Childcare - What You Need to Know from CU HR
Simultaneous to CU ÐßÐßÊÓƵ’s campus opening this fall, school districts across the state are implementing various opening policies that could abruptly change. We understand this uncertainty adds stress on CU ÐßÐßÊÓƵ staff who are parents or guardians of toddlers and/or K-12 students. CU ÐßÐßÊÓƵ Human Resources has provided this guidance:
“HR understands the unique challenges parents are facing during this time.Ìý We have watched our critical services employees, who have been working on campus since March, balance childcare, remote learning and their on-campus positions in very creative ways and with the university’s and their department’s support.Ìý As we move towards fall, with more employees returning to campus, we are grateful that some of the school districts are offering daytime options to school age children this fall. Ìý
Additionally, HR encourages supervisors to be as supportive and flexible as possible with employees who are also balancing their parenting responsibilities while schools remain remote or hybrid, allowing employees to create workable solutions such as altering their normal work schedule or mixing on campus and remote work or teaching. Ìý
For parents who cannot fulfill some or all of their work responsibilities due to school closures, there is paid leave though the Family First Coronavirus Relief Act, which allows 2/3 pay for up to twelve weeks in block or intermittent terms. This leave is for any parent, either on-campus or remote working, to create a schedule that will assist them in achieving a workable schedule for their families.â€
What options are available to assist with childcare needs?
- Flexibility. Check with your supervisor about the possibility of changing your work hours to meet childcare needs.
- Through the Employees may be eligible for:
- Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay if the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor; and
- Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.
- Contact your department’s HR liaison or Employee Relations to receive advice on available leave and how to apply.
Further information: