March 25, 2021
The Institute's pandemic-related pay policies are being extended until June 30, 2021, with a few changes. The updated pandemic pay policies can be found on the HR website.
The significant changes are:
Pay for Covid-related quarantines and illnesses: The use of Sick-Covid19 pay is extended till June 30, 2021. As before, these 10 days of paid leave time do not draw from the employee’s accrued Sick Time.
A new use of Sick-Covid 19 is also being allowed, retroactively, for absences due to Covid-19 vaccination:
- Sick-Covid19 pay may now be used for time spent in getting a Covid-19 vaccination shot or shots, if during the staff member’s normal working hours. This includes travel time to and from the vaccination site.
- Sick-Covid19 may now be used if the employee cannot work due to side effects from the vaccination shot(s).
- This additional use of Sick-Covid19 time does not increase the total number of days of Sick-Covid19. That limit remains at 10 days of time for Covid-related reasons between October 1, 2020 – June 30, 2021.
- If an hourly staff member has already received the vaccine and recorded time spent getting the shot or recovering from side effects using Sick Time or Other Leave, please revise their time sheet retroactively to reflect this as Sick-Covid19 time.
- If a staff member has received the vaccination and had already exhausted their Sick-Covid19 time, Sick Time normally would be used. If there are unusual circumstances, please discuss the situation with your HRO.
- Salaried staff may similarly use up to 10 days total between October 1, 2020 – June 30, 2021 for these same vaccination-related reasons (travel time to vaccination appointment and vaccination time; side effects) as well as for the other Covid-related absences previously covered (e.g., quarantining, having Covid-19, caring for a family member with Covid-19).
Employees susceptible to complications from Covid-19
Some employees are currently on an unpaid leave of absence due to their (or a family or household member’s) underlying condition that makes them susceptible to complications if they contract Covid-19, where the employees cannot work remotely. Those unpaid leaves will also be extended to June 30, 2021. The DLC must put through the appropriate paperwork.
In some cases, if the employee or their family/household member is vaccinated, the risk may be reduced sufficiently for the employee to return to work onsite. If you would like to get updated medical information from your employee, please contact the DSMLO on campus, or the Lincoln Laboratory HR office.
Employees on furlough due to Covid-19
The furlough period for employees whose jobs are on hold or curtailed due to Covid-19 is extended to June 30, 2021. The DLC is responsible for communicating this in writing to the affected employees.
If the resumption of the furloughed employee’s work depends upon students returning in large numbers to campus, or is otherwise directly tied to the beginning of the academic year, the furlough may be extended beyond June 30 but no later than August 31, 2021. Please discuss any furlough, and particularly any circumstances necessitating furloughs beyond June 30, with your HRO.
Other Leave
We have noticed an increase in the use of Other Leave by hourly staff over the last few weeks. Under our pandemic pay policies, Other Leave may be used:
- If an employee must quarantine for a work-related exposure to Covid 19, as determined by MIT Medical.
- For new employees, where the employee is required to get a negative Covid test before they begin work onsite and they cannot do any work remotely while awaiting their test result.
The HROs will follow up with departments to learn more about the reasons for the use of Other Leave in those units.