition, employees are encouraged to reach out to the Employee Assistance Program (EAP) for resources to address child/elder care issue

Families First Coronavirus Response Act 

The federal Families First Coronavirus Response Act (FFCRA) was enacted to address the impact of COVID-19 in the United States. This regulation expired on Dec. 31, 2020. 

COVID-19 Leave Bank

The new guidance from the System also allows for the opportunity for institutions to create a “leave bank” so employees can donate leave to colleagues who cannot work due to COVID-19 but who have exhausted their accrued leave, similar to the voluntary shared leave program. Unlike the voluntary shared leave program, donations for this new program are made to a leave bank, not to individual recipients. The donations will be equitably distributed to all employees who meet eligibility criteria.

For more information on both donating and receiving leave, please visit the HR website.


All Employees

  • Coordinate with your manager about return to on-campus work, employees cannot return to on-campus work until granted approval from your manager.
  • Maximize social distancing (six feet of separation).
  • Everyone should wear a face covering when around others (less than six feet away).
  • Limit face-to-face meetings and gatherings and not have more than 10 people present for those that must occur, outdoor gatherings should not exceed 25 people.
  • Complete the daily Niner Health Check.

Policy Group

  • Make all guiding decisions for the University’s return to normal operations. 
  • Review and approve departmental and unit plans for employees’ return. 
  • Through Vice Chancellors, communicate expectations about their respective division’s priorities during return to normal operations to respective leadership teams.

Vice Chancellors

  • Communicate expectations about respective division’s priorities during return to normal operations to respective leadership teams.

Associate Vice Chancellor for Safety and Security

  • Coordinate efforts through all phases of the reopen plan
  • Serve as the connection point between the Incident Management Team and the Policy Group
  • Monitor ad-hoc teams/committees/groups efforts to support operating in a COVID-19 environment

Associate Vice Chancellors, Deans and Associate Provosts

  • Communicate expectations about respective areas or college’s priorities during return to normal operations to leadership teams.
  • No area may reopen without associate provost/dean/associate vice chancellor approval and final approval by Policy Group.

Directors and Leaders of Departments and Units

  • Lead respective areas in developing a plan to return to normal operations. 
  • Obtain approval on plan from appropriate associate vice chancellor, dean or associate provost. 
  • Submit approved plan to Policy Group for review
  • Oversee execution of plan in respective areas

Incident Management Team

  • Synchronize department and unit efforts through the emergency operations center (EOC)
  • Present operational updates and policy decisions to the Policy Group, as required

Ad-Hoc Committees/Working Groups

  • Through coordination with the emergency operations center (and Incident Management Team) there are a number of ad-hoc committees and working groups working on institutional level issues related to the reopening
  • Individual committees/groups are addressing issues related to communications and outreach, testing protocols, classroom space realignment, and other personnel issues, among others

Campus Services

Campus services are operating in either an in-person or virtual capacity. To find more information on specific areas, offices and services of the University, visit the respective area's webpages for hours of operation and other changes.


Please review the coronavirus travel restrictions for the latest information. 

Other Information

Building Access

Many campus buildings are now on swipe access, meaning a 49er ID card will be necessary to enter during business hours.


Employee Support

UNC Charlotte offers employees experiencing economic difficulties access to emergency loans up to $250. Donations to the emergency loan fund can be made via the UNC Charlotte giving website. The North Carolina State Health Plan has also made some changes to further assist employees during this time, including the elimination of any co-pay requirement for COVID-19 testing.

Stay Informed

This continues to be a rapidly evolving situation, and we will share more details and information as it becomes available. The University will stay in touch with you through: 

  • NinerNotices: We will send notices as more information becomes available.
  • Website: We will continue to keep the Emergency Management website and FAQs updated with the latest information. 
  • Social Media: We will communicate with you on social media via the NinerAlerts Twitter and Facebook accounts and the University’s main Twitter and Facebook accounts.