UCLA FAQ: Information for Employees

The contents of these FAQs are subject to change and will be updated based on new University directives and public health advisories as well as other local, state, and federal advisories and orders.

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  • What are the new required COVID-19 Prevention and Vaccine Education trainings and what is the difference between them?
  • The COVID-19 Prevention Training is an overview of the UCLA Safer Return to Work/COVID-19 Prevention Program. This is a Cal/OSHA mandated training which focuses on safety and public health mitigations in alignment with CCR 3205, as well as state and local public health Orders. Training assignments have been issued through the UC Learning Management System (LMS), so it should automatically appear in your “required trainings” list.

    The SARS-Cov-2 vaccine education training is a separate module that is also required under the UC Systemwide Interim Policy: SARS-CoV-2 Vaccination Program. LMS assignments have not been issued, but please visit the link provided to complete the online module. You will receive a confirmation email upon completion.

    Both trainings are required until further notice.

  • What is the Stay at Home Order?

  • On March 19, 2020, Governor Newsom issued Executive Order N-33-20. Additional orders were issued by Los Angeles County and the City of Los Angeles-among other nearby jurisdictions-instructing all residents to stay home effective March 19 at 11:59 p.m.

    On May 13, 2020, the LA City and LA County safer at home orders were extended indefinitely. Instead of providing a specific date when the order will be lifted, it provides a strategy for lifting the requirements in stages. 

    City of Los Angeles stages for COVID-19 response and recovery:

    Educational institutions, like UCLA, are subject to these orders but are considered essential businesses. This means that UCLA must suspend all on-campus operations with the exception of those that are essential and cannot be conducted remotely.

    Stage I: The implementation of the Safer at Home order (March 19, revised May 8) was crisis management mode, focused on saving as many lives as possible.

    Stage II: On May 8, the City and County of Los Angeles began the process of slow and gradual adjustments to the Safer at Home order. Physical distancing, face coverings and other hygiene and safety measures will remain in place and will be even more important.

    Stages III & IV: The City will transition to a state of monitoring, and aim to lift additional restrictions. In the fifth and final stage, the City will be fully reopened and turn attention to reimagining itself in a post-COVID-19 world.

  • Is UCLA following CDC Guidance?

  • UCLA is following the Centers for Disease Control and Prevention (CDC) and Los Angeles County Department of Public Health (LACDPH) guidance.

    If necessary, local response to an increase in COVID-19 cases or pandemic would be directed by federal, state, and local health agencies.

    The University would be expected to act in accordance with all applicable public health directives. The University’s guidance, policies, and regulations cannot conflict with public health orders for the control of the COVID-19 pandemic.

  • What can I do to stay healthy?

  • The Centers for Disease Control and Prevention (CDC) recommends that everyone be informed of the precautionary measures they can take to stay healthy:

    -Cover your nose and mouth with a tissue when you cough or sneeze. Throw the tissue in the trash after you use it.

    -Wash your hands often with soap and water, especially after you blow your nose, cough or sneeze. If soap and water are not available, alcohol-based hand cleaners with at least 60% alcohol are also effective.

    -Avoid touching your eyes, nose or mouth. Germs spread that way.

    -Try to avoid close contact with sick people as COVID-19 is thought to spread mainly person-to-person through coughing or sneezing by infected people.

    -Cover your mouth and nose with a cloth face cover when around others.

    -If you get sick, CDC recommends that you stay home from work or school and limit contact with others to keep from infecting them

    -Clean and disinfect frequently touched surfaces daily. This includes tables, doorknobs, light switches, countertops, handles, desks, phones, keyboards, toilets, faucets and sinks.

    -For additional information concerning COVID-19, visit the CDC website COVID-19 FAQs or the Los Angeles County Department of Public Health publication Novel Coronavirus (COVID-19)

  • Should I use a face covering to prevent COVID-19?

  • CDC recommends wearing cloth face coverings in public settings where other social distancing measures are difficult to maintain (e.g., grocery stores and pharmacies), especially in areas of significant community-based transmission.

    CDC also advises the use of simple cloth face coverings to slow the spread of the virus and help people who may have the virus and do not know it from transmitting it to others. Cloth face coverings made at home from common materials at low cost can be used as an additional, voluntary public health measure.

    Cloth face coverings should not be worn by young children under age 2 or by anyone who has trouble breathing, is unconscious, incapacitated or would be unable to remove the mask without assistance.

    Per current CDC guidance, the recommended cloth face coverings do not include surgical masks or N-95 respirators, which are critical supplies that must continue to be reserved for healthcare workers and other medical first responders.

  • What should I do if I am sick?

  • The Centers for Disease Control and Prevention (CDC) recommends you follow these steps if you are sick with COVID-19 or think that you might have it.

    -Stay home except to get medical care.

    -Separate yourself from other people in your home.

    -Call your healthcare provider and tell them that you are concerned about the possibility of COVID-19 infection before going to the doctor’s office for a medical appointment.

    -Wear a face covering when you are around other people.

    -Cover your coughs and sneezes with a tissue.

    -Clean your hands often with soap and water for at least 20 seconds or use an alcohol-based hand sanitizer that contains at least 60% alcohol.

    -Avoid sharing personal household items.

    -Clean all “high-touch” surfaces every day.

    -Seek prompt medical attention if your illness is worsening.

    -Anyone placed under active monitoring or facilitated self-monitoring should follow instructions provided by their local health department or occupational health professionals, as appropriate.

    -Consult with your healthcare provider before discontinuing home isolation.

  • Do I need to self-quarantine if I have contact with some who is sick?

  • You do not need to self-quarantine if you were in contact with someone who is sick but has not been confirmed to have COVID-19.

    There may, however, be circumstances that may justify further consideration by UCLA Occupational Health.

    If an individual tests positive for COVID-19, close contacts will need to self-quarantine for 14 days from the date of contact. In a non-healthcare setting, close contacts are defined as individuals who were within 6 feet of the person for more than 10 minutes when the person was symptomatic. The Los Angeles County Department of Public Health or UCLA Occupational Health will contact all individuals who are identified as close contact and provide instructions.

  • What if I am sick after close contact with a person known to have COVID-19 or after being in an area with ongoing spread of COVID-19?

  • If an individual tests positive for COVID-19, all the people who have been in close contact with that person need to self-quarantine for 14 days from the date of contact, even if they don't have any symptoms of being ill.

    If you are in self-quarantine and you become sick, call your medical provider for instructions on next steps.

    If you test positive for COVID-19, be sure to tell all of your close contacts that they need to be in quarantine for 14 days after their last contact with you.

    Close contacts include all household members, intimate contacts and caregivers as well as all individuals with any of the following exposures to you while you are infectious*:

    *You are considered to be infectious from 48 hours before your symptoms first appeared (or from the date of your positive lab test if you did not have symptoms) until you are no longer required to be isolated (see “Stay home” section above)

    Your close contacts should self-quarantine even if they feel well because it can take 2– 14 days for them to show symptoms. See the Home quarantine guidance for those exposed to COVID-19.

    -Presence within 6 feet of you for more than 10 minutes;

    -Unprotected contact with your body fluids and/or secretions; for example, being coughed or sneezed on, sharing utensils or saliva, or providing care without wearing appropriate protective equipment. Appropriate protective equipment means gloves and a face mask because cloth face coverings do not provide enough protection for an individual who is caring for you.

  • What if I cannot or do not want to visit a doctor’s office?

  • If you are unwilling or unable to physically visit a doctor when experiencing symptoms, many UCLA medical plans offer Virtual Telemedicine.

    For staff and faculty who have medical coverage with UCLA Health, virtual telemedicine is provided through UCLA Connected Health. 

    For staff and faculty who have medical coverage through Anthem Blue Cross, virtual telemedicine is provided through LiveHealth Online. 

    For staff and faculty who have medical coverage through Kaiser Permanente, virtual telemedicine is provided through your doctor’s office.  

    For more information about UCLA Connected Health and what they provide, please visit their website or call 1-800-UCLA-MD1.  

    To schedule a virtual visit, please visit their website to activate your account.  

    If you would like more information about UCLA Connected Health, please email connectedhealth@mednet.ucla.edu.

    This is a convenient way to have a live video conversation with a doctor. 

    Please visit LiveHealth Online or call 1-844-784-8409 for more information about their services.

    Please contact your Kaiser Permanente primary physician’s office for information on how to set up a virtual care visit.

  • What resources are available to faculty and staff experiencing high stress and/or anxiety in connection with COVID-19?

  • Counselors at the Staff & Faculty Counseling Center (SFCC) are available by phone to provide confidential counseling, assessment, and referral services to faculty and staff and their immediate family members. Contact SFCC at (310) 794-0245.

  • If I test positive for COVID-19 and am going to be out sick, who should I notify?
  • Please notify the UCLA Infectious Diseases Hotline at (310) 267-3300 immediately. They will ask you for information to help them identify possible close contacts on campus who may have been exposed so they can respond appropriately. 

    Also notify your supervisor.

  • If I'm out sick due to COVID-19, can I visit campus?

  • No. Anyone who has tested positive for COVID-19 must remain off campus unless they have been directed to seek medical treatment at a facility on campus or need emergency medical services at the hospital.

  • May the University prohibit an employee who has possibly been exposed or who has contracted COVID-19 from working on campus?

  • Yes. The University is obligated to provide a safe workplace and may take necessary and reasonable steps to minimize health risks for its employees, such as requiring that employees not come to work if they have COVID-19.

    If an employee has had very close contact (for example, lives in the same household) with a person with COVID-19, the employee should be told to watch carefully for symptoms including fever, cough, or shortness of breath.

    Employees should stay home if COVID-19-like illness symptoms develop or go home immediately if COVID-19-like illness symptoms occur at work.

    Visit CDC Watch for Symptoms COVID-19 webpage for details. Also please visit Campus Human Resources for more information on COVID-19 for UCLA employees.

  • May the University quarantine or isolate employees who were possibly exposed or who have contracted COVID-19?

  • Yes. The University enacted a Policy on Safeguards, Security and Emergency Management in January 2006 that contemplates the need for Chancellors to take extraordinary measures in the event of “a natural or man-made disaster, a civil disorder which poses a threat of serious injury to persons or damage to property,” or other “seriously disruptive events.”*  Pursuant to this policy, the University may take appropriate steps to protect the health and safety of its employees in the face of a known serious health crisis like an influenza pandemic.

    *University of California Policy on Safeguards, Security and Emergency Management

  • What steps should be taken before the University initiates quarantine or isolates an employee who has possibly been exposed or who has contracted COVID-19?

  • UCLA will coordinate its actions with the LA County Department of Public Health to ensure the consistent implementation of Public Health orders, rules and regulations pertaining to the control of COVID-19.

  • What is symptom monitoring and how is it triggered?

  • CDC recommends twice-daily monitoring for the presence of fever or respiratory symptoms for 14 days from the last exposure. It is worth noting that low-risk exposure includes prolonged close contact, even if you are wearing full personal protective equipment (PPE).

    Monitoring will be triggered by exposure to or close contact with a confirmed diagnosis of COVID-19 patient. Individuals considered close contacts with a positive CovidCOVID-19 individual may be placed in self-quarantine and asked to monitor for fever or respiratory symptoms.  In cases where source patient results will be delayed, monitoring might be initiated while the source patient remains “under investigation.” Visit CDC Watch for Symptoms COVID-19 webpage for details.

    Additionally, all academic, staff, and student employees performing essential duties on a UCLA owned or leased property on a regular basis(whether daily or one or more days per week) including School of Medicine and UCLA Health personnel who are not working in healthcare locations are required to self-monitor for COVID-19.  Please consult the UCLA Requirements for COVID-19 Symptom Monitoring for more information.

  • Am I required to participate in UCLA's symptom monitoring system?

  • Yes, symptom monitoring is part of the UCLA Safe and Physical Distancing Protocol issued to comply with the Safer at Home Order issued by LACDPH on 4/10/20. Please see the UCLA Requirements for COVID-19 Symptom Monitoring for which employees are required to participate.

  • My employee (or I) do not have access to internet at home and do not have a smart phone? How should I do the symptom monitoring?

  • The employee without internet at home should follow a 2-step process. The employee should perform self-monitoring at home prior to coming to campus using the COVID-19 Symptom Self-Monitoring Tracker for Home Personal Use (located in Appendix A).  If the employee has any symptoms, they should contact the UCLA Infectious Diseases Hotline at 310-267-3300 to report symptoms and follow all instructions on testing and isolation as directed. If the employee does not have any symptoms, the employee should come to campus to complete the online survey from their work computer or department provided kiosk/tablet (provided that the individual does not have close contact with anyone until the survey is complete).

  • Why are some employees required to do on-site temperature checks in addition to the symptom monitoring survey at home?

  • Employer-administered temperature checks, while not mandated by County Order at this time, have been recommended for high-risk areas including healthcare workers, employees working in healthcare facilities, researchers performing COVID-19 research, and first responders.

  • If I only work on campus a few days a week, do I need to enroll in symptom monitoring?

  • Yes. Employees who are coming to campus on a regular basis (partial or full time) should be completing the survey on those days they will be on campus. This ensures consistency for all employees working on university property.

  • If I am generally working remotely but I have to come into the office to pick up work materials, do I need to enroll in the symptom monitoring system?

  • No, you do not need to enroll for one quick visit; however if you are working on campus for any period of time, you need to complete the online survey on those days.

  • If I am working remotely away from University facilities, do I need to enroll in the symptom monitoring system?

  • No, employees working solely remotely do not need to participate.

  • Are there steps that managers and supervisors can take to prepare for an outbreak of COVID-19?

  • Managers and supervisors should familiarize themselves with these FAQs, consider telecommute options for employees required to self-quarantine, and review their business continuity plan.

    As part of any planning effort, managers and supervisors should make information available to employees concerning the common-sense steps employees can take to protect themselves and help prevent the spread of COVID-19 in the workplace. This information can be found on the CDC’s website About 2019 Novel Coronavirus (COVID-19).

    Managers and supervisors should also keep themselves informed of the latest public health information released by the CDC. It would also be prudent for managers and supervisors to determine in advance whether it would be feasible for employees to work from home when they are not sick themselves but need to stay away from the workplace because of the need to care for a sick family member.

  • What should I do if an employee who is sick declines to take leave?

  • If an employee declines to take leave, managers and supervisors should consult Occupational Health and Campus Human Resources or Healthcare Human Resources for assistance in determining what steps should be taken.

    -Managers and supervisors should seek assistance from their Human Resources office early, and before taking any action, to ensure that all appropriate options have been considered.

    -If there is objective evidence of illness and the employee still refuses to take leave, the manager or supervisor may be advised to require that the employee leave the workplace. In such circumstances, the absence should be recorded as “approved.”

    -Action should not be taken based solely on a manager’s or supervisor’s subjective assessment of an employee’s medical condition.

  • Must the University grant leave to an employee who is sick with COVID-19?

  • Employees who are ill with COVID-19-like illness should be advised to remain at home until cleared by the DPH in order to minimize the spread of the virus. If an employee was traveling on university business when they were instructed to self-isolate or contracted the virus, or contracted the virus from a patient they were treating, time off will generally be covered as administrative leave or workers’ compensation if the illness arises out of and in the course of their employment.

    For employees who contracted the virus on vacation or were directed to self-isolate following a vacation or other personal travel, they should be encouraged to avail themselves of the University’s sick leave policy and other applicable leave policies and collective bargaining agreement provisions. An employee who is sick may be entitled to leave under the Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) under certain circumstances. The FMLA and CFRA entitle eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a calendar year if they have a serious health condition.1 The COVID-19 illness may qualify as a “serious health condition” if complications arise. Refer to UC President Napolitano's Executive Order (effective March 16, 2020) for additional details. Please visit Campus Human Resources for more information on COVID-19 and UCLA employees.

  • Does the FMLA or CFRA entitle an employee to take leave to avoid getting COVID-19?

  • No. The Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA) entitle employees to job-protected leave when they have a serious health condition or when they need leave to care for covered family members who have a serious health condition. Leave for the purpose of avoiding exposure to COVID-19 would not be protected under the FMLA or CFRA.

  • Must the University allow parents time off from work to care for healthy children whose schools and day care centers may have closed due to an outbreak?

  • Under UC President Napolitano's Executive Order (effective March 16, 2020), employees may take up to 128 hours (16 days) of paid administrative leave to care for healthy children whose schools or day care centers have been closed under such circumstances if it is not operationally feasible for the employee to work remotely or in conjunction with the childcare commitment. Should employees exhaust the paid administrative leave, they may use vacation, sick leave, or other accrued time off, or take unpaid personal leave. Applicable policies and collective bargaining agreement provisions should be followed in consultation with Campus Human Resources or Health Human Resources.

  • Must the University allow parents or caregivers time off from work to care for sick family members?

  • If certain members of an employee’s family are sick, the employee may be entitled to leave under the Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA). The FMLA and CFRA entitle eligible employees to take up to 12 work weeks of unpaid, job-protected leave in a calendar year to care for certain family members with a serious health condition. At the University, this group includes the employee’s spouse or domestic partner, parents, and children. COVID-19 may qualify as a “serious health condition” if complications arise. University employees may be permitted and/or required to use paid leave in certain circumstances, depending on the applicable policy or collective bargaining agreement.

    Per the Personnel Policies for Staff Members (PPSM) 2.210 regarding absence from work, policy-covered employees may take up to thirty (30) sick days in a calendar year when required to attend to or care for ill family members who are not considered family members under FMLA.

    The leave provisions contained in the collective bargaining agreements may vary. Therefore, please email Employee & Labor Relations if you have questions regarding exclusively-represented employees.

    If an employee has no accrued time off, the employee may be granted unpaid time off to care for an ill family member. Applicable policies and collective bargaining agreement provisions should be followed in consultation with Campus Human Resources or Health Human Resources.

    Refer to UC President Napolitano's Executive Order (effective March 16, 2020) for additional details.

    Please visit Campus Human Resources for more information on COVID-19 for UCLA employees.

  • Do the same leave policies apply to represented and non-represented employees?

  • UC President Napolitano's Executive Order (effective March 16, 2020) applies to both represented and non-represented employees.

    Following the exhaustion of paid administrative leave specified by the Executive Order, leaves for represented employees are generally governed by the applicable collective bargaining agreements.

    Following the exhaustion of paid administrative leave specified by the Executive Order, leaves for unrepresented employees are governed by University policy.

    Managers and supervisors should consult with Campus Human Resources or Health Human Resources to ensure compliance with the applicable collective bargaining agreement provisions and/or University policies regarding leaves.

  • Is there a duty to report cases of COVID-19 to state or local health authorities?

  • Generally, healthcare providers (includes doctors, nurses, physician assistants, among others) at the University health centers, healthcare clinics, and medical centers who know of or are in attendance on a case or suspected case of COVID-19 are required to report it to the local health department immediately by telephone in accordance with internal administrative procedures. Where no healthcare provider is in attendance, any individual who knows of or suspects that someone has COVID-19 is permitted to report it to the local health department.*  Local health departments in turn notify the DPH. Additionally, situations involving overnight hospitalization due to a work-related COVID-19 exposure are subject to Cal/OSHA reporting by the UCLA Office of Environment, Health and Safety (EH&S).

    *17 C.C.R. §§ 2500(b), 2500(c) (“Reporting to Local Health Authority”)

  • What are the responsibilities of the local and/or state health departments once they have been notified of a case of COVID-19?

  • Health officers are legally required to take whatever steps are deemed necessary for the investigation and control of the disease reported. These steps include the power to isolate and quarantine persons, inspect and disinfect property, require the examination of a person to verify the diagnosis, investigate to determine the source of the infection, determine the contacts subject to quarantine, issue appropriate instructions, and take appropriate steps to prevent or control the spread of the disease.*  Health officers may, for purposes of their investigation, disclose information contained in an individual case report, including personal information, as may be necessary to prevent the spread of the disease or occurrence of additional cases.**  If the disease requires isolation, the health officer must insure that instructions are given to the patient and members of the household that define the area within which the patient is to be isolated and state what measures should be taken to prevent the spread of the disease, including the isolation technique to be followed.***

    The University will work closely with LA County Department of Public Health officers who may be authorized to take appropriate action on behalf of the University or able to provide the University with the approval and/or authority to take appropriate remedial action. Any such authority given or action taken by the local health officer should be documented.

    *Health & Safety Code §§ 120130(c), 120145, 120175 (“Administration of Communicable Disease Prevention and Control”); and 17 C.C.R. §§ 2501, 2520 (“Investigation of a Reported Case, Unusual Disease, or Outbreak of Disease”)

    **17 C.C.R. § 2502 (f)(2) (“Reports by Local Health Officer to State Department of Public Health”)

    ***17 C.C.R. §§ 2516 (“Strict Isolation”) and 2518 (“Modified Isolation”)

  • May employee healthcare providers disclose personal information related to an employee suspected to or known to have COVID-19, without consent, as necessary to control the disease?

  • Yes. The Family Educational Rights and Privacy Act (FERPA)* permits disclosure of treatment records for purposes other than treatment to “appropriate persons [to protect others] in connection with an emergency if knowledge of the information is necessary to protect the health or safety of other individuals.” The Health Insurance Portability and Accountability Act (HIPAA)**  provides that such disclosure of protected health information without patient consent is permitted if there is a good faith belief that the disclosure is “necessary to prevent or lessen a serious and imminent threat to the health or safety of a person or the public; and . . .[the disclosure] is to a person or persons reasonably able to prevent or lessen the threat.”*** California case law holds that healthcare providers have a duty to take reasonable steps, including breaching patient confidentiality, to warn and protect others at risk from a patient with a communicable disease.+ California regulations regarding communicable diseases obligate a healthcare provider in attendance on a case of suspected communicable disease to breach confidentiality to give detailed instructions to the members of the household of the sick person regarding precautionary measures to be taken for preventing the spread of the disease or condition.++

    Even when circumstances warranting disclosure exist, disclosure should be as limited as possible, only necessary information should be shared, and disclosures should be made only to those people with a need to know.

    The local health department may also provide a campus with advance written approval in order to disclose such information in such circumstances. Further, as previously indicated, a health official may release personal information as necessary to prevent the spread of disease or the occurrence of additional cases.

    *Family Educational Rights and Privacy Act (FERPA)

    ** Health Information Privacy (including HIPAA)

    ***45 Code of Federal Regulations (C.F.R.) 164.512(j)(i) This provision should be relied upon only in extraordinary circumstances. (“Uses and disclosures for which an authorization or opportunity to agree or object is not required.”)

    +Reisner v. Regents of the University of California (1995) 31 Cal.App.4th 1195

    ++17 C.C.R. § 2514 (“Instructions to Household”)

  • May the University require an employee who contracted COVID-19, or one who was directed to self-isolate due to possible exposure to COVID-19, to provide a healthcare provider’s release before returning to work?

  • For an employee who contracted COVID-19, departments should require a healthcare provider’s release before allowing the employee to return to work.

    Employees who self-isolated due to possible exposure to COVID-19 should be permitted to return to work provided that they are asymptomatic.

    Managers and supervisors should be consistent in these practices and treat employees uniformly.

  • May the University cancel classes or suspend campus operations?

  • Yes, under the appropriate circumstances the Chancellors may transition instruction to other modalities or suspend campus operations, if appropriate.

  • How do I know if I need to come to campus?

  • Most employees are currently working remotely; only essential personnel are permitted to report to campus.

    -Do not come to work if you are sick

    -Do not come to work if you are on approved administrative or other approved leave

    -Do not come to work if you have been asked to work remotely

    -Do not come to work to engage in research, except to engage in ramp down, continuity or laboratory safety work.

    -Essential experiments and essential research personnel may continue, but only with the approval of designated leadership within the Office of the Vice Chancellor for Research (OVCR), the David Geffen School of Medicine, the Samueli School of Engineering and the UCLA College. The OVCR is issuing more specific guidelines for on-campus research, off-campus research and clinical research activities, which will be distributed separately.

    -Do not come to work to take advantage of better internet connections or fewer distractions, except for classroom or laboratory instruction for remote teaching. We understand that it may be harder for some employees to conduct work from home. UCLA has procured IT equipment and portable internet hotspots to help faculty and staff work from home. Faculty and staff can address their needs with supervisors or department chairs.

    -Do not come to work to retrieve items from your office or visit colleagues required to be on campus after Friday, March 20 at 11:59 p.m. Only come to campus if you have permission from your supervisor.

  • If I'm not on campus, can I transfer my work phone to my a cell line?

  • Yes, if you have the newer CISCO phone set. 

    From your desk phone: Press the button for FORWARD ALL.  After you hear 2 beeps, dial 8 then 1 + phone number and hang up. 

    When you return to the office: Press the button for FORWARD OFF. 

    If you would like your voicemails sent to you via email, please send an email your request to ITS.  

  • Will meetings and events be cancelled?

  • UCLA has suspended all nonessential events of any size through the end of spring quarter.  

    Every member of the campus community is strongly urged to carefully consider whether it is necessary to convene in person or hold group meetings or any other type of gathering.

    Public health officials tell us that reducing population density is the best way to limit the spread of COVID-19.

  • Are campus libraries closed?

  • Yes, UCLA Library locations are closed to the public until further notice. 

    Materials on loan to patrons will automatically be renewed through June 30, 2020.

    Please visit the UCLA Library website for additional information on library hours, remote services and other resources.

  • Are campus dining and restaurants closed?

  • All ASUCLA restaurants and retail stores are closed.

    Please refer to the Housing & Hospitality dining website for detailed information of current service hours.

  • Will campus transportation still be operational?

  • Please visit the UCLA Transportation website for updated information.

  • May a University-affiliated child care center refuse services to a sick child?

  • Yes. UCLA operates centers for the care of the children of faculty, staff and students. California Child Care Center General Licensing Requirements require that these centers inspect all arriving children for signs of sickness and that the center not accept into its care any child exhibiting obvious symptoms of illness including, but not limited to, fever, upper respiratory illness or vomiting.*

    The CDC and the DPH recommend that students, teachers, and staff who appear to have COVID-19-like illness upon arrival or who become ill during the school day be promptly isolated from other students and teachers until they can be picked up. Parents and guardians should be reminded to monitor their school-aged children for symptoms of COVID-19-like illness and advised that children who are sick should stay home. Likewise, teachers and staff should be reminded to stay home when sick. Ill students should not attend alternative childcare or congregate in other settings. Childcare facilities that close their operations should also cancel childcare-related gatherings and encourage parents to avoid congregating with other families at home or in other places.

    *Health & Safety Code §§ 120135, 120145, 120200; 120215 (“Administration of Communicable Disease Prevention and Control”) and 22 California Code of Regulations (C.C.R.) §§ 101226.1(a), 101226.1(b) (“Daily Inspection for Illness”)

  • What should managers and supervisors communicate to an employee about traveling abroad?

  • Please advise employees to exercise prudence and delay international travel – especially if they are ill.

    The Office of Risk Services within UCOP’s Financial Management Department has arranged for employees traveling on official University business to be covered for a wide variety of accidents and incidents, including illness, while away from the campus or primary workplace.

    Those traveling on official University business should be encouraged to access this information.

    Faculty and staff who have plans to travel abroad should be advised to check the Department of State travel advisory website for guidance. Note that the US Department of State has issued Global Level 4 Health Advisory (March 19, 2020) for US Citizens to avoid all international travel at this time.

    The CDC advises and issues notices on the status of travel to many foreign locations and countries.

    The World Health Organization has a pandemic page that posts guidance for individuals, communities and others regarding treatment, quarantine etc.

    This coverage is provided at no cost to the traveler.

    Coverage is accessed through automatic ticket/travel agency booking (UCLA Travel or Connexxus) or registration through UCLA Travel Insurance. Once registered, the traveler receives a welcome email providing them with the following:

    -A trip brief with useful information about their destination

    -Current alerts for that particular destination (including COVID-19 alerts)

    -Email alerts before and during the trip and health alerts up to 30 days after a trip (including COVID-19 status of travel destination)

  • What should managers and supervisors communicate to employees returning to campus after travel to a Level 3 designated country?

  • Travelers who return from a Level 3 designated country, should self-isolate for 14 days after arrival. This is consistent with current federal policy and with CDC and CADPH guidance.

    Anyone who has returned from a Level 3 designated country and develops fever and cough should seek medical attention immediately, either through their primary care physician, the emergency department, or as instructed by public health authorities. When possible, call ahead before seeking medical care.

    US Department of State issued Global Level 4 Health Advisory (March 19, 2020) for US Citizens to avoid all international travel. 

  • What should managers and supervisors communicate to their employees regarding travel to any country with CDC Level 2 or 3 travel warnings?

  • On March 5, 2020, UC’s Office of the President updated their directive to the UC community (including students, faculty and staff) to temporarily avoid all non-essential travel to Level 2 or 3 countries while federal travel health warnings are in effect.

    US Department of State issued Global Level 4 Health Advisory (March 19, 2020) for US Citizens to avoid all international travel.

    Faculty

    To request approval to engage in essential travel, faculty should contact their deans in writing for approval.

    Staff

     -Educational conferences are not considered essential travel, even if you are a presenter.

     -Essential travel is defined as that which is required to:

         -Preserve the safety of a research subject and which is not possible to be postponed; or

         -Preserve the results of a research activity and which is not possible to be postponed.

    -All university-related staff travel to countries with a CDC travel warning of Level 2 or 3 countries is presumed postponable and therefore non-essential.

    -To request an exception, staff should ask their department to contact the pertinent dean or vice chancellor in writing. Such an exemption may only be approved by a vice chancellor.

  • What should managers and supervisors communicate to an employee returning to campus after international travel?

  • Travelers who returned from international travel from a Level 3 designated countries or higher on or after February 3, 2020, should remain off campus for 14 days after arrival. This is consistent with current federal policy requiring 14-day quarantine or self-isolation for all such travelers, and with CDC guidance that states specifically that this policy is not retroactive to travel prior to February 3.

    Anyone who has been in a country with a CDC warning level of 2 or higher within the past 14 days and who develops fever and cough should seek medical attention immediately, either through their primary care physician, the emergency department, or as instructed by public health authorities. They should call ahead before seeking medical care.

    US Department of State issued Global Level 4 Health Advisory (March 19, 2020) for US Citizens to avoid all international travel.

  • Does the foregoing advice also apply to academic employees?

  • The basic principles set forth above regarding steps that the University may take to ensure a safe workplace apply to the University’s academic employees.

    Managers and supervisors should consult with the Academic Personnel Office and refer to the Academic Personnel Manual to determine applicable leave policies for the various categories of academic employees.

    See UC COVID-19 Related Leave for Academic Appointees for additional information.

  • What if an employee has other employment-related questions or concerns?

  • Employees should consult their departmental HR representative.