Is the campus open to staff?
In order to continue to limit the number of people on campus and thereby reduce the risk of COVID-19 transmission, UCLA ask those of you who have been successfully working remotely to continue doing so through June 30, 2021. This change does not apply to personnel who have been working on campus, to those associated with the ramp-up of UCLA research, or to instructors and support staff who receive approval to conduct their winter courses with an on-campus component.
Read the full message here.
Has IT created guidelines for remote work?
Yes. To set up a remote desktop, log on to MyLaw, go to the departments tab and select LawNet IT/AV. Once on that page, select the remote desktop connections tab. The support team in LawNET IT also has created a Remote Work Best Practices Guide.
UCLA Law's IT team is available for support via telephone at (310) 825-4689 or email@example.com.
Is UCLA School of Law open?
Yes. All UCLA Law offices are functioning, though as many services as possible are being offered remotely. If you have been working remotely, the UCLA Office of the Administrative Vice Chancellor asks that you continue to do so through the end of the fiscal year, Wednesday, June 30, 2021. This does not apply to personnel who have been working on campus, to those associated with the ramp-up of UCLA research, or to instructors and support staff, if any, who receive approval in the future to conduct their spring semester courses with an on-campus component.
Any law community member who needs to come to campus must complete a symptom monitoring survey each day before you come to campus. To sign up, please go to the UCLA symptom monitoring website and then complete the survey here before each day that you come in. It is essential to complete this before every visit to campus to limit the chance that symptomatic people will enter our building. The symptom monitoring survey is also used for Contact Tracing. It is necessary that the Contact Tracing department has information about who is in the Law building in the unlikely scenario that someone with whom you may have come in contact has subsequently developed symptoms.
As part of the university's ongoing efforts to reduce the spread of COVID-19 on our campus and in our community, community members will need to be tested if they are coming to campus weekly. The testing is a new requirement to increase the effectiveness of the University’s Contract Tracing department and to reduce the spread of the virus. Arthur Ashe’s Contact Tracing has partnered with SummerBio, a testing laboratory, to conduct these tests. If you are coming to campus weekly, you should have already received an email from SummerBio encouraging you to schedule your appointment for a test. Alternatively, if you did not get an email from SummerBio and are scheduled to come to campus weekly, please let Ryan Rose know. A list of answers to testing FAQs is available on the Ashe Student Health and Wellness Center website.
The law school building is locked for security purposes. If you need to come to the law school, please remember to bring your N31 key to access the building, a mask to wear around the building and your Bruin ID card. Security officers may ask to see identification.
COVID-19 Returning to Work on Campus eCourse: around June 23, you should have received an email to complete this eCourse required training from email: C19Support@ehs.ucla.edu. If you did not receive it, please check your spam folder to see if it went there. If you still can’t find it, you can go directly to the Learning Management System (LMS) at: http://lms.ucla.edu. Login in with your UCLA credentials, click Required Trainings and click the Start button to launch the course. The training should take less than 30 minutes to complete. Employees (including faculty) who are already working on campus should have completed the training by July 31. For all other employees, the course must be completed before you return to work on campus or in other UCLA facilities, or by December 31, whichever occurs first.
Is the Law Library open?
The Law Library is closed to visitors at this time, as is required by current DPH guidelines. The Law Library is, however, offering remote services to faculty. For more information see: Remote Library Services for Faculty.
On July 31st, President Napolitano issued an Executive Order that requires all students, faculty and staff who live, work, or learn on campus must receive the 2020/2021 flu vaccination by October 31st or have an approved medical exemption or accommodation. A medical exemption request form is included with the linked Executive Order above on page 6. Beginning November 1st, staff cannot be on site unless they have certified that they’ve received the vaccination or have an approved exemption. Certification will be made through the daily UCLA Symptom Monitoring Survey unless we are notified otherwise. We have highlighted and included a list of Frequently Asked Questions for your review.
How will faculty and staff provide proof that they have received their flu shot?
All locations will be asked to adjust their symptom screening apps on or before November 1 to ask employees to certify they have received the 2020-2021 flu vaccine.
Is there a penalty or consequence for faculty and staff if they do not get a flu shot?
Individuals who do not certify that they have received the 2020-2021 flu vaccine or have an approved exemption or accommodation will not have access to university facilities. If the inability to access university facilities affects an employee’s ability to perform job functions, supervisors will work with employees to find alternatives so they can continue to work, but there may be consequences as determined by the employee’s supervisor.
Will faculty or staff working remotely this fall need to document immunization by November 1?
If faculty or staff working remotely need to access a UC facility at any time, they must certify by November 1 that they have received the 2020-2021 flu vaccine or have an approved exemption or accommodation.
Will you be setting up flu vaccine clinics for faculty/staff?
No. Due to public health requirements currently in place, this may not be possible at all locations. Faculty and staff at any location can obtain the vaccine from a local pharmacy or physician’s office.
Will hourly workers be granted time off to obtain the vaccine?
Policy covered hourly employees may take up to two hours of paid time. Employees must provide advance notice to their supervisor.
On a related note, UC has learned that an outside market research firm, Consumer Evaluation & Insights, sent a survey about UC’s flu vaccination policy to a number of UC faculty and staff with the subject line: “Share your opinion on the UC Flu Vaccine requirement.” If you received this survey, please be aware that this survey was not authorized or commissioned by UC, and employees are under no obligation to complete it. Because the data from the survey is being collected by an external organization, UC cannot make any assurances regarding the use, privacy, or security of the information gathered.
If we can help answer any questions related to this executive order, please contact our team at HR@law.ucla.edu.
What is ERIT?
The Employee Reduction in Time program allows eligible employees to voluntarily reduce their appointment percentage and corresponding pay for a specified period of time. Participants choose their reduction in time from a minimum of 5% of full-time to a maximum of 50% of full-time and program participation can be as short as one month or as long as 36 months.
Who is eligible for ERIT?
Exclusively represented employees are eligible for ERIT if their applicable union has agreed to participate in the program. The following unions currently allow member participation in ERIT: AFSCME, Teamsters, UAPD and UPTE.
Will ERIT affect my vacation and sick time accrual?
Employees will continue to accrue vacation and sick leave at pre-ERIT appointment percentages. For full-time employees who reduce their time, they will retain their full-time accrual rate.
If you have any questions or would like to participate in this program, please contact Susan Lasher at Lasher@law.ucla.edu.
During this COVID-19 pandemic, The university has expanded its leave time available for employees. Campus Human Resources has developed Frequently Asked Questions to help departments and staff members navigate available resources.
Temporary Approval to Use Accrued Sick Leave for Child Care under PPSM-2.210
President Napolitano has temporarily approved expanding the reasons for which policy-covered staff employees may use accrued sick leave under PPSM-2.210: Absence from Work. Effective July 1, 2020 through December 31, 2020, policy-covered employees may use accrued sick leave if they are unable to work or telework due to a need to care for their children who are not attending school (or who cannot be at their places of care or with their childcare providers) because of COVID-19 precautions.
Subject to collective bargaining, a similar expansion of the use of sick leave may be made available to represented employees who have accrued sick leave. At this time, this temporary approval applies only to policy-covered (non-union represented) staff.
Furthermore, employees who are at increased risk of severe illness from COVID-19 may request reasonable accommodations or workplace adjustments. This includes employees who are older adults and are at increased risk due to age and/or who are at increased risk due to underlying medical conditions. Please visit the UCLA Campus Insurance and Risk Management website for more information.
President Drake approved an extension of the temporary exception to PPSM-2.210 (Absence from Work) which allows policy-covered staff employees additional time to take vacation leave in order to bring their vacation accrual balances below the maximum. The exception deadline has been extended from December 31, 2020 to June 30, 2021. During this period, employees will continue to accrue vacation leave.
We ask supervisors to work with employees to bring their balances below the maximum by June 30, 2021. This temporary exception to the maximum vacation leave accrual limit applies only to policy-covered employees (non-unionized).
We do encourage everyone to consider donating vacation time (minimum of 8 hours) to the campus Catastrophic Leave Bank. The Catastrophic Leave Program allows employees to donate vacation accruals to a central leave bank for employees who experience a catastrophic life event, such as personal or family illness. Completed forms can be sent to HR@law.ucla.edu. More information on the program and how you could help our peers on campus during this challenging time can be found on the CHR website.
Wellness Resources during COVID - 19
UCLA's Counseling Center has created a guide of support as we transition to an Online Learning Environment.
These tips are for faculty, staff, students, and anyone else that is apart of the UCLA campus.
Dependent Care Resources
The Office of Equity, Diversity and Inclusion (EDI) has created a page of dependent care resources for the UCLA community. This resource hub includes information on university policy, childcare and education programs, elder care, and other helpful initiatives.
UCLA continues to look for creative ways to support you with your dependent care needs.