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Faculty & Staff

Temporary Telecommuting Arrangements

Due to the current COVID-19 (coronavirus) matter, TXWES is implementing a temporary telecommuting option for employees whose job duties are conducive to working from home but do not regularly telecommute. However, there are some positions at the University that require the employee to be physically present in the workplace. For additional clarification, you may contact your supervisor directly or the Office of Human Resources at More information on the temporary telecommuting arrangements can be found here.


The safety and security of our campus community is of utmost importance. Due to the quickly developing landscape and potential implications to our faculty, staff and student activities, we are sharing the most current Centers for Disease Control (CDC) guidance on COVID-19.



Can I telecommute or work remotely?

Employees may work remotely if their job duties allow. Employees may discuss with their supervisor to engage in remote working or telecommuting. Please refer to the Temporary Telecommuting Arrangements for guidance.

How do I enter in timesheet information?

Full-time and Part-time Bi-weekly Employees (non-student)

  • Working remotely – If you have been approved to work remotely, there are no changes for you at this time. You will continue to enter your time that you work remotely in as normal.
  • Not able or partially not able to work remotely due to job functions – If you are not able or partially not able to work hours remotely due to your job functions, you will record the number or hours you are unable to work in the Other Time Hours box. Then select, Reg. Emp. – Emergency Leave, in the Other Time Types drop down box. Please see the example below:

A digital screenshot of a Texas Wesleyan employee's timesheet, showing how to enter time if an employee is unable to work during the health emergency.  

What if I have student employees?

Texas Wesleyan will continue to pay student employees through the end of the semester.

Students with work-study as part of their financial aid package will continue to be paid until they reach their award amount. Student assistants will continue to be paid based on the average number of hours worked in the spring semester before the campus closure.

Instructions on how students should complete their timesheets have been sent to supervisors of student employees. 

How should I plan to communicate with my supervisor and colleagues during this time working remotely?

We recommend the use of email, phones, and Microsoft Teams for communication and virtual meetings. For information on information technology resources during the temporary telecommuting period, you may visit the university’s Keep Working website. Requests for changes to work schedules or needed work arrangements should be communicated with your supervisor as soon as possible.

If I am unable to work from home due to the functions of my job or resources (i.e. internet access, personal computer) are unavailable, how will this time be handled?

In this instance, the employees may use their accrued vacation or sick leave if they are unable to work from home. 

What if I get sick during this time?

Employees who are sick or suspect they are sick should stay home and contact a health care provider. Employees and their families covered by Texas Wesleyan University medical benefits have 24/7/365 access to U.S. board-certified doctors through the convenience of phone or video consultations by:

If I think I have been exposed to COVID-19 what should I do?

The CDC has advised that if you think you have been exposed to COVID-19 and develop a fever and symptoms, such as cough or difficulty breathing, call your healthcare provider for medical advice and limit your interaction with others. More information from the CDC available at:

If an employee needs to take a 14-day self-observation period, will they be paid?

Yes, eligible employees remain in paid status during a14-day self-observation period and work from home 

Are employees who have utilized a 14-day self-observation period required to work during their time at home?

Temporary telecommuting from home is an option for employees and their supervisors to review and implement per the Temporary Telecommuting Arrangements Memo. Supervisors are responsible for coordinating this option with their employees. Supervisors should discuss and prepare for the possibility of working remotely with their employees. There will be some employees’ job duties that are not appropriate to accomplish remotely – in this instance employees may use their accrued sick or vacation leave.

May a supervisor ask employees to stay home or leave work if they exhibit symptoms of the COVID-19 coronavirus or the flu?

Yes, supervisors may advise, or in some cases require, employees to leave the workplace if an employee appears ill with symptoms of acute respiratory illness or a fever of 100.4 or greater. It is critically important supervisors apply this practice uniformly and in a manner that is not discriminatory on any protected category. In the event an employee tests positive or is a presumptive positive for COVID-19, the employee may not return to work for at least 14 days following a release from a health care provider.

Who is eligible for Family Medical Leave (FMLA)?

Employees who have been employed at Texas Wesleyan University for at least 12 months and worked a minimum of 1,250 hours during the previous 12 months. Completion of medical documentation and or doctor's notes to approve sick leave or provide an initial designation of FMLA will not be immediately required. The University may require individuals to provide medical certifications as follow up documentation after the dates the sick leave was taken.

How to Keep Working

IT has created a resource for how you can continue to keep working remotely. Areas include:

  • Workspace Accessories and Equipment
  • VPN - Accessing Your Work Remotely
  • Office 365, OneDrive & Email
  • Communications Through Microsoft Teams
  • Blackboard Collaborate
  • Online Application Training

Faculty and Staff Resources

  • Contact Human Resources if you or someone in your household are a member of a high-risk group or special population as defined by the CDC.
  • Practice social distancing and sneeze/cough etiquette, as well as follow CDC recommendations for handwashing and the use of disinfectant on frequently-touched surfaces.
  • Employees and their families covered by Texas Wesleyan University medical benefits have 24/7/365 access to U.S. board-certified doctors through the convenience of phone or video consults by:
  • The Employee Assistance Program (EAP) is also available by phone and online.
  • Additional information from Human Resources can be found online.


  • If you traveled recently either domestically or internationally to areas with widespread, ongoing community spread of COVID-19, you should follow CDC guidance to self-isolate for 14 days and monitor for symptoms, including fever, cough and shortness of breath. 
    • If you experience any of these symptoms, please consult with your supervisor and the Office of Human Resources, stay away from campus and call your doctor or healthcare provider. 
  • All international travel has been suspended through the summer. 
  • All employee domestic travel has been restricted to essential business purposes through March 31. This restriction includes academic conferences. Any mission-critical exceptions must be approved in advance by the appropriate senior administrator.  


  • On-campus, in-person classes have been suspended starting March 16 and will transition to online instruction starting March 23 until further notice.
  • Online classes continue without any changes.