IU Employees and Coronavirus COVID-19

All types of temporary employees (regular, student, work-study, and temporary with retirement) are eligible to receive continued pay if they meet the payment eligibility criteria below:

1. Have an active temporary job in HRMS, AND
2. Have worked hours at IU in the last 6 months, AND
3. Were scheduled to work or there was a mutual understanding between the department and the employee regarding work hours for some or all of the time between March 23 and June 30, 2020.

Note that staff or academic benefits-eligible employees who have a secondary temporary job are NOT eligible for this additional payment.

If an employee does not receive continued pay and feels that they should, they should contact their supervisor or HR representative.

See how to stay paid

Last updated April 7, 2020

Per policy, payments are to be made ONLY for the period of March 23, 2020 until the EARLIEST of the following dates:

1. The date the employee was expected to end employment (for many temporary employees, this is the end of 2020 spring semester), OR
2. The end of the COVID-19 policy, as determined by the president of the university, OR
3. The end of the academic year (June 30, 2020).

Continuing pay for temporary employees will be applied to timesheets and payroll vouchers as they would have been if the employee had worked. Payments will be made based on the normally scheduled payroll schedules and calendars (beginning with the paycheck on April 17, 2020). Employees will NOT receive lump sum payments.

Last updated April 7, 2020

Pay for temporary employees who meet the eligibility criteria (see FAQ “How can a temporary employee continue to receive pay?”) will be determined based on one of the following:

For temporary employees who have a standard schedule or expectation of hours:
Method 1: Base the hours on what the employee is normally scheduled or expected to work.

For temporary employees who do not have a standard schedule or expectation of hours and have been employed for at least six months:
Method 2: Base the hours on a six-month average (a COVID report is available to HR representatives).

For temporary employees who have not been employed for six months:
Method 3: If the number of hours an employee would work were agreed upon hire, base the average hours on this understanding, OR
Method 4: If the number of hours was not agreed upon hire, base the average on the hours the employee was going to work over the entire course of their employment.

If an employee feels that their pay amount is incorrect, they should contact their supervisor or HR representative.

Last updated April 7, 2020

As a temporary employee, you are eligible for COVID-19 related pay if:

• You or someone you are caring for has a COVID-19 related illness, is quarantined, or is in self-isolation.
• You are unable to work due to a need to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.
• You are unable to work due to lack of work available.
• You care unable to work because work cannot be completed remotely.
• You have been identified as an On Campus Essential (OCE) employee and have received approval from your supervisor or HR Representative to use this code as a result of higher risk for severe illness, OR you are caring for others who are at higher risk per CDC guidelines.

Last updated April 7, 2020

Yes. If there is work available that they can accomplish remotely, and they have the necessary technology, they may do so if directed by a supervisor.

Updated April 3, 2020

Yes, a temporary employee may be assigned to perform essential services on campus and would be eligible for premium pay for the time they spend performing those essential services.

Learn more about On-Campus Essential employees and services.

Last updated April 3, 2020

If you are unable to fulfill the remainder of your work hours for COVID-19 related reasons work (see FAQ “What are the valid COVID-19 reasons that I would be eligible to be paid for?”), then yes, you will be paid for the remaining scheduled hours. Supervisors and payroll processors will be responsible for adding these hours to your timesheet.

Last updated April 7, 2020

Yes, if you have been identified as an On Campus Essential (OCE) employee, you will receive COVID-19 premium pay for hours worked while performing an approved essential service ON CAMPUS. Hours worked remotely will be paid at your regular hourly rate.

Supervisors and payroll processors are responsible for applying the premium pay to your timesheet, so please work with your supervisor to identify hours worked on campus vs. remotely.

Last updated April 7, 2020

You can log your normal work hours, but your supervisor or departmental payroll processor will be responsible for adding any COVID-19 related absences or premium pay codes to your timesheet.

Last updated April 7, 2020

Each temporary job will be reviewed for eligibility separately. Assuming that you meet the eligibility criteria for continued pay in each, then yes, you should receive pay for each job.

Note that staff or academic benefits-eligible employees who have a secondary temporary job are NOT eligible for this additional payment.

Last updated April 7, 2020

Please try to reach your supervisor first, but if you don’t get a response, please contact your departmental payroll processor or HR representative. If you continue to have concerns, please email or call 812-856-1234.

Last updated April 7, 2020

Please try to reach your supervisor, but if you don’t get a response, please contact your departmental payroll processor.

Last updated April 7, 2020

If there is work available, and the employee has the ability to work remotely, it is expected that the employee completes the work. If you feel you cannot complete your assigned work, discuss the reasons why with your supervisor. If the reason falls under an approved COVID-19 reason (see FAQ “What are the valid COVID-19 reasons that I would be eligible to be paid for?”), you may be off using COVID-19 pay.

A temporary employee requesting to be off for non-COVID-19 reasons will be off without pay.

Last updated April 7, 2020

If you meet the eligibility criteria for the job you are not working (see FAQ “How can a temporary employee continue to receive pay?”), and you are unable to work the second job for COVID-19 reasons (see FAQ “What are the valid COVID-19 reasons that I would be eligible to be paid for?”), then yes, you should get paid for that job as well.

Last updated April 7, 2020

Yes. The IRS has made no changes to the university’s obligations under the Affordable Care Act (ACA), so the policy limits still apply.

Last updated April 10, 2020

Yes, per Affordable Care Act (ACA) guidelines, these hours DO count toward the limit. To request an exception to this limit, please submit a seasonal exception form.

Last updated April 10, 2020

Yes, work study employees can receive COVID-19 pay, just like other temporary employees. The same eligibility and pay policies apply.

Last updated April 10, 2020

Yes. If there is work available that they can accomplish remotely, and they have the necessary technology, they may do so if directed by a supervisor.

Updated April 3, 2020

Yes, a student temporary employee may be assigned to perform essential services on campus and would be eligible for premium pay for the time they spend performing those essential services.

Learn more about On-Campus Essential employees and services.

Last updated April 3, 2020