Dear Supervisors,
As we face unprecedented times, the health, safety and overall wellbeing of the Tulane community is always the top priority of the university. Tulane continues to respond to new information as it arises in support of the university’s mission. With this in mind, Tulane is implementing a new paid leave program and is taking actions to address staffing needs as it relates to COVID-19.
Tulane will provide up to 80 hours of emergency paid leave for COVID-19 related circumstances for full-time benefits eligible employees and pro-rated hours for part-time benefits eligible employees who are unable to work remotely, including caring for children that are at home due to school closures. Detailed guidelines are found at the Temporary Emergency COVID-19 Paid Leave Program page. Click here to review frequently asked questions about the program.
Many in our community have had their livelihoods impacted as a result of COVID-19. The university has transitioned jobs to remote working arrangements to the extent possible. However, some jobs cannot be worked remotely, and some jobs have increasingly diminishing workload. At the same time, there are essential job openings which must be filled.
It is the intention of the university to reassign as many employees as possible whose work has been impacted, while continuing to hire for positions which are considered essential. To accomplish this, Tulane is taking the following actions with regard to staffing:
- We are asking all departments to complete a COVID-19 staffing level survey to help assess areas of current and potential understaffing and/or overstaffing.
- The hiring process for all staff positions deemed non-essential will be placed on hold until further notice. The hiring process will continue for positions deemed essential which include faculty and research positions, staff positions in healthcare, police/public safety, facilities, student affairs, or those funded by 5 ledger accounts. More information may be found here.
Once we have an understanding of staffing levels and needs, we will be better situated to partner with departments so that staff may be redeployed from areas of underutilization to those areas where additional staff are needed.
If you have any questions, please contact your HR Business Partner.
Office of Human Resources & Institutional Equity
