Guidance for Employees

Review FAQs for UCSF Employees in PeopleConnect about paid leave, health and safety, reassignment, and other topics.

On this page, you'll find guidance on the following topics:


Are you working on-site at UCSF?  Reminder that anyone working in a UCSF facility must complete a daily health screening for authorization to work. Learn more »

Telecommuting / Continued Remote Work

Updated September 3, 2020

UCSF is extending its work-from-home guidance through June 30, 2021 for employees who can perform their University duties remotely.

This extension continues to support public health orders that aim to limit the spread of COVID-19 by having fewer employees on site to make it easier to maintain physical distancing. Limiting the on-campus population also prioritizes the use of shared UCSF services, such as campus shuttles, elevators and eateries, for those employees and learners whose work or study requires them to be physically on campus.

Employees who find it challenging to telework due to their particular circumstances, such as personal challenges at home, an unstable internet connection, poor indoor air quality or lack of equipment, may continue to request approval to work on campus from their manager. Managers and supervisors are encouraged to provide employees as much flexibility as possible during these challenging times and must follow UCSF’s return-to-work access guidance and protocols.

The date of June 30, 2021, is an estimated date for resuming more on-campus work, which may change depending on the state of the COVID-19 pandemic during spring 2021. UCSF leaders will continue to monitor the situation and its impact on operations across the UCSF enterprise and will communicate updates as needed.

Teams across UCSF, which are part of the Integrated Recovery Committee, are considering recommending longer term strategies and new ways of doing business prompted by the coronavirus pandemic.

The Future of Telework/Managing Remote Teams Task Force, part of these coordinated recovery planning efforts, is looking to incorporate telework into UCSF’s long-term operational recovery strategy, as well as at performance and career management and overall change management. As a first step, the task force has developed a toolkit and resources to support employees and managers that address their common concerns.


Flu Vaccination Policy

The University of California is requiring all members of the UC community to receive an influenza vaccine by Nov. 1, 2020, to help protect our faculty, staff, students and learners during the combined COVID-19 epidemic and flu season.

UCSF is finalizing a plan to provide these vaccinations for our own internal community and will be providing further details in the next few weeks. In the meantime, please visit our Flu Vaccination Policy FAQs for answers to initial questions regarding the flu shot requirement.


Guidance for Academic Review

Academic Affairs has provided guidance for Academic Review due to the COVID-19 crisis. Review an update from Dan Lowenstein, executive vice chancellor and provost; Brian Alldredge, vice provost, Academic Affairs; and Lundy Campbell, chair of the Committee on Academic Personnel. 

This message covers the following topics:

  1. Faculty Productivity and Future Academic Review
  2. Extension of the 8-year Clock: Assistant Professors in a Senate Series
  3. Processing of Current Fiscal Year Merit & Promotion Actions
  4. Cancelation of Sabbatical/Professional Development Leaves

If you have any questions regarding this guidance, please contact Emerald Light, assistant vice provost of Academic Affairs at [email protected].


Employee Redeployment

It is critical that UCSF Health continues to operate and provide care to patients during the COVID-19 emergency situation. There are new roles and functions that have been created in response to COVID-19, as well as gaps in staffing due to school closures, illness, etc. There is an urgent need for available faculty and staff to be redeployed to fill the staffing needs in UCSF roles. Please consult with your direct supervisor if you are interested in redeployment for roles/shifts outside of your department.

Employees who are temporarily redeployed may need to be cleared by Occupational Health for the following:

  • No physical required
  • MMR
  • Varicella
  • TDaP
  • Flu or approved medical or religious exemption
  • TB – Evidence of clear PPD or chest x-ray within the last 12 months.If no evidence available, then a TB test will be placed and read within 48-72 hours. For those who are going to continue working in these redeployed roles beyond two weeks, a second TB test would be required within the two-week timeframe (unless there is evidence of a clear chest x-ray within the last 12 months)
  • Hep B or Declination – Only those who come into contact with blood or bodily fluid exposure, including those who clean bathrooms or patient rooms or ORs. Typically only clinical staff who provide direct patient care or Hospitality.

Employees can partner with UCSF Occupational Health to obtain clearance, which may include employees providing proof of recent vaccinations. Please refer to the Occupational Health website for hours and location information.

If you or your staff have additional questions, please contact:


Leaves of Absence

Updated March 23, 2021

UC Office of the President (UCOP) released updated information on Oct. 12 about staff and academic employees’ eligibility for leaves under the Families First Coronavirus Response Act (FFCRA). This update includes a new definition of “health care worker,” which expands the eligibility of some UCSF employees to take Emergency Paid Sick Leave and Expanded Family Medical Leave.

For questions about a leave of absence under the FFCRA, contact:

UCSF Guidance on the University of California Leave Policy

UC President Janet Napolitano issued an Executive Order on March 16, 2020 providing for all employees (including limited and per diem appointments) to receive a bank of 128 hours of paid administrative leave (pro-rated based on appointment percentage) to be used in the following COVID-19 circumstances:

  • Employee is unable to work due to own or family member’s COVID-19 illness
  • Employee is unable to work or telecommute and has been told not to come to work due to COVID-19 (includes self-isolation)
  • Non-patient care employee is unable to work or telecommute due to shelter in place order
  • Employee is unable to work or telecommute due to school or dependent care closures
  • Employee is unable to work or telecommute due to side effects they experience after receiving a COVID-19 vaccine

UPDATE: These hours may be used intermittently and must be used by June 30, 2021 or will expire.

Employees may request use of these hours as they would other paid time away from work, provided that such use shall not adversely affect the delivery of essential university services, including clinical services. The source of funds that normally supports the employee will support the employee during a paid administrative leave.

Given the shortfall of workers in some critical areas, we will continue to need direct patient care staff as well as essential staff to support the infrastructure during this emergency. As such, we will redeploy staff to perform other needed roles and appreciate everyone’s help in filling critical gaps.

Nothing in this order precludes an employee from also being eligible to use accrued leave or other protected time off.

Please consult with your manager or HR for further guidance.

Vacation/Paid Time Off (PTO) Maximum Grace Period Exception

In response to COVID-19, UC President Michael Drake approved the request to extend the temporary increase to the four-month grace period for vacation leave/PTO accrual maximums for eligible staff, through June 30, 2021.

Effective June 1, 2020 through June 30, 2021, Policy-covered staff (PPSM-2.210)  will automatically receive up to an additional 12 months (instead of up to an additional four months upon request) within which to take vacation/PTO leave in order to bring the employee’s balance below the maximum. Policy-covered staff that are close to their vacation leave/PTO accrual maximum will not need to submit individual requests and will continue to accrue for future accrual cycles above their maximum without losing hours through June 30, 2021.  This policy change applies to policy-covered staff and does not apply to represented employees.

​Emergency Voluntary Catastrophic Leave Sharing Program

UCSF has developed an Emergency Catastrophic Leave Donation Program (EVCLSP) to support faculty, non-faculty academics, and staff employees across all of UCSF (Campus and Health) that are unable to work due to COVID-19 impacts. Eligibility to receive donations requires exhaustion of Vacation, Sick Leave, PTO, Extended Sick/Illness Leave, Compensatory Time Off, and COVID-19 Paid Administrative Leave.

Eligible donors may elect to donate to the temporary emergency bank for staff affected by COVID or they may donate to a specific person under the existing VCLSP program. The maximum donation an employee may make to these two programs is forty (40) hours in a twelve-month calendar period. Eligible recipient employees can receive up to 16 hours of Emergency Catastrophic Leave.


COVID-19 Testing and Self-Reporting a Diagnosis

UCSF is committed to providing a safe and healthy environment for our employees. To achieve this, we offer symptomatic and asymptomatic testing to members of the UCSF community. In addition, all personnel working at UCSF who test or have tested positive for COVID-19 at an outside facility (e.g., Kaiser, Sutter) must self-report the positive COVID-19 test result to UCSF Occupational Health Services (OHS). This policy applies to personnel with current and past positive diagnoses and will supplement the cases already reported within UCSF, and enable UCSF to obtain complete data about positive COVID-19 diagnoses for exposure tracing and analysis. More about UCSF's testing and self-reporting protocol »

Request for Anonymity for AB 685 Notification Purposes

AB 685 requires the University of California to notify exclusive union representatives of the names of employees who have tested positive for COVID-19 and who worked onsite during the infectious period. Under 8 CCR 14300.29(b)(7), employees may request that their names not be included in such notifications so long as such a request is voluntary and independent.

Submit a request for anonymity under AB 685



Financial Relief for COVID-19 Hardships

The UCSF COVID-19 Relief Program provides up to $1,000 in aid to assist employees who have experienced unexpected financial hardship resulting from the COVID-19 pandemic.

Learn more about the COVID-19 Relief Program »