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Support Staff Caregiver options

With COVID-19 numbers on the rise and many schools going online, working parents are struggling to find solutions to these challenges. As we approach a new school year, MSU HR wants to inform employees about their options should they need more flexibility to their schedule or need to take time away from work to support their school-aged children.

The following list represents options for units and Support Staff employees to consider who need time away to care for/school their children. The options may be subject to eligibility and/or mutual agreement between the employee and unit. Overall, be as accommodating as possible in approving flexible schedules. For example, a person might take time off during mid-day for schooling and make time up by starting early, working late, evenings, weekends, etc.

  1. Educate people about their options under  FFCRA  (EPSL and EFMLA) options. Consider allowing spreading hours from full days reported taken under EPSL across multiple days.
  2. Allow continued uncapped usage of unpaid excused time to continue.
  3. Allow use of vacation and personal time accruals and employee choice in the order of use of unpaid excused vs. accruals.
  4. Consider flex type-two appointments (for those union populations that allow it).
  5. Consider voluntary employment percent reductions (understanding that benefits become impacted if dropped below 90 percent).
  6. Use existing voluntary furlough (for those union populations that allow it) for populations that need to be completely off but still have benefits maintained through the end of 2020.
  7. Non-union temporary employees may be entitled to PMLA for several reasons, including to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency. See more here:  https://hr.msu.edu/time-off-leave/pmla/index.html.

Note:  these are all Support Staff oriented options. Faculty and Academic Staff do not track time, so unless special options are developed for them, they will continue to get paid and receive benefits unless the unit pursues an appointment reduction or leave.

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