COVID-19: FAQ for Supervisors

Faculty and staff play an important role in helping to keep our campus safe and healthy as well as minimize risks associated with COVID-19. The University continues to coordinate operational efforts closely with local, state, and federal officials, as well as the Florida State University System Board of Governors. Updates to health & safety guidelines will be continuously communicated via signage throughout campus, campus email, social media, and website updates.

Please review the below Frequently Asked Questions for guidance in making consistent decisions that are in the best interest of the University, department operations, and the well-being of faculty and staff.

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Working Hours and Working Remotely

How do I determine what activities can be performed remotely and how do I monitor remote work?
Supervisors should refer to the Remote Work Reference Guide webpage for guidance in creating an effective remote work arrangement.
Can I send an employee home if they appear sick and/or are exhibiting flu like symptoms?

That depends. If an employee is exhibiting flu like symptoms supervisors will have to use their best judgement in determining whether or not an employee should remain at work, and should seek to maintain consistency in applying these determinations.
What should I do if one of my employees is exhibiting symptoms consistent with COVID-19?

If an employee is exhibiting symptoms consistent with the published symptoms of COVID-19, the supervisor should use their best judgement to determine if an employee should remain at work and should encourage the employee to either consult with their own healthcare provider or obtain a coronavirus test provided by local authorities or the University, if available.
What do I do if an employee shows signs of illness but does not want to go home?

If an employee is exhibiting signs of illness but does not want to go home, supervisors should contact HR to evaluate the situation on a case-by-case basis and provide guidance on next steps.
Can I let my OPS/Student employees work remotely?

OPS/Student employees may work from home if appropriate given their job functions. An on-going/regularly scheduled remote work arrangement is required. An impromptu remote work occasion does not require an approved remote work agreement.
K-12 school systems have closed. I have employees with children who are requesting to stay at home to care for them. What options are available?
Employees may experience unforeseen childcare needs including potential closures of K-12 school systems. Supervisors are encouraged to be supportive and flexible in making arrangements for remote work opportunities including a combination of leave hours and working hours, and work with employees to identify regular job duties, special assignments, projects, or professional development that can be performed remotely. Hourly employees should record their hours worked on timesheets as per standard practice.

The following options may be available depending on the nature of the job responsibilities:
- Use accrued Annual Leave.
- For Non-Exempt A&P, USPS, and OPS hourly employees: may make up the work on an hour-for-hour basis during the same pay period with supervisory approval.
- Take Leave without Pay with supervisory approval.
- Work from home with supervisory approval.

Recruitment/Employment

Is UNF still hiring?

Yes. The university is actively recruiting for vacant positions.
How can Search Committees continue to comply with Sunshine Law while conducting remote interviews?
Recruitments using formal search committees, as managed through EOI, must continue to comply with the Florida Sunshine Law even if interviews are conducted via video. Search Committees and Hiring Officials should review the following requirements and contact EOI at for questions:
- The conference call number and/or Zoom access code/link must be supplied in the meetings public notice.
- Conference call meetings will require a call-in number available to anyone who wishes to listen in on the meeting. Whether it’s a dedicated number just for the public or the same conference call number that the committee is using, the key is that anyone can call in.
- If a committee wishes to hold Zoom video meetings, the committee must confirm that Zoom has a public function (such as a link or access code that anyone can use to listen to/watch the meeting). A consistent conference call dial-in for Zoom meetings is recommended, so that anyone without access to internet could call in.
- All other open meetings requirements would still apply (minutes, voting, etc.).
Has the recruitment process changed?
The recruitment process itself has not changed, but it's important to take the time to review options prior to commencing with interviews. Hiring Officials should consider the following:
- Current and future state of the budget
- Interviews can be conducted via phone, video (e.g., Skype or Zoom), or in person.
- All applicants should be provided with the same experience.
- Stay informed about the status of university operations.
Recruitments using formal search committees, as managed through EOI, must continue to comply with the Florida Sunshine Law even though interviews are conducted via video and should review the points above for additional information.
Is there remote access to the university's applicant tracking system, OASys?

Yes, OASys can be directly accessed from myWings on mobile, tablet, laptop or desktop utilizing single sign-on credentials.

myWings > Employee Resources > Employee Tools > OASys Hiring and PD module
Will there be any delays to hiring approvals?

At this time, the university is open and hiring proposals will continue to be reviewed and approved as efficiently as possible.

Please be aware there may be delays in background check results at the county level, which may, in turn, impact the speed of receiving results from the background-screening vendor.