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Where can I get information for employees about returning to campus?

Human Resources has created the Ready Resources for Employees site, which contains information for employees as they get ready to return to campus. In addition to a page that provides guidelines for individual employees, there are resources about telework for employees and supervisors, COVID-19 information on benefits and leave plans, a link to the employee wellness site, and more. Visit this page often as updates are made regularly. 


What do I need to know about face coverings and masks?

Everyone on our campuses (faculty, staff, students, visitors, and others) is required to wear a face covering or mask in the following indoor and outdoor settings. 

Indoors

Wear a face covering or mask, unless in a secluded location such as a personal office space with the door closed or a residence hall room. 

Exceptions* to this requirement include the following:

  • Medical condition
  • Speaking with those who are hard of hearing
  • Instructors lecturing in situations where wearing a mask would make them inaudible

*In these instances, a face shield must be worn. Employees who are unable to wear a face covering or face shield should be referred to the university’s ADA and Accessibility Services office.  

Outdoors

Wear a face covering or mask when physical distancing cannot be maintained.

For further information on face coverings and masks for students, employees, instructors, and researchers, and about departments ordering face coverings, visit our health page.


How will Virginia Tech keep me safe at work?

Virginia Tech is working hard to ensure the safety of our campus for all members of our community. For information specific to employees, review this guide which covers what Virginia Tech is doing as well as what you can do to help ensure a safe workplace for everyone. 


What happens if I become ill or contract COVID-19?

Employees who feel ill should notify their manager and not report to work. If you are already at work and begin feeling sick, you should notify your manager and go home immediately. If an employee who is teleworking and has a fever and/or is sick, use the appropriate leave time to get well. See the questions below for additional information on leave options available for COVID-19 or visit the leave page on the Human Resources site. For additional information on what to do if you or someone in your household feels sick, visit the Health Resources page on this site.

Employees are required to notify their supervisor if they must miss work due to illness, or are asked to self-quarantine by the VDH, so that work schedules and leave can be determined. Employees should report all close contacts to VDH. Employees should also report known university contacts and work locations to the Case Management Team to assist the team in determining if there are any additional actions needed by the university. Return to work dates will be determined by the supervisor, employee, and Human Resources, based on guidance from the VDH.


As an employee returning to campus, what should I do?

All employees returning to campus must adhere to the university’s public health procedures and complete the EHS Coronavirus Awareness Training. Employees will be asked to complete the Hokie Health Check survey prior to coming to work each day. Employees who do not feel well should stay home to minimize potential exposure of their colleagues and community members. Employees who are presenting COVID-19 symptoms at work should leave work immediately after notifying their supervisor. Refer to Section 2: Guidance to Individuals Experiencing Flu-like Symptoms (Suspected “COVID-19 Case”) of the EHS COVID-19 Instructions for Supervisors document. Employees experiencing COVID-like symptoms should fill out the online VDH COVIDCHECK screening tool or contact the NRHD (540-267-8240) for screening and additional health guidance. Employees directed to self-isolate or quarantine will work with the VDH to determine return-to-work dates. Faculty and staff should contact Human Resources for assistance with leave benefits.


How will training and/or new employee orientation continue?

Human Resources team is evaluating how New Hire Orientation (NHO) will be deliverd once the university moves to modified operations. We anticipate offering sessions that provide both in-person and Zoom options to provide employees with options for how they complete the session. For other training sessions, such as system, software, leadership development, and professional development courses, we encourage employees to visit HR's Virtual Learning Center


Can I, or should I, travel to and from campus during the fall semester?

Effective June 8, when Virginia Tech entered Phase 2 of its reopening plan,  business travel, aligned with federal and state regulations, is permitted with advance approval from the dean or vice president of your unit.


Will Virginia Tech be hiring student employees who are able to work during fall semester?

Student employees are an important part of Virginia Tech’s workforce and students will continue to be hired into roles such as those in dining services and other areas as the need for student workers arises during the fall 2020 semester. We do anticipate that there will be fewer overall students jobs given the operational changes at the university in response to COVID-19.


Who can I talk to if this situation makes me feel stressed and overwhelmed?

Disease outbreaks such as the current coronavirus pandemic can bring stress and increased levels of fear and anxiety. Everyone reacts differently to stressful situations. 

As always, if you are experiencing a crisis or medical emergency, dial 911.

Following are university, state, and other resources available to assist employees should they need emotional support during this difficult time.


TELEWORK/REMOTE WORK

Can A/P faculty and staff work remotely?

We support the implementation of remote work options when appropriate; salaried A/P faculty and staff should with department heads and managers to explore remote work opportunities for the fall. After fall plans for remote work are determined, a remote work agreement should be completed.

Human Resources has created a page that contains information on telework and remote work for employees and leaders. Included on this page are tools to help employees and leaders determine if and when telework is possible for a role and an employee. 

Should remote work not be an option for a specific role, employees and supervisors should discuss other options such as flexible scheduling. 


Can instructional faculty work remotely?

Academic leaders are engaged in ongoing deliberation and gathering input necessary to design delivery of all courses for the semester. Department heads will have responsibility for assigning faculty to instructional duties, taking into consideration the willingness and availability of faculty to deliver in-person instruction and adopting a flexible approach that may necessitate asking faculty to cover for one another.

We understand that there will be special circumstances, and we expect to be able to manage these through ongoing conversations as we finalize the academic plan. Should remote work not be an option for a specific circumstance, consideration will be given to determine if alternate work is possible; if not, the use of paid and unpaid leave or a reduction in FTE may be appropriate for the fall. Graduate student assistant assignments will be incorporated into these plans, with similar provisions and flexibility to address personal health risk circumstances.


I have been working from home. Am I able to continue doing that?

Virginia Tech supports the use of appropriate flexible and alternative work options for employees where remote work or telework is an option. If an employee has been teleworking and would like to continue to do so, that option should be discussed with their leader. Human Resources has created a page that contains information on telework and remote work for employees and leaders. Included on this page are tools to help employees and leaders determine if and when telework is possible for a role and an employee. 

Should remote work not be an option for a specific role, employees and supervisors should discuss other options such as flexible scheduling. 


If I work via telework, am I not allowed to go to my office?

Employees who are working via telework may go to the office should the need arises. If employees need to visit their office to use equipment, gather work-related materials, or perform intermittent activities, they may do so, while following workplace guidelines.


Do I need to complete a telework agreement?

After discussing telework as an option with your supervisor and if the telework request is approved, A/P faculty and staff should complete a telework agreement. Review the Telework and Remote Work Suitability Guide for information on completing a telework agreement.

It is an accepted practice for Teaching and Research faculty (T/R faculty) to carry out their work with varied schedules on campus and at alternate locations, therefore a formal telework agreement will not be required for T/R faculty unless the normal work assignment is consistently at an alternate location (i.e. not the standard assigned office).

MODIFIED OPERATIONS

Virginia Tech is moving to "modified operations" on Aug. 3, 2020. What does that mean?

“Modified operations” is defined in the university’s Transition Plan from Essential-Only Operations to Modified Operations as meeting the following guidelines: The Commonwealth of Virginia continues to remove/relax restrictions. Local indicators of infection-spread show a steady state or decreasing community transmission. Clusters of cases are promptly identified, contained, and do not spread within the community. The health care system and public health system can cope with the volume of current and potential cases. Physical distancing remains necessary in some situations and is followed in accordance with CDC guidance. The size of mass gatherings may need to be limited based on volume of meeting space. Vulnerable individuals are encouraged to restrict activities as much as possible. Individuals are encouraged to wear face coverings when in public spaces or common areas or in accordance with state directives. A face covering is required when individuals cannot maintain a minimum 6-foot separation distance. Employees may continue to work remotely as much as possible, recognizing that some work can only be done on-site. Limited on-site presence will likely be needed for these remote workers. Remote work agreements would be in progress through Phase 3 as longer-term remote work is identified. On-site employees are required to follow specific PPE, physical distancing, and other safety measures as identified by the Incident Management Team and endorsed by the president’s cabinet. Individuals who test positive for COVID-19 must remain in isolation for at least 10 days from symptom onset or until free from fever for 72 hours — unless superseded by current public health guidance. Business travel, aligned with federal and state regulations, is allowed with approval from the department head.


Why is Virginia Tech moving to “modified operations”?

Virginia Tech will transition from its current status of Essential Operations – as defined under Presidential Policy Memorandum 309 – to a modified operations mode by Aug. 3, 2020 as part of the university’s effort to restore in-class instruction and on-campus experiences for the fall 202 semester. 


LEAVE OPTIONS OR QUESTIONS

What is the Families First Coronavirus Response Act (FFCRA)?

The Families First Coronavirus Response Act (FFCRA) is an Act of Congress meant to respond to the economic impacts of the ongoing 2019–20 coronavirus pandemic. The legislation has two components that provide the following leave benefits:

  • Federal Emergency Sick Leave (FESL/FMES)
  • Expanded Federal Family and Medical Leave (FFML)

FFCRA leave provisions are effective Apr. 1, 2020 and end Dec. 31, 2020.


Who is eligible for FFCRA?

FFCRA leave benefits are available to the following employee classifications. See specifications as provided:

  • Full- and part-time staff
  • Full- and part-time faculty
  • Adjunct faculty through the duration of the current appointment
  • 1,500 hour wage employees
  • Wage employees should have maintained consistent employment status leading up to the period for accessing the benefit.
  • FFCRA does allow exclusions for certain groups of employees from eligibility, such as healthcare providers and emergency responders. Human Resources has provided additional information to colleges and business units. If you have questions about FFCRA exclusions, contact your college or business unit HR partner or the HR Leave Team.
  • Each FFCRA request will be reviewed on a case-by-case basis.
  • If you have applied for unemployment, you are not eligible for FFCRA.
  • All employees who have worked for at least 30 calendar days are eligible for leave under the Expanded Federal Family and Medical Leave. The calendar days do not need to be consecutive and there are no requirements for them to have worked a minimum number of hours.

When can Emergency Paid Sick Leave be used?

The federal sick leave benefit is similar to the state Public Health and Emergency Leave (PHEL), but has expanded reasons for use and the leave time is paid at different rates depending on the reason for the usage.  When employees can telework, that is always the preferred solution.

Eligible employees will be paid 100 percent (up to $511 per day, $5,110 total for 10 days) if they are unable to telework or work due to a need for leave for the following reasons:

  • When the employee is personally subject to a federal, state, or local quarantine or isolation order related to COVID-19.
  • When the employee has been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19.
  • When the employee is experiencing symptoms of COVID-19 and is seeking medical diagnosis.

Eligible employees will receive two-thirds of their regular pay (up to $200 per day, $2,000 total for 10 days) for the following reasons:

  • When the employee is caring for an individual who is subject to a federal, state, or local quarantine or isolation order related to COVID-19 or who has been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19.
  • When the employee is caring for a child/ren whose school or place of care is closed or a childcare provider is unavailable due to COVID-19-related reasons.
  • When the employee is experiencing any other substantially similar condition that may arise as specified by the Secretary of Health and Human Services.

When can Expanded Federal Family and Medical Leave (FFML) be used?

If the reason for using the Emergency Paid Sick Leave Act is to care for a child/ren whose school or place of care is closed or a childcare provider is unavailable due to COVID-19-related reasons, then the employee may apply for the expanded Federal Emergency Family and Medical Leave Expansion Act. Similar to other categories of Family Medical Leave (FMLA), FFCRA provides up to 12 weeks of job-protected absence from work during a 12-month period proportional and prorated to the employment percentage.

The first 10 work days of FFML may be unpaid or:

  • The employee may substitute any personal leave for the unpaid time.
  • If the employee is eligible for the federal Emergency Paid Sick Leave, that paid leave may be charged for the first 10 work days.

The employee will be paid at two-thirds of their regular pay (up to $200 per day and $10,000 in aggregate) if unable to work or telework due to the need to care for a son/s or daughter/s under 18 years old because:

  • The school or childcare facility has been closed.
  • The childcare provider is unavailable due to a declared COVID-19 public health emergency.

When employees are paid at two-thirds of their regular pay but wish to receive full pay, they may use applicable personal leave balances to supplement.

Employee must notify their supervisor and the Leave Team of time that will be FFML before it is used to avoid possible salary overpayments and to ensure application of the correct benefit.


How much time will I get if I apply for Federal Emergency Sick Leave (FESL)?

Federal Emergency Sick Leave (FESL) is 80 hours or two weeks proportional and prorated to the employment percentage.

Once approved, the applicable leave balance will be added to the employees record in the Leave and Time Worked Reporting System.

This leave may be taken consecutively or intermittently in full-day or half-day increments.

In addition to the required application, the usual leave request procedures should be followed by employees seeking approval for FFCRA Emergency Sick Leave. Employees must still inform their supervisors that they’ll be absent and update their status periodically.


How much time will I get if I apply for Expanded Federal Family and Medical Leave?

Similar to other categories of Family Medical Leave (FMLA), FFCRA provides up to 12 weeks of job-protected absence from work during a 12-month period proportional and prorated to the employment percentage. Time taken under FFML is cumulative with other FMLA time taken during the year, to a total of no more than 12 weeks total, including the FFML period. This leave may be taken consecutively or intermittently in full-day or half-day increments.

The usual leave request procedures should be followed by employees seeking FFML. Employee must notify their supervisor and the HR Leave Team of time that will be FFML before it is used to avoid possible salary overpayments and to ensure application of the correct benefit.


Do I need some documentation for FFCRA and FESL?

Employees can apply for this leave by completing the FFCRA – FESL Form and the Documentation Request form, both available by request from Human Resources, along with providing other requested documentation depending on the individual situation. Contact the HR Leave Team at hrleave@vt.edu or the HR Service Center at hrservicecenter@vt.edu or 540-231-9331 to request the form.


I am a full- or part-time faculty or staff employee. How will I record FESL time?

Employees can enter the FESL code into their leave reports once the application has been approved and the leave hours have been added to available balances. This leave will expire on Dec. 31, 2020 and will not:

  • Calculate toward overtime or compensatory time accruals.
  • Be paid out, carried over, or used to extend employment.
     

The full number of hours used (either full-day or half-day increments) must be recorded in the Leave and Time Worked Reporting System, even when the benefit time is only eligible for two-thirds pay. The HR Leave Team will use the entries in the leave system to ensure that payments are issued correctly.


I am a full- or part-time faculty or staff employee. How will I record FESL time?

Recording Emergency Paid Sick Leave and Expanded Federal Family and Medical Leave - full and part-time faculty and staff:

  • If an employee is taking leave under BOTH the Federal Emergency Sick Leave Act and the Federal Emergency Family and Medical Leave Act, the 80 hours of Emergency Sick Leave will be coded as FMES and the remaining time, up to an additional 10 weeks, will be coded as FFML.
  • Employees or leave representatives can enter the FFML code in the leave system once the application has been submitted and the use of the benefit is approved.
  • The benefit is applied in full- or half-day increments, prorated based on employment percentage.
  • This leave will expire on Dec. 31, 2020 and will not:
    • Calculate toward overtime or compensatory time accruals.
    • Be paid out, carried over, or used to extend employment.

I am a wage and adjunct faculty employee. How do I record Federal Family and Medical Leave (FFML) time?

The department leave representative or other designee should maintain FFML hours for adjunct faculty, wage, and student wage employees in a spreadsheet and submit to the HR Leave Team. The spreadsheet should include the employee’s last name, VT ID number, the date for which FFML should be applied and the number of FFML hours for each impacted day, which can only be recorded in full- or half-day increments.

The information for wage employees should be submitted to the HR Leave Team at the end of the wage for pay period on the 1st and 16th of every month. The information for adjunct faculty should be submitted to the HR Leave Team on the closeout date for the salaried payroll.

These hours will be entered for payment by the HR Leave Team. No entries should be made by the employee or the department for PHEL for wage employees in TimeClock Plus or Banner.


I have questions about FFCRA. Who do I contact?

If managers have additional questions about FFCRA, contact the HR Service Center at hrservicecenter@vt.edu or 540-231-9331. If employees have additional questions, they should contact their supervisor or leave representative.


Can I use the Leave Sharing Program for COVID-19?

Leave Share applications due to COVID-19 will processed based on the university’s Policy No. 4340: Leave Sharing Guidelines. Full- and part-time staff employees may be eligible for the leave sharing program. Staff on the VSDP sick plan can use the leave sharing program to care for a family member, but can not use leave sharing for themselves since they have the benefit of short-term disability. Staff on the traditional sick leave plan can use the leave sharing program for themselves or to help care for a family member. In order to use the leave sharing program, you be also approved for FMLA and use all applicable leave balances. If you have questions about the program or have questions about eligibility please reach out the HR Leave Team at hrleave@vt.edu.


What is Public Health Emergency Leave (PHEL)?

Public Health Emergency Leave (PHEL) is a state benefit activated by Gov. Ralph Northam for state employees as a result of the impact of COVID-19.


Who is eligible for PHEL?

Public Health Emergency Leave is available to the following employee classifications:

  • Full- and part-time staff
  • Full- and part-time faculty
  • Adjunct faculty through the duration of the current appointment
  • 1,500 hour wage employees  
  • In a limited capacity, student wage employees, excluding:
    • Student employees who are not in proximity to their primary work location and not available to work
    • Student employees in federal work-study (FWS) positions. FWS positions are covered by a separate provision.

When can PHEL be used?

PHEL may be used:

  • By an employee in the event an employee becomes sick with COVID-19, must self-quarantine, or take care of a family member who becomes sick with COVID-19.
  • If an employee has chronic health conditions or is aged 65 or older and there are no alternative flexible work options to maintain social distancing.

How much time will I get if I apply for PHEL?

An employee who accesses PHEL will receive up to 80 hours of leave on a prorated basis, based on the average number of hours they work. Please note the following:

  • PHEL is a one-time grant of leave time for employees impacted by COVID-19. This leave bank will not replenish.
  • Once an employee uses all PHEL leave, additional hours of absence must be covered using existing leave.
  • PHEL will expire when the current emergency ends or if an employee leaves Virginia Tech.
  • PHEL will not be paid out if an employee leaves Virginia Tech or in any other situation, and cannot be used to extend an employee’s termination date with Virginia Tech.  

Do I need some documentation for PHEL?

Employees will need to provide documentation to their manager to confirm a COVID-19 diagnosis or potential exposure, or for the reasons outlined above. Documentation can include a note from a healthcare provider or public health agency, or documents showing recent travel to heavily impacted areas as outlined by the CDC. The employee’s department should maintain this documentation per University Policy No. 2000: Management of University Records. Employees should work with their supervisor to confirm eligibility for PHEL.


I am a benefitted employee. How will I record PHEL time?

Full-time and part-time benefitted faculty and staff will record PHEL in the Leave and Time Worked Reporting System using the PHEL code. Prior to the April 10 due date for Period 3 leave reports, employees will see the total amount of PHEL available to them in the system. If an employee works part-time, the leave will be prorated based on the average number of hours they work.


I am not a benefitted employee. How do I get PHEL time and record it?

Adjunct faculty, wage, and student wage employees who are eligible for PHEL (see question above) should contact their manager or the HR Leave Team at hrleave@vt.edu to determine eligibility for PHEL. Hours for these employees will be entered directly in the university’s HR record system, Banner by the HR Leave Team.


I have questions about PHEL. Who do I contact?

If managers or employees have additional questions about PHEL, contact the HR Service Center at hrservicecenter@vt.edu or 540-231-9331.


Are employees eligible for short-term disability (STD) benefits if they are placed under quarantine?

If an employee is quarantined as directed by a licensed health professional or government agency, the short-term disability (STD) provider will assess a claim for benefits as follows:

  • If the employee has been diagnosed with COVID-19 and is unable to work from home, they will remain insured and eligible under the STD policy.
  • If the employee has not been diagnosed and is unable to work from home, they may retain coverage and may be eligibility under the STD policy should they eventually become disabled.

Note: For VSDP covered employees, you must be employed for at least a year to access STD benefits.


Does a diagnosis of COVID-19 qualify an employee for short-term disability (STD) benefits?

Benefitted employees (faculty and staff) who are diagnosed with COVID-19 must contact the short-term disability (STD) provider, either The Standard or Reed Group, to initiate a claim. Each claim will be individually evaluated by the provider and the employee will receive a notice of approval or denial.

  • Employees under the VSDP sick plan contact Reed Group at 1-877-928-7021.
  • Restricted Faculty under the Faculty sick leave plan contact The Standard at 1-800-378-2395.

Employees who need help determining the STD benefit provider applicable to them should contact the HR Leave Team at hrleave@vt.edu or call 540-231-9331.

Note: For VSDP covered employees, you must be employed for at least a year to access STD benefits.


Since many employees have not taken a lot of vacation time this year, will Virginia Tech raise the carryover amounts for leave?

At this time, there are no plans to increase carry over limits or extend the January 9, 2021, deadline to use accrued leave time. Employees are encouraged to work with their managers and supervisors to plan time off before the January leave deadline.


MEDICAL PLAN SERVICES: ANTHEM COVACARE

What does LifeHealth Online offer?

Anthem’s LiveHealth Online offers a variety of medical services to enrolled employees including:

  • Psychological and psychiatric services. Psychiatrists can also provide medication management.
  • New mothers who are nursing may receive online lactation support. Use LiveHealth Online for online visits with a lactation consultant, counselor or registered dietitian through the Future Moms with Breastfeeding Support program.

To use these services and more, to livehealthonline.com or download the app.


I am not feeling well. Are doctors available online?

Yes. Log in to LiveHealth Online Medical to see a board-certified doctor in minutes, any time, day or night. It is a fast, easy way to get care for common medical conditions like the flu, colds, allergies, pink eye, sinus infections, and more. You also have virtual care with primary care providers, This is for any virtual visit except physical, occupational and speech therapies.


What is the cost?

Anthem CovaCare members pay nothing for a LiveHealth online visit. There is no copay. The $0 cost for COVA HDHP participants apply only to COVID-19 related virtual visits.


Are Employee Assistance Program (EAP) services available?

Yes. You can access free Anthem EAP counseling and other services. Contact Anthem’s EAP at 1-855-223-9277 to learn more.


Is information and testing provided for COVID-19?

Yes. For more information, visit this link. CovaCare and COVA HDHP will waive the cost of COVID-19 testing through September 30. Please be advised that testing for COVID-19 may be limited and must be ordered by your attending physician.


MEDICAL PLAN SERVICES: AETNA COVAHEALTHAWARE

What medical services are available to me?

You have access to telemedicine visits until September 30, 2020, through Teladoc options using the Aetna Health app or via the Teladoc website. You also have virtual care with primary care providers, This is for any virtual visit except physical, occupational and speech therapies.


What is the cost of this service?

There is no copay for telemedicine visits for Aetna CovaHealthAware members until September 30, 2020.


What happens if I need to be tested for COVID-19?

If you meet the Centers for Disease Control and Prevention (CDC) guidelines for testing, and it is requested by your doctor, CovaHealthAware will waive the cost for testing. (There may be a cost associated with your doctor visit.)


How can I get medications if I am staying at home?

Aetna members can have prescription medications delivered to their home from CVS Pharmacy. Aetna is also waiving early refill limits on 30-day prescription maintenance medications from CVS Pharmacy. Set up at-home delivery online. Note, this service does not cover medications available over-the-counter.


What if I have underlying medical conditions that put me at greater risk?

If you have underlying medical conditions that put you at greater risk for developing complications from the coronavirus, Aetna care managers will reach out to you directly.


What other services does Aetna offer?

If you are diagnosed with COVID-19, Aetna will send you a care package to help you recover. The package includes resources, personal care items, and household supplies to help protect your loved ones from potential exposure in your home.


Where can I find all this information?

Visit Aetna’s dedicated coronavirus site for information on all available services.


I still have questions. Who can I talk to?

Aetna and Caremark members can call the Aetna Nurse Medical Line any time, 24/7: 1-800-556-1555.


MEDICAL PLAN SERVICES: OPTIMA HEALTH

What does Optima Health offer for COVID-19?

  • Testing and treatment coverage: Waived out-of-pocket costs for coronavirus (COVID-19) testing and treatment at any in-network locations for all our members. Out-of-pocket costs include coinsurance, copay and deductible amounts.
  • Free telehealth visits for members: No member copays or cost-share with our in-network virtual care partners including MDLIVE® and Sentara Medical Group (SMG) through July 31, 2020, including telephone only visits.
  • Screening for COVID-19: Refer to our Coronavirus Assessment Tool and also Sentara Healthcare for additional guidance at SentaraUpdates.com.

What other services are available to me?

Optima Health offers health and wellness programs as well as an Employee Assistance Program through Optima EAP. Click here to learn more.


MEDICAL PLAN SERVICES: KAISER PERMANENTE

What is being provided for COVID-19?

If you’re a Kaiser Permanente member, COVID-19 testing and diagnosis are available at no cost. And as of April 1, 2020, you won’t need to pay any out-of-pocket costs for COVID-19 treatment, including hospital stays. You don’t need to file a claim or take any action — this simply means we won’t bill you a copay, coinsurance, or deductible for services to test, diagnose, and treat COVID-19. This waiver applies to all admissions whose date of service is from April 1, 2020 (unless superseded by government action or extended by Kaiser Permanente). For more information about COVID-19 and Kaiser, visit the Kaiser COVID website.


What wellness resources are available to me?

A number of resources are available to you including personalized healthy lifestyle programs, online self-assessments, wellness coaching by phone and more. For more information, visit the wellness resources web page.

For other services available from Kaiser Permanente, visit the Kaiser website.


FOR EMPLOYEES OUTSIDE OF BLACKSBURG

If my work location is not in Blacksburg, where can I get information that applies to my situation?

The main COVID-19 university website is where all university information will be posted and will include our locations throughout the Commonwealth of Virginia. If there are instructions specific to various regions we will highlight them on the website and in the FAQs. For immediate needs, employees at locations in the greater Washington, D.C. area and in Roanoke should contact their department/unit heads directly. For those at Virginia Cooperative Extension sites throughout the commonwealth, contact Dan Goerlich, associate director for Virginia Cooperative Extension, at dalego@vt.edu; 540-231-7610.


My work location is not in Blacksburg, does the university plan include extended campus locations?

Yes. We will use the main COVID-19 university website as the mechanism for communicating decisions that impact our distributed locations as well as the main campus.  Unless there is specific direction for your region, you should apply the policy and practice guidance provided for all university employees and locations.


Support for teleworking in northern Virginia

The university's Division of IT has assembled a great checklist for working remotely for all locations.

For Windows laptops using NCR accounts, we've recently enabled DirectAccess, a feature that allows you to access Arlington and Alexandria resources from off-site. If Jurgens or Idiris was able to test and validate your laptop, it should automatically connect to our servers, map network drives, and other resources without the need of the VPN.  For both macOS and Windows systems, the university Junos Pulse VPN is included in our default configuration of mobile technology. If you need assistance using the VPN, please contact us.

As a reminder, please engage with your leadership regarding any potential transition to remote work.

NVGC (Arlington) TLOS team will provide training and technical support for all center courses. Contact jmurph@vt.edu with any questions or concerns.


Can I access my building in the Greater Washington, D.C., metro area?

Campus and offices are open for essential academic/facility support operations only. Sites in Alexandria, Arlington, and Falls Church are on restricted access and limited to faculty, staff, and graduate assistants who have been issued a key fob. The Virginia Tech Executive Briefing Center located in the Virginia Tech Research Center – Arlington is open and able to support meetings and events. All requests for support must be submitted a minimum of three business days in advance. Requests should be sent to llacour@vt.edu.

For more information please contact: