Please refer to general FAQ's below.  Additional FAQs are available on the following sites:


What approval is needed for employees to work from an Alternate Work Location (AWL)?

Staff and student employees should submit an Alternate Work Location and Telework Agreement Form.

Final approval from a Vice President is required; units reporting to the President require President approval.  The Vice President/President should be informed about concerns with a lack of available work that can be completed remotely. Approval from Human Resources is not required, but copies of approved AWL should be forwarded to Human Resources.

If the employee is taking any University-owned equipment to telework they have filled out a Property Office Off-CampusUse Permit Form.

Faculty should submit requests to College Deans.

What options are available if the duties assigned to the employee cannot be performed remotely?

Supervisors may modify typical duties.  Brainstorm with your team before concluding that an employee cannot work remotely.  Review available technology that allows access to work records and web-based programs.  Phone calls can be answered from a home computer with VPN and Jabber.  Consider project work such as reviewing records for destruction in compliance with Records Retention rules, organizing electronic records and performing housekeeping on computer drives, on-line training, reviewing web sites to ensure data is accurate and links work.  Be creative.  Think outside the box.  


If a faculty or staff employee is returning from international or domestic travel, should they return to work?

If you have felt sick with fever, a cough or difficulty breathing, within 14 days after you left, you should do the following:

  • Seek medical advice. Call ahead before you go to a doctor’s office or emergency room. Tell them about your recent travel and your symptoms.
  • Avoid contact with others.
  • Do not travel on public transportation while sick.
  • Cover your mouth and nose with a tissue or your sleeve (not your hands) when coughing or sneezing.
  • Wash hands often with soap and water for at least 20 seconds to avoid spreading the virus to others.
  • Wash your hands with soap and water immediately after coughing, sneezing or blowing your nose.
  • If soap and water are not readily available, you can use an alcohol-based hand sanitizer that contains 60-95% alcohol. Always wash hands with soap and water if hands are visibly dirty.
  • Read about the difference between isolation and quarantine.

If a student employee has been advised by a health care provider to self-isolate, what type of leave should they use?

If remote work is available, supervisors may submit requests for student employees to work from an Alternative Work Location.  If the student employee is ill, they may be eligible for FFCRA Emergency Paid Sick Leave. 

If a student employee is not self-monitoring or self-isolating and is otherwise able to return to work, but chooses not to, what type of leave should they use?

Student employees, including graduate assistants, may choose not to return, but they will not be paid. Supervisors should be flexible with student employees and not penalize them if they prefer to avoid campus.  Supervisors may submit requests for student employees to work from an Alternative Work Location.

Faculty and Staff Employees

An employee has a child whose school or day care is closed, and they have no other childcare arrangements. What options are available?

Employees in this situation should promptly notify their supervisor of the reason for their absence and the anticipated date of return to work. Children may not be brought to work for safety reasons (University Procedure 33.99.99.C0.05). If the employee can work from home with an approved Alternate Work Location and Telework Agreement while supervising their child, the employee will be paid for hours worked. Flexible work hours may be an option as well as outlined in University Procedure 33.06.01.C0.01.  Otherwise, employees may take other paid leave as applicable to their position and situation.

Is an employee eligible for EPSL or EFMLA to care for their child when the employee chooses remote learning after the child’s school is open? 

No.  If the child’s school is open and the employee chooses remote learning versus on site learning at the child’s school, the employee is not eligible for EPSL or EFMLA. If the school is open and the option is available for onsite learning at the child’s school, a qualifying reason under FFCRA has not been met.

What options are available if employees need to self-monitor or self-isolate due to non-travel risk factors?

Employees who belong to categories considered to be at higher-risk of getting sick from COVID-19 (adults 60+ OR people who have serious chronic medical conditions such as heart disease, diabetes, or lung disease) should consult with their supervisors about an Alternate Work Location and Telework Agreement, where feasible.

Employees may take other paid leaves as applicable to their position and situation. Sick leave may only be used if an employee is ill in accordance with System Regulation 31.03.02.

Who is eligible for emergency leave and what is the process to request emergency leave?

Leave eligible employees may request emergency leave in accordance with TAMUS Regulation 31.03.03 Leave of Absence with Pay, section 2.5.   

How to request emergency leave:

  1. The employee and/or manager should contact HR to ensure that the employee is eligible and that the request complies with applicable leave rules. 
  2. A Request for Time Off  is submitted in Workday by the employee who selects 4-Office Closure or Evacuation or 4-Other Emergencies.  A comment indicating the reason for the request should also be entered.  
  3. Upon approval by the Manager, the Workday Action routes to Human Resources. 
  4. Human Resources will obtain additional approvals through the appropriate chain of command up through the President.
  5. The employee will receive a notification in Workday upon approval of the request.
Managing Employees

If an employee has informed a supervisor of a potential or confirmed case of COVID-19, who should I contact?

All students, staff and faculty must self-report positive COVID-19 tests using the COVID-19 reporting portalSupervisors will use the same portal to report positive tests of staff they supervise.

A&M-Corpus Christi will adhere to our standards with regard to the treatment of Protected Health Information. If students, faculty, and/or staff have been exposed to a confirmed positive case on campus, they will be notified directly. No identifying information regarding the individual with the positive test will be disclosed for privacy purposes.

If you have been exposed to a confirmed positive COVID-19 case, or if you are exhibiting any symptoms of COVID-19, do not report to campus and contact your medical provider. For employees, Human Resources stands ready to assist with various leave options.

If an employee is coughing or displaying other symptoms, can a supervisor require them to go home?

Yes, employees displaying symptoms must be sent home; however, they cannot be penalized for being sent home. An Alternative Work Location may need to be discussed.

If an employee is coughing or displaying other symptoms, can a supervisor require them to go the doctor?

No. Supervisors should encourage employees to seek medical advice, but they cannot require an employee to go to the doctor. They can require the employee to be asymptomatic before returning to work from sick leave or self-isolation. An Alternative Work Location may need to be discussed or sick leave may need to be used if an employee is ill in accordance with System Regulation 31.03.02.

What if an employee is coughing or displaying other symptoms and refuses to take leave?

Supervisors should seek assistance from Human Resources or the Office of Employee Development and Compliance Services to take appropriate action to ensure the employee does not remain in the workplace.

Does Family and Medical Leave Act (FMLA) leave apply to absences due to confirmed cases of coronavirus?

Yes, coronavirus qualifies as a "serious health condition" under FMLA, allowing an eligible employee to take FMLA leave if either the employee or an immediate family member contracts the virus.

Can we require a doctor’s note before allowing a sick employee to return to work?

Yes, clearance from a health care provider to return to work can be required.  Please be aware that access to health care providers may be limited. 

Regular employees with medical coverage are encouraged to use MD Live Virtual Visits. Virtual Visits is a feature provided by MDLive through Blue Cross and Blue Shield (BCBS) health plan. You can schedule visits with doctors and therapists via telephone, online video or mobile app. This alternative to in-person appointments provides health care for simple, non-emergency medical and behavioral health conditions 24/7/365.

Virtual Visits are included in the A&M Care plans with a $20 copay.  You will be asked to pay up front before you speak with the physician.

Can I take employee’s temperatures to ensure they don’t have a fever when reporting to work? 

No.  It is better to require the employee to remain home until signs of respiratory illness are gone.  An Alternative Work Location may need to be discussed or sick leave may need to be used if an employee is ill in accordance with System Regulation 31.03.02.

Hiring New Employees

I have a vacancy.  What should I do?

A temporary hiring freeze has been implemented for all employment.  Coordinate with HR for staff and Academic Services for faculty before extending an offer.  Given the fluidity of the situation, start dates may have to be adjusted to ensure each person’s safety concerns as well as availability of staff.  The hiring freeze waiver is located here.

  • Go here for additional recruitment resources.

I have an active recruitment going on right now.  Should I set up in-person interviews or continue with previously scheduled interviews?

Currently the campus is open, however, you should consider other alternatives to in-person interviews such as Webex.  Our recommendation is to reach out to your interviewee and advise them of our efforts to conduct our recruitment activities with minimal exposure to both the university and the candidate by either delaying interviews or conducting virtual interviews.   

Other Resources

What resources are available to an employee experiencing emotional challenges (such as anxiety) due to the coronavirus outbreak?

Employees may contact their physician and/or the Work/Life Solutions Program. The Work/Life Solutions employee assistance program offers a variety of services including telephone consultations with clinicians for anxiety, depression, stress, grief, loss, life adjustments, relationship challenges, marital conflicts, etc. 

If there is no work available for student workers, are they able to file for unemployment?

Yes.  Student employees who can no longer continue to work may file for unemployment with The Texas Workforce Commission.

Where should I direct employment-related questions concerning the coronavirus?

Employees and/or supervisors may call ext. 2630 or send an email to human.resources@tamucc.edu.