Our employees' safety and well-being is our campus' top priority. We are committed to being available during this time of uncertainty to support you.
Please email your appropriate OHR staff member and they will respond as quickly as possible. In addition, the HR main line (760) 750-4418 and email account (email@example.com) will continue to be monitored.
If I am currently on an approved leave, am I allowed to work remotely?
Will my insurance cover me or my family if we need to be tested for COVID-19?
Does the Family Medical Leave Act (FMLA) or California Family Rights Act (CFRA) entitle an employee to take leave to avoid contracting COVID-19?
How will this impact my service credit accruals or retirement? Will I need to change my retirement date?
The CalPERS Regional Offices are currently closed, but members can still contact the CalPERS Center at (888) 225-7377 to schedule a phone appointment or ask questions. As long as employees remain in active pay status, they will continue to accrue service credit as usual. Any changes to the employee's time base will impact the service credit accrual rate.
Employees who are planning to have already submitted their retirement applications to CalPERS can move forward with their retirement as planned. Please contact HR with any additional questions via firstname.lastname@example.org.
Who can I contact if I still need a leave of absence?
What do I do if I need to come on to campus?
As a reminder, access to the campus is restricted to employees who have been designated to assist with critical functions and operations that can only be conducted in-person. All other employees and visitors must complete an Access to CSUSM Campus Request Form and obtain approval prior to coming to campus.
All employees needing to work on campus and/or access any campus buildings must:
I am over 65 and/or have a chronic medical condition. Do I need to report to work?
Beginning March 15, 2020, CSU employees who were age 65 or older and/or who had chronic medical conditions were asked to immediately social distance themselves and remain away from work. Many of these individuals were able to telework but for those who could not, income protection, in the form of paid administrative leave, was provided. The CDC has recently revised its guidance pertaining to individuals at higher risk for COVID-19. Based on this new guidance from the CDC, employees who are older and/or who have underlying medical conditions are not automatically entitled to paid administrative leave if they are not able to work remotely. All current CDC guidance is available here.
Employees who are able to effectively work remotely should be afforded the opportunity to continue. However, employees who are not able to effectively work remotely and do not have either an approved leave or an approved accommodation through OHR, should be included in department repopulation plans. In addition, if they are in a position which has been designated as “essential,” they may be required to report to work prior to implementation of the repopulation plan.
Employees who have medical concerns regarding their return to work including, but not limited to, being older and/or an underlying medical condition, should contact Melanie Hobbs (email@example.com) in the Office of Human Resources (OHR) regarding eligible leaves and/or other options which may be available to them. Employees with medical concerns are able to request accommodations through the campus’ normal ADA interactive process and can initiate that process by contacting Melanie Hobbs (firstname.lastname@example.org).
I recently traveled out of state or out of the country. Am I required to self-quarantine?
Given the everchanging COVID-19 situation, new travel restrictions for individuals returning to California from another state or country may be imposed at any time. However, employees are not currently restricted from personal travel. We strongly encourage departments to identify remote work for employees returning from personal travel, even if they are not symptomatic. However, we are not able to restrict employees from travelling nor are we able to require them to use a paid leave, such as CPAL, upon their return unless there are state, county, federal or CDC travel advisories in place.
At this time, employees returning from international travel must stay home for 14 days from the time that they returned from international travel. Employees should keep in mind that state travel restrictions may be more restrictive than CDC travel advisories.
Am I covered under Workers Compensation if I am working remotely?
Employees who are teleworking are covered under Workers’ Compensation so any work-related injuries or illnesses that are reported by telecommuters will follow the same procedures as work-related injuries that are reported by non-telecommuters. All work-related injuries or illnesses must be promptly reported to Workers' Compensation.
For ergonomic evaluations and any other safety needs please contact Safety, Health, and Sustainability. You may also refer to the SH&S Ergonomics page or seek assistance from SH&S if you are experiencing challenges.
If equipment is needed due to a medical condition or disability, please contact the Office of Human Resources and follow the Reasonable Accommodation Request Process.
How can I submit HR or Payroll forms when I am telecommuting?
What if I would like to request a vacation day?
How will this impact the recruitment process?
HR will continue to monitor recruitments through our normal process.
All interviews are encouraged to be conducted via Zoom or Skype until further notice. Please keep in mind there should be consistency with each recruitment (e.g., all candidates are interviewed via Zoom).
How will this impact a classification review or in-range progression request?
What impact, if any, will this have on my performance evaluation (including due date)?
The due date for annual performance evaluations for all bargaining unit and confidential employees was extended to June 30, 2020. The review period remains the same (April 1, 2019 through March 31, 2020).
Performance evaluations for MPP's were also due on June 30, 2020.
For questions, please contact Melinda Swearingen at email@example.com.
Do I need to report my time in PeopleSoft?
How do I pick up my paycheck?
To ensure maximum level of safety for all employees, all "live" paychecks for the March pay period will be mailed no later than Friday, March 27 to the home address on file with the university.
Please note that pay stubs for employees on Direct Deposit will not be mailed. They will be kept on hand for when all employees return to campus. Digital copies of pay stubs can be accessed through Cal Employee Connect.
How can I update my home address?
We encourage employees who are not enrolled in Direct Deposit to log in to PeopleSoft employee self-service MyCSUSM no later than Monday, March 23 to confirm the home address on file is accurate and make any necessary updates.
Upon accessing MyCSUSM, employees can update their address by selecting "My HR Resources" and then "Personal Information."
Am I able to change my days or hours of work while telcommuting?
What if I am sick and unable to work while telecommuting?
How will work assignments be communicated to me?
I am feeling anxious and overwhelmed. What should I do?
CSUSM is committed to supporting our employees in navigating these challenges. We are deeply grateful to you for the work you are doing to help us continue to serve our students and maintain operations in a time of uncertainty and anxiety
Our Employee Assistance Program, Empathia, provides well-being and counseling support 24/7 and can be reached at 800-367-7474 or online at www.mylifematters.com (password: cougars).