Human Resources

Information for Faculty and Staff 

The Employee Assistance Program for stateside Cal Poly employees offers confidential support for a variety of concerns, including emotional, relationship, health, legal and workplace issues. Information, resources and tools are available by calling 1-800-367-7474 and visiting the EAP website. 

For information regarding the Cal Poly Corporation Employee Assistance Programs, please contact the Corporations Human Resources Office at 805-756-1121. 

For information regarding ASI Employee Assistance Programs, please contact ASI Human Resources at 805-756-0299. 

For additional information on Cal Poly Administration and Finance (AFD) operations during the COVID-19 situation, visit the AFD website.

HR FAQs

Telecommuting

Where can I find more information on telecommuting?

If remote work is appropriate and operationally feasible, a Telecommute Agreement shall be created and approved by the appropriate administrator to outline essential job functions that can be performed remotely and other parameters of remote work. 

If full-time telecommute is not operationally feasible, employees should work with their appropriate administrator to develop, as appropriate, an alternate work schedule; and/or reduced work schedule with use of CSU temporary paid administrative leave (CPAL), approved vacation, CTO or dock time.

Approval of alternate or reduced work schedules, and remote work will be re-evaluated as needed. 

Faculty who are teaching virtually do not need to complete the Telecommute Agreement.

Telecommuting Guidelines

HR 400 Telecommuter’s Agreement — Only employee and appropriate administrator signatures are required at this time. The form should then be routed to Human Resources.

CSU Temporary Paid Administrative Leave (CPAL), Instructions and Request Form

Where can I find more information about teaching and working remotely?

Visit https://tech.calpoly.edu/teach-and-work-remotely for more information on the steps ITS is taking to enable campus to work remotely. ITS is updating this page as new resources or information becomes available, and has created a resource document of tools that may be needed to support remote teaching and working at https://calpoly.atlassian.net/wiki/x/1gCfCw.

Support for faculty online engagement is being facilitated through the Center for Teaching, Learning and Technology and has created a page to support virtual instruction at https://ctlt.calpoly.edu/instructional-continuity-home. Faculty are encouraged to reach out to the CTLT with any questions. College/divisional technical staff can assist faculty and staff with setup and use of remote technologies, and the ITS Service Desk will remain available to assist as well.

Is the ITS Service Desk still open?

Although its physical location in the Kennedy Library is closed, the ITS Service Desk is available to support Cal Poly employees virtually Monday through Friday, from 8 a.m. to 5 p.m. For the safety of customers and support staff, the ITS Service Desk team will offer technical support via phone, email or remote computer access.

The best way to ensure your place in our queue is to create an SRS ticket. To submit a ticket, log in to myportal.calpoly.edu and select “Technical Service Request” from the MyApps column on the left-hand side. If this not available, call ext. 6-7000 or email on-sitesupport@calpoly.edu.

For additional information, please visit https://tech.calpoly.edu/contact.

If I need to stay away from campus and work remotely, what equipment, materials and resources do I need to continue working? 

If required to work virtually (i.e. work from home), please consult with your manager regarding the support needed to complete essential job functions.

Personnel Questions

I’m 65+ years old and work at Cal Poly. Can I come to work?

As of March 15, 2020, California Gov. Gavin Newsom directed that those who are age 65 or older, and those vulnerable to coronavirus, must practice at-home isolation. As a result, CSU Chancellor Timothy White has mandated, effective immediately, that all CSU employees who are 65 and older, and those vulnerable to coronavirus, must refrain from being on CSU campuses until further notice.

The university is asking that if you meet this criteria to not report to work on campus. Contact your appropriate administrator as soon as possible to discuss potential arrangements, such as telecommuting. Those whose work responsibilities cannot be accomplished via virtual or other means will be placed on administrative leave with pay for their normally scheduled hours.

Am I required to come to work on campus at this time?

Yes, if you perform work that is considered essential to the functioning of the university, and you have been assigned and scheduled by your appropriate administrator. The county and state have issued shelter-at-home orders. All non-essential personnel who are able to perform work remotely, with approval from their appropriate administrator, should plan to telework until further notice.

Please consult your appropriate administrator to determine how your department will continue to operate during the shelter-at-home mandate.

Do employees get paid if the campus is closed?

The campus is currently open. However, in the event the campus president declares an emergency campus closure, paid leave will be granted to all employees who are both scheduled to work and are denied access to the campus during period(s) of closure.

This emergency campus closure leave is valid only for the days for which the president designates for campus closure and cannot be banked or saved to be used for a future date.

During periods of full or partial campus closure, employees who have already scheduled sick leave or vacation time, will still be charged for that time. Employees who would have been absent on any day of closure because they were in non-pay status should not be granted emergency campus closure leave. Examples would be an employee under a disciplinary suspension or an employee in non-pay status because they were absent without leave.

Will I receive emergency pay if I am required to work on campus?

The campus is currently open. However, due to the shelter-at-home order, only employees supporting essential functions, who are assigned and scheduled to work on campus by their appropriate administrator, are authorized to work on campus.

Per directive of the CSU Chancellor’s Office and the relevant collective bargaining agreements, effective March 20, 2020, employees represented by CSUEU (Units 2,5 7,9) or Teamsters Local 2010 (Unit 6) are eligible to receive emergency pay for hours an employee is scheduled and assigned to work on campus by their appropriate administrator. No other employees are eligible for emergency pay.

For more information regarding emergency pay, please contact your appropriate administrator, Human Resources, or Payroll Services.

Can employees work from home if they are required to self-quarantine due to exposure to COVID-19?

Yes, there are options. Requests to work from home will be reviewed by Human Resources or Academic Personnel in concert with the individual’s appropriate administrator on a case-by-case basis. Not every position is suited for working from home due to specific job duties that cannot be performed at home or operating requirements of the unit. Staff employees who have been ordered to self-quarantine due to possible exposure to COVID-19 must contact Human Resources or Academic Personnel and their appropriate administrator to discuss whether work from home options are available. Faculty employees who are required to self-quarantine may use virtual methods of instruction and office hours during their quarantine. They should work with their department chair and dean to determine how they could complete other job responsibilities.

Those over 60 or with health conditions that might increase the risk to contract COVID-19 are encouraged to contact your health care providers for recommendations. If there are medical restrictions that affect your ability to come to work, you should contact Human Resources to discuss reasonable accommodations.

Dependent and Family Care

With schools closed, what are my options if I have no childcare?

If employee does not have childcare due to school or daycare COVID-19-related closure, the employee shall work with their appropriate administrator to develop, as appropriate, alternate work schedule; and/or reduced work schedule; and/or remote work as appropriate for the position; and/or request part-time or full-time CSU temporary paid administrative leave (CPAL). 

If remote work is appropriate, a Telecommute Agreement shall be created and approved by the appropriate administrator to outline essential job functions that can be performed remotely and other parameters of remote work. Approval of alternate or reduced work schedules, and remote work will be re-evaluated as needed.

Telecommuting Guidelines

HR 400 Telecommuter’s Agreement — Only employee and appropriate administrator signatures are required at this time. The form should then be routed to Human Resources.

CSU Temporary Paid Administrative Leave (CPAL), Instructions and Request Form

Does the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA) entitle an employee to take leave to avoid contracting COVID-19?

No. The FMLA and CFRA entitle employees to job-protected leave when they have a serious health condition or when they need leave to care for covered family members who have a serious health condition. Leave for the purpose of avoiding exposure to the COVID-19 is not protected under the FMLA or CFRA. However, employees who have a serious health condition as a result of COVID-19 contraction or exposure should contact Human Resources and determine if FMLA/CFRA would apply to their situation.

Employee Illness and Support

What steps should be taken if an employee becomes ill with fever, cough or other concerning symptoms?

Appropriate administrators should recommend that employees who are sick stay home and utilize sick leave (if sick leave is exhausted employees may use vacation credits at this time) until symptoms resolve, and that they seek medical assistance, as appropriate.  

Can managers require an employee who is out sick (not due to COVID- 19) to provide a health care provider’s note?

Not normally. Managers should actively encourage sick employees to take sick leave, whether they are working remotely or on campus. If an employee is out sick for three or more days, the appropriate administrator should contact Human Resources to determine if a health care provider’s note is necessary.

Can managers prohibit employees from coming to work if the employee is known to have contracted COVID-19 themselves, or have had close contact with someone who has?

If you believe that an employee has COVID-19 or has had very close contact with a person who has COVID-19 (such as living in the same household), please contact Human Resources for guidance.

I’m out of sick leave accruals, should I come to work if I am not feeling well?

Employees who are sick with a fever, respiratory illness or contagious illness are strongly encouraged to stay home and utilize paid sick leave accruals. At this time, appropriate administrators should allow staff who are out of sick leave accruals to utilize vacation (if allocated per bargaining unit agreement) for this purpose. Academic Personnel or Human Resources will consult with employees who have no leave accruals in coordination with their appropriate administrator. Employees who are working remotely should utilize paid sick leave during the time they are unable to work.

What happens if I’m an employee and I have to stay home sick for an extended period of time? Where do I get more information?

Employees should work with their direct appropriate administrator to determine essential and non-essential functions. Employees should let others know how to get in touch by updating websites, creating email replies, leaving signage on office doors, and messages on voicemails. For more information about time off and leave programs, visit https://afd.calpoly.edu/hr/employee-resources/leave-programs/other.

Payroll

How will I receive my paycheck?

For state employees, those employees with direct deposit will be paid as normal. If you are not currently enrolled for direct deposit, we encourage you to enroll. Cal Poly stateside employees can find more information on Payroll's Direct Deposit webpage.

If you are not enrolled for direct deposit, please email universitycashier@calpoly.edu from your Cal Poly email address to request that your paycheck be mailed to the mailing address listed on the Cal Poly Portal.  Please be advised, it could take up to 10 business days from the date of your email request to receive your paycheck by mail. 

Please direct any questions about this communication to the University Cashiers universitycashier@calpoly.edu.

Corporation employees can get information by calling Corporation Human Resources at 805-756-1121. 

ASI employees can get information by calling ASI Human Resources at 805-756-0299.

Recruitment

  • A limited number of positions are being posted and are included in the Cal Poly Report. Check jobs.calpoly.edu for currently posted positions. Faculty positions are undergoing individualized review by the college Dean and the Provost.

Student Assistants

How does this impact Student Assistants?

Student Assistants will be paid for their scheduled hours through April 5 even if they were unable to work those hours due to COVID-19-related reasons. If a Student Assistant chooses not to work, they will be temporarily removed from the regular work and payment schedule. 

Student Assistants may be hired for the spring quarter provided the work they will be performing can be done remotely.

Beginning April 6, 2020, Student Assistants may be eligible for CSU Temporary Paid Administrative Leave (CPAL) for time they would have normally worked when remote work is not operationally feasible and should contact their supervisor for additional information on how to request and report CPAL.

Should I be working if I was scheduled to work in the Spring quarter?

Yes. If you were scheduled to work, you should be working with your supervisor to determine if some/all of your work can be done remotely.

What if I can’t work some (or any) of my scheduled hours remotely?

You may qualify for COVID-19 Paid Administrative Leave (CPAL). Work with your supervisor to determine if you qualify.

What if I’ve been asked to work on campus?

Your supervisor will need to submit a Student Assistant On-Campus Work Request for approval. Please work with your supervisor to get this form submitted.

Campus Resources

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