COVID-19 Frequently Asked Questions

Updated September 06, 2021

What should an employee do if their child has been identified as COVID-19 close contact?

If an employee’s child (18 years or younger) is identified as a close contact AND the position’s assigned duties are conducive to remote work, a supervisor may recommend to the Department Head a short-term remote work arrangement for their employee while the employee’s child is either waiting for COVID-19 test results or completing the quarantine period – based on the fact that the employee is the primary caregiver. Supporting documentation to substantiate the close contact is required. The employee should follow CDC guidelines regarding his/her exposure level and recommended precautionary measures. See Campus Guide for Exposed Campus Members.

If an employee’s child (18 years or younge) is identified as a close contact AND the position’s assigned duties are NOT conducive to remote work, the employee should use appropriate leave to care for the child while the employee’s child is either waiting for COVID-19 test results or completing the quarantine period – based on the fact that the employee is the primary caregiver. Supporting documentation to substantiate the close contact is required. The employee should follow CDC guidelines regarding his/her exposure level and recommended precautionary measures. See Campus Guide for Exposed Campus Members. Employees may be eligible for Emergency Paid Sick Leave (EPSL) up to 80 hours through September 30, 2021, unless this special leave granted through federal legislation is extended beyond that. If EPSL has been exhausted, other forms of leave should be used, as applicable (i.e. sick time, vacation, etc.).

A person is not considered a close contact (e.g. the parent of a child) to another close contact unless the original close contact has been diagnosed with COVID-19.

Where can I learn more about the mandatory COVID-19 testing on campus?

Where can I learn more about the COVID-19 Vaccine and where to get one on campus?

Visit shs.tamu.edu/coronavirus/vaccine-information/ and scroll down to view the FAQs about COVID-19 Vaccines.

What is the protocol when a University employee shows symptoms/signs consistent with the coronavirus (COVID-19)?

Texas A&M University implemented a new COVID 19 Reporting Process for students, faculty, and staff as outlined in an email message from Provost Fierke on July 20, 2020. Visit the COVID 19 Reporting Process webpage for specific information about this process. Note: This process has replaced the Ill Employee Protocol Supervisor Checklist.

If you have any questions regarding the COVID-19 reporting process, please contact COVID19Process@tamu.edu.

If an employee is coughing or displaying other symptoms consistent with COVID-19, can a manager require them to go home?
Yes. If an employee is ill, coughing or displaying other symptoms, the employee should be sent home to minimize exposure to others; however, the employee cannot be penalized for being sent home. The employee should utilize paid leave as applicable to their position and situation. For specific information about HR policies and leave associated with COVID-19, visit the Employment-Related Information Concerning the Coronavirus website.
When can an employee who thinks or knows that they have COVID-19 discontinue isolation or quarantine?

Sick campus members should follow the guidance of their medical providers and/or contact tracers on when to discontinue isolation or quarantine. Additional instructions can be found on the new COVID-19 Guide for Sick/Exposed Campus Members which includes a step-by-step guide that describes the following six steps:

Where can I access official information about COVID-19 confirmed cases in my area?
  • For official information about COVID-19 cases and testing reported on the TAMU Bryan-College Station campus, visit the COVID-19 Dashboard.
  • For official information about confirmed COVID-19 cases in Brazos County, visit The Brazos County Health District.
  • For updates across all counties in Texas, consult Texas Department of State Health Services.
  • The university issued a one-time COVID-19 Timely Warning notification on March 20 as required by the Department of Education. As described in the notification, future updates on how Texas A&M is addressing COVID-19 will be posted on the university's central COVID-19 page.
  • The university relies on information confirmed by the Brazos County Health District and other county health officials for confirmed cases. Therefore, not all presumptive cases nor confirmed cases if not identified by the health department may be known. All faculty and staff should self-monitor and, if ill, self-isolate as described in the COVID-19 Guide for Sick/Exposed Campus Members.

Questions not addressed in these FAQs may be emailed to:

What approval is needed for employees to work from an Alternate Work Location (AWL)?

  • Beginning June 1, 2021:  All Alternate Work Location (AWL) requests must be submitted through the formal request process using the Alternate Work Location Request for Nonfaculty Employees Form.
  • Ending May 31, 2021:
    • AWL arrangements made with supervisor and department head approval due to COVID-19 protocols
    • The temporary delegation of authority for approval of short-term AWL requests by department heads

For the latest information about domestic and international travel restrictions and return to campus protocols, visit https://www.tamu.edu/coronavirus/travel.html
Where can I find student employment guidance as it relates to the Coronavirus pandemic?
In addition to reviewing the HROE website for general guidance applicable to all employee types at Texas A&M University, student employees should refer to the Jobs for Aggies website for guidance specific to student employees.
What changes were made to A&M Care and/or benefits due to the COVID-19 pandemic?

The following updates were announced by the System Benefits Administration for A&M Care health plan members and/or those on the student insurance and graduate student employee plans:

  • Effective March 16, 2020, A&M Care health plan members, as well as those on the student insurance and graduate student employee plan, can receive telemedicine services from their network physicians for medically necessary, covered medical and behavioral health services for a $0 copay through April 30. The claim must indicate services were provided via telemedicine/telehealth to qualify.
  • As of March 16, 2020 all co-payments, co-insurance, and deductibles for COVID-19 testing consistent with the guidance issued by the Centers for Disease Control and Prevention (CDC) have been waived by all A&M System health plans, until further notice.
  • Due to the closing of day cares and employers directing employees to work from home, employees are eligible to reduce their dependent day care flexible spending account contributions through a Life Event Benefit Change. They will be able to change their deductions again when they return to work, as it will still be considered a Life Event.

If you have any questions please email benefits@tamu.edu.

If a student employee has traveled to high risk locations and is self-monitoring or self-isolating as required, what type of leave should they use?
Student employees including graduate assistants are not in leave-eligible positions; therefore, they do not qualify for any type of state paid leave in accordance with System regulations. Updated Travel Guidance found here.
If a student employee is not self-monitoring or self-isolating and is otherwise able to return to work, but chooses not to, what type of leave should they use?

Student employees (including graduate assistants) who are not self-monitoring or self-isolating and are otherwise able to return to work, may choose not to return for whatever reason but they will not be paid. Managers should be flexible with student employees and not penalize them if they prefer to avoid campus.

Student workers should contact their supervisor regarding their ability to work. Students feeling ill should not come to work and should self-monitor and seek medical care if needed. Students not ill and not wishing to work in person will not be required to do so and will continue to be paid only if remote work is a possibility per above and approved by their supervisor. If students are unable to work in person or remotely, the student will not be paid. Departments are encouraged to provide as much flexibility regarding duties as feasible.

Are there any exceptions for student employees on Federal and/or State Work Study financial aid?
University guidance regarding student employment is available here from the Student Employment Office in Scholarships and Financial Aid. Please direct questions to workstudy@tamu.edu or leave a voicemail at (979) 845-0686.
Can student employees work more than 20 hours?

There is no limitation for student employees to work 20 hours per week or less (with a couple of exceptions listed below). Students cannot work during their regularly scheduled class time. If they work more than 40 hours, they are paid overtime.

Exceptions:

  • International Student Employees:
    • F-1s: may work 20 hours a week while school is in session and full-time during the vacation periods (winter, spring, and summer break).
    • J-1s: employment totals no more than 20 hours per week, except during official school breaks and the student's annual vacation
  • Graduate Students: see Request to Work Additional Hours on the OGAPS website.
If a faculty or staff member needs to take leave for the death of a family member, can the employee use the leave beyond 30 days from the date of the death?
Emergency leave due to death of a family member usually must be taken within 30 days from the date of death, per section 2.1 of System Regulation 31.03.03. Given the impact on funeral and celebration of life events as a result of the COVID-19 pandemic, the 30-day requirement has been waived by the Texas A&M System through December 31, 2021.
What changes were made to A&M Care and/or benefits due to the COVID-19 pandemic?

The following updates were announced by the System Benefits Administration for A&M Care health plan members and/or those on the student insurance and graduate student employee plans:

  • All co-payments, co-insurance, and deductibles for COVID-19 testing consistent with the guidance issued by the Centers for Disease Control and Prevention (CDC) have been waived by all A&M System health plans, until further notice.
  • Due to the closing of day cares and employers directing employees to work from home, employees are eligible to reduce their dependent day care flexible spending account contributions through a Life Event Benefit Change. They will be able to change their deductions again when they return to work, as it will still be considered a Life Event.

If you have any questions, please email benefits@tamu.edu.

Under what circumstances can leave-eligible employees take sick leave?

In accordance with System Regulation 31.03.02, absences that qualify for sick leave are as follows:

  • Your Condition: when injury, illness, or pregnancy prevents you from performing your duty.
  • Care for Immediate Family
    • Who lives in your household (eligible: related by kinship, adoption, or marriage)
    • Who do not live in your household (eligible: employee's child, spouse, or parent; must have a documented medical condition)
An employee has a child whose school or day care is closed, and they have no other childcare arrangements. What options are available?
If the employee is able to work from home with an approved Alternate Work Location (AWL) while supervising their child, the employee will be paid for regular hours worked. If a temporary alternate work location arrangement is not feasible, the employee may request Emergency Paid Sick Leave and Emergency Family and Medical Leave (EFMLA) in accordance with the Families First Coronavirus Response Act.
What options are available if employees want to self-monitor or self-isolate due to risk factors?
Employees who belong to categories considered to be at higher-risk of getting sick from COVID-19 (adults 60+ OR people who have serious chronic medical conditions such as heart disease, diabetes, or lung disease) should consult with their managers about telecommuting or working from home, where feasible. See more information at the CDC website. Otherwise, employees may take other paid leaves as applicable to their position and situation. See the leave information website for more details.
Can managers ask for a doctor's note from an employee returning from self-isolation?
No. Managers may accept a doctor's note if it is voluntarily provided by the employee, but they may not require or ask for any specific documentation. However, managers may require that the employee notify them prior to return to work and may also require that the employee be asymptomatic upon return from self-isolation.
If an employee is coughing or displaying other symptoms, can a supervisor require them to go home?
If an employee is ill, coughing or displaying other symptoms, the employee should be sent home to minimize exposure to others; however, the employee cannot be penalized for being sent home. The employee should utilize paid leaves as applicable to their position and situation.
If an employee is coughing or displaying other symptoms, can a supervisor require them to go the doctor?
No. Managers should encourage employees to seek medical advice but they cannot require an employee to go to the doctor. They can require the employee to be asymptomatic before returning to work.
Does Family and Medical Leave Act (FMLA) leave apply to absences due to confirmed cases of coronavirus?
Yes, coronavirus qualifies as a serious health condition under FMLA, allowing an eligible employee to take FMLA leave if either the employee or an immediate family member contracts the disease.
Are there Telehealth Services available for employees who want to talk to a doctor remotely?

Yes, MD LIVE Inc. Telehealth Services is available at no cost to facilitate access to medical care for all A&M Care members. Get access to health care 24 hours a day, seven days a week by online video, mobile app or phone. MD LIVE Inc. Telehealth Services provides safe and convenient care for non-emergency medical and behavioral health conditions, including the common cold and flu, ear problems, headaches, nausea and more. Additional information available online here.

To use MDLive, have your BCBSTX member ID card ready, and:

  • go to MDLive and activate your account;
  • download the MDLive app on your phone; or
  • call customer service at (888) 680-8646
What resources are available to an employee experiencing emotional challenges (such as anxiety) due to the coronavirus outbreak?

The outbreak of coronavirus disease 2019 (COVID-19), has been stressful for many people and communities. Fear and anxiety about a disease can be overwhelming and cause a host of emotional responses. Counseling and Psychological Services has compiled a page with ways to care for your mental health during these experiences and provides resources for more help. It also describes feelings and thoughts you may have during and after social distancing and/or self-isolation.

Where should I direct employment-related questions concerning the coronavirus?
Employees and/or managers may send an email to benefits@tamu.edu.