Updated: August 27

As with any absence, employees should inform their supervisor and/or HR Officer for their school or unit when they will not be able to be at work. For COVID-19 related absences, employees should provide proof of any order of quarantine or isolation to the appropriate Human Resources Officer/Business Partner and to Employee Relations.

Federal and New York State laws have added special provisions relating to paid and unpaid leave for employees affected by the pandemic. This may include the employee’s own illness, a family member’s illness, or effects from school closings for dependent children. NYU has adopted these changes into our policies. Employees who are subject to a mandatory or precautionary order of quarantine or isolation issued by the state of New York, the department of health, local board of health, or any governmental entity duly authorized to issue such order due to COVID-19, are eligible for at least fourteen (14) days of paid leave during the order of quarantine or isolation. Employees should provide proof of the order of quarantine or isolation to the appropriate Human Resources Officer/Business Partner.

Effective June 1, requests for COVID-19 related time off/leave that are not due to an order of quarantine or isolation (e.g., requests based on a doctor's note), employees should follow any applicable University time off/leave policies and procedures.

Additional Details

Time off and leave due to COVID-19 quarantine or isolation

Employees who are subject to a mandatory or precautionary order of quarantine or isolation issued by the state of New York, the department of health, local board of health, or any governmental entity duly authorized to issue such order due to COVID-19 are eligible for at least fourteen (14) days of paid leave during the order of quarantine or isolation. Employees should provide proof of the order of quarantine or isolation to the appropriate Human Resources Officer/Business Partner. Such leave will not be deducted from any of the employee’s accrued leave balances. Employees may work remotely while in quarantine or isolation if they are asymptomatic or have not yet been diagnosed with any medical condition and are physically able to work.

Time-off-leave for other COVID-19 related reasons

Effective June 1, requests for COVID-19 related time off/leave that are not due to the above order of quarantine or isolation (e.g., requests based on a doctor’s note or requests to care for a family member), employees should follow any applicable University time off/leave policies and procedures. For a list of University time-off policies, please see the University’s Managing Time Off page. Employees covered under a CBA also should refer to the appropriate CBA for any applicable leave provisions. Faculty members also should refer to the Faculty Handbook for any applicable leave provisions. If employees have additional questions, they should contact the appropriate HR Officer or Business Partner.

Paid sick leave due to school closure

We recognize the extraordinary circumstances and challenges that the pandemic has presented for working parents, particularly where childcare is concerned. Employees covered under the NYU Sick and Safe Leave Policy and Procedure – New York City (Sick Leave Policy) may use up to 40 hours of paid sick leave if they need to care for a child whose school or child care provider is closed by order of a public official due to a public health emergency. Employees covered under the NYU New York Paid Family Leave Policy and Procedure may also be eligible for paid family leave if school is closed due to a mandatory or precautionary order of quarantine or isolation issued by the state of New York, the Department of Health, local board of health, or other government entity duly authorized to issue such order due to COVID-19. Employees should follow the applicable procedures under the relevant policy to apply for such leave.

If a covered employee chooses not to take such leave, or if school closure is not covered under the relevant University policy, or if the employee is not covered under the relevant University policy, an employee may make a request to their supervisor or department head to telework. If the circumstances do not warrant telework, the employee can request to use their unused, accrued paid time off. Employees should direct questions to their Human Resources Officer (HRO) or Business Partner.

Questions?

If employees have additional questions, they should contact the appropriate HR Officer or Business Partner.