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Why is the university removing its COVID-19 vaccine requirement?

• With the end of the federal public health emergency, we are in a different phase of COVID-19 where cases have decreased significantly thanks not only to widespread availability and uptake of the vaccine but also availability and efficacy of therapeutics. The university is moving to align its vaccination requirements with those of other infectious diseases such as influenza.

What about students, babyֱ��app and staff who are immunocompromised or have family members who are?

• As we move forward, we continue to work together as a community to protect ourselves and others.
• All are encouraged to continue to monitor their health, stay home when sick, get vaccinated if able, and work with healthcare providers to treat their own symptoms (Medical Services, Athletics, community providers, Academic Live Care). 
• Resources such as CAPS, FSAP, and Academic Live Care are available to provide counseling and mental health support. 
• All members of the community continue to have the opportunity to wear a protective mask for their safety when they feel it is appropriate. Additionally, those who would be more comfortable should feel confident requesting adequate physical distance from others as a courtesy.
• Those with disabilities can work with campus resources to explore possible accommodations to ensure access to classes, work, and campus events.
• Students with disabilities should contact Disability Services (dsinfo@colorado.edu)
• Employees with disabilities, including babyֱ��app, should contact ADA Compliance (adacoordinator@colorado.edu)
• Individuals with family members who are immunocompromised should consult with their supervisors, academic advisors, and babyֱ��app to discuss what flexibility may be available.

If I’m a recent hire or will be starting a job at CU Boulder before May 15 and have yet to get vaccinated, am I still required to do so? 

• The requirement sunsets effective May 15. 

Will vaccines/testing still be available on campus?

• As long as the federal supply of vaccines and testing lasts, it will remain free for students, babyֱ��app and staff through Medical Services. When federal supplies end, we will continue to offer vaccines and testing and can bill your insurance for these services. 
• Testing will still be available on campus, with at-home antigen test kits available for purchase in the Apothecary (Wardenburg). Additional tests may be scheduled through Medical Services.

Under : Leave, there are leave provisions related to COVID-19 that may be available to employees due to the . 

CU Boulder babyֱ��app, staff, and students should note that while the declaration of a state of emergency is no longer in effect for babyֱ��app, the federal Public Health Emergency remains in effect through at least May 11, 2023, unless rescinded. Public Health Emergency Leave (PHEL), as it is defined below, remains in effect until at least four weeks after the federal Public Health Emergency ends. Under the current declared federal emergency, employees can use PHEL through June 8, 2023, unless the federal emergency is again extended. HR will continue to monitor the status of the federal emergency and will notify campus when PHEL is no longer in effect. 

Supplemental Sick Leave

The university will supplement an employee’s available sick leave balance, as necessary, to ensure that an employee may take 80 hours of sick leave (prorated for part-time) for the following reasons, the employee

• is self-isolating due to a positive diagnosis, of the illness that is the cause of the public health emergency;
• is experiencing symptoms, seeking a medical diagnosis, medical treatment, or seeking preventive care with respect to the illness causing the public health emergency;  
• is unable to work because public health officials or the employer determines it is unsafe for the employee to come to work due to the public health emergency;
• is caring for a family member in the above circumstances;
• needs to care for a child or other family member whose childcare facility is unavailable, or the child’s childcare facility or school is closed due to the public health emergency;
• is unable to work because the employee has a health condition that may increase susceptibility to or risk of a communicable illness that is the cause of the public health emergency.

The university will provide supplemental sick leave up to 80 hours for those who do not have 80 hours of sick leave as of January 1, 2021.  Employees are only eligible to receive supplemental paid sick leave once during the entirety of a public health emergency.

Process: 

• Employees who are experiencing any of the reasons for supplemental sick leave will fill out the and provide a specific reason.
• ​Employees are subject to a leave audit, performed by the HR Service Center and may alter the balances available.
• Employees paid monthly (staff and 12-month babyֱ��app) will use the code PES (Paid Emergency Sick Salaried) for any supplemental leave hours granted to total 80 hours or their eligible amount.
  • After exhaustion of supplemental sick leave, the code FSK (Family Sick Leave) should be used to record any remaining leave hours taken.
• Employees paid biweekly will use the code PEH (Paid Emergency Sick Hourly) for any supplemental leave hours granted to total 80 hours or their eligible amount.
  • After exhaustion of supplemental sick leave, the code HSK (Hourly Sick Leave), with "PHEL" in the comments section, should be used to record any remaining leave hours taken up to 80 hours.
• ​Once the first 80 hours are exhausted by using sick leave or supplemental sick leave or a combination of both, and the employee is still sick or caretaking, the employee may begin using any remaining accrued sick leave.  Use of vacation and leave without pay are at the discretion of the supervisor.
• The 80 hours of emergency sick leave is a one-time allotment, and cannot be granted more than once to the same employee for different reasons. 
  • For example: If the employee uses the 80 hours for childcare and then becomes sick, the employee would need to utilize their accrued leave balances. 
• Medical documentation is not required for COVID-19 related illnesses. 

Child Care Leave Provisions

Per the (Section 2,II.A.1.d) under a public health emergency, sick leave may be used if a public official has ordered the closure of the employee’s place of business or the school or place of care of the employee’s child and the employee needs to be absent from work to care for the employee’s child. 

CU Boulder recommends supervisors continue to be flexible with parents on how and when work is being completed with modified K12 and childcare schedules.  

Process:   

• Employees who are unable to work onsite or telework (with approval of Employee Relations or department HR) due to child care will fill out a . Faculty members who are unable to work onsite or telework due to child care will fill out a Faculty Childcare Leave Request Form.
• Employees are subject to a leave audit, performed by the HR Service Center that may alter the balances available.  
• Employees paid monthly (staff and 12-month babyֱ��app) will use the code PES (Paid Emergency Sick Salaried) for any supplemental leave hours grated to total 80 hours or their eligible amount.
  • After exhaustion of supplemental sick leave, the code FSK (Family Sick Leave) should be used to record any remaining leave hours taken.
• Employees paid biweekly will use the code PEH (Paid Emergency Sick Hourly) for any supplemental leave hours grated to total 80 hours or their eligible amount.
  • After exhaustion of supplemental sick leave, the code HSK (Hourly Sick Leave) with "PHEL" in the comments section, should be used to record any remaining leave hours taken up to 80 hours.
• Once the first 80 hours are exhausted by using sick leave or supplemental sick leave, and the employee is still needing childcare, the employee may begin using any remaining accrued sick leave.  Use of vacation and leave without pay are at the discretion of the supervisor.  

In addition to these on-campus compliance reminders, as a CU employee, you are required to follow the guidelines of any state, federal, contractor or business (host site) where an employee fulfills their job duties. 

This includes:

• CU Boulder requires that staff/employees performing services at any location outside the CU Boulder campus comply with all applicable guidelines or requirements of the host site. This may include showing vaccination status or negative test results to the host site.  
• In some cases, unvaccinated staff/employees (including those with medical or moral/ethical exemptions) may be required to follow testing requirements as stipulated by host sites. Surveillance testing is not available through CU Boulder, and employees should work with their host site to identify nearby testing resources. 
• If an employee fails to show the host site the proper information (negative tests or vaccination status) and the host site contacts CU Boulder, Human Resources will conduct this as a performance issue of not fulfilling the required job duties. 

To be issued from applicable CU Boulder area (OCG, Facilities, temp agencies, etc)

UNIVERSITY HEADER

[DATE]

RE:          Notice of University COVID safety protocols

Dear University contractors, subcontractors and other service providers,

The university has maintained COVID-19 safeguards, for the benefit of our employees, students, and you – our contractors, subcontractors and other service providers (hereinafter, “partners”), throughout the term of this pandemic.  Most of you have already experienced this benefit and its related obligations.  This letter provides formal notice that these protections and your related obligations must continue, pursuant to university policy as well as, in some cases, applicable law. 

All partner employees accessing university campus and/or facilities must be vaccinated and must follow the most up-to-date safety mandates required of all university partners and visitors, which became effective on September 15, 2021. Your employees may be asked to show proof of vaccination to authorized university officials who have a need to know their vaccination status.  Additionally, those who are not fully vaccinated or who decline to provide information about their vaccination status may be required to provide proof of a negative COVID-19 test or be refused entry onto university property.  It is your responsibility to ensure that your employees and other representatives comply with law and policy prior to entry onto the university campus or university building.   

For the latest information on vaccination, masking, physical distancing and testing requirements, please see the university COVID website at: /covid-19.  

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