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COVID-19 Interim Policies FAQ

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Updated September 23, 2022

Eligible employees may be entitled to certain COVID-19 related benefits under certain circumstances, and should consult with their HRM to confirm eligibility.

COVID-19 Interim Policies FAQ

What is the testing policy for employees? (Updated 9/23/22)

Based on the current status of the pandemic, effective September 1, 2022, regular surveillance testing is no longer required for faculty, staff and postdoctoral scholars working on-site, regardless of vaccination status. Faculty, staff and postdoctoral scholars should still test if experiencing symptoms, after travel or after exposure to COVID-19.  Color testing, with results reported to Health Check, will continue to be available (up to two tests per week) for anyone who wishes to continue regular asymptomatic testing.

In our efforts to provide a safe environment for learning and working, we will continue to monitor public health conditions and protocols, and adjust as appropriate, and always with a priority on health and safety.

Current requirements 

  1. Fully vaccinated individuals are required to upload vaccination documentation into Health Check
  2. All individuals regardless of vaccination status are required to:
  • Test for COVID-19 if experiencing symptoms, after travel or after exposure to COVID
  • Self-report health status in Health Check if experiencing COVID-like symptoms*, after a close contact exposure, or if a positive COVID test result is received through any rapid antigen test, primary care provider or other testing site.

Additional information on the faculty, staff and postdoc testing requirement is available on the Surveillance Testing page.

If the county or a healthcare provider requires me to quarantine and my work cannot be done from home, what options do I have? (Updated 3/7/22)

If you are not sick, but are required to quarantine or isolate, and cannot perform your work from home, you may be eligible for COVID Flex Hours.

If you are required to self-isolate or quarantine and are sick, you should use COVID Flex Hours or your accrued sick leave. Consult with your manager or school/unit HR manager about other available benefits based on your specific circumstance.

If you are required to quarantine or isolate due to a workplace exposure to COVID-19, and you tested positive for COVID-19 or had a close contact with an employee who tested positive for COVID-19 during the positive person’s high risk exposure period, and you cannot work from home, you may be eligible to use Quarantine Pay. You may also be eligible for short-term disability leave through voluntary disability insurance.

If you are restricted from returning to Stanford by the county or a healthcare provider due to personal travel and are well, but you cannot work from home, you may use COVID Flex Hours, vacation/PTO/floating holiday, or take an unpaid leave of absence. For information about the university’s travel guidance, visit Health Alerts.

 

I’m a contingent (temporary or casual) employee. Do interim pay policies apply to me? (Updated 3/7/22)

Contingent employees are eligible for COVID Flex Hours  and Quarantine Pay.

What are my options if I am unable to fully work due to child care responsibilities at home or other factors? (Updated 2/24/22)

Employees should consult with their supervisor to discuss options such as COVID Flex Hours, continued temporary flexible work arrangements or Paid Family Leave if eligible, etc. Visit COVID-19 Family Resources for additional resources.

If the county or a healthcare provider requires me to quarantine following personal travel, and I am unable to work from home, what options do I have? (Updated 2/24/22)

If you are restricted from returning to Stanford by the county or a healthcare provider due to personal travel and are unable to work from home, you may use COVID Flex Hours, vacation/PTO/floating holiday, or take an unpaid leave of absence. For information about the university’s travel guidance, visit Health Alerts.

If you are required to self-isolate because you are sick or tested positive for COVID-19, you may use COVID Flex Hours or your accrued sick leave. Consult with your manager or school/unit HR manager about other available benefits based on your specific circumstance.

If my child is unable to attend school/daycare due to their potential exposure to another child with COVID-19, my child is well, and I am unable to work while they are quarantining at home, am I eligible for COVID Flex Hours? (updated on 2/24/22)

COVID Flex Hours can be used if you are caring for a child who is required to quarantine or isolate by (1) a healthcare provider or (2) federal, state or applicable county orders or guidelines. COVID Flex Hours may also be used if your child’s school/daycare has been partially or fully closed due to COVID-19 on the premises. You may also use vacation/PTO/floating holiday, or take an unpaid leave of absence.

If I am directed to report to work on-site but I am not comfortable doing so, what are my options? (Added 12/17/21)

We recognize returning to the workplace may be a concern for some employees. The health and safety of our community is our top priority. In following guidance from Santa Clara County Public Health, the university is implementing new protocols and safety practices to keep our community safe as more people return to the workplace. Because the workplace will be different, to prepare for your return, please talk with your manager to understand the changes that are implemented in your specific building. If afterwards you are still uncomfortable, talk with your manager and/or your school/unit HR manager to understand your options. If you are sick with COVID-19, please stay home and use sick leave.

Is Stanford requiring employees to receive the COVID-19 vaccination? (Updated 12/14/21)

Yes. All Stanford faculty, staff and postdoctoral scholars, including those working remotely in the United States, must be fully vaccinated for COVID-19.  Individuals must upload a copy of their COVID-19 vaccination card into Health Check indicating a single dose of the one-dose COVID vaccine (Johnson & Johnson/Janssen) or the second dose of a two-dose COVID vaccine (e.g. Pfizer or Moderna) was administered before or by January 4, 2022. Only those with an approved medical or religious accommodation will be exempt.

What do I need to do after returning to work from a leave of absence (LOA) to meet the vaccine requirement? (Updated 11/4/21)

Employees returning to work from LOA are expected to be fully vaccinated upon their return or by Jan. 4, 2022, whichever is later, or have a request for accommodation on file.

I am a newly hired employee. What do I need to do to meet the vaccine requirement? (Updated 12/14/21)

Newly hired employees are expected to be fully vaccinated by their start date or by January 4, 2022, whichever is later, or have an approved medical or religious accommodation on file.

What if I am unable to take the COVID-19 vaccine for medical reasons? (Updated 12/14/21)

Faculty, staff, and postdoctoral scholars may apply for an accommodation based on a disability or medical condition. Medical accommodations will be allowed only for specific reasons consistent with guidance from the Centers for Disease Control and Prevention (CDC), including:

  • Documented history of severe allergic reaction to one or more components of all three currently approved COVID-19 vaccines.

  • Documented history of severe or immediate-type hypersensitivity allergic reaction to a COVID-19 vaccine, and separate contraindication to other available formulations.

Learn more about the COVID-19 Vaccination Medical and Religious Accommodation criteria and process or submit a request for accommodation

What is the process to request a medical accommodation? (Updated 12/14/21)
What if I am unable to take the COVID-19 vaccine for religious reasons? (Added 12/14/21)

In accordance with relevant federal and California law, and in accordance with Stanford’s policy on workplace accommodations, faculty, staff and postdoctoral scholars may apply for an accommodation based on a sincerely held religious belief. Please be advised that social, political, or economic philosophies, or personal preferences, are not considered to be religious beliefs. Learn more about the Medical and Religious Accommodation Criteria and Process

What is the process to request a religious accommodation? (Updated 12/14/21)
I work remotely. Do I still need to be vaccinated? (Added 10/18/21)

Yes, the vaccine requirement applies to all employees, regardless of their work location.

If I already had COVID-19, do I still need to get vaccinated? (Added 10/18/21)

Yes. We are requiring vaccination for all who have not been vaccinated because there is strong evidence that vaccination adds significant protection even if you have already had COVID-19. As the Delta variant continues to drive higher infection and death among the unvaccinated, we must ensure the safety of our community.

Will COVID-19 vaccine booster shots be required for employees? (10/18/21)

No. At this time, only the initial COVID-19 vaccination is required at this time. All of our COVID-19 vaccination policies follow guidelines from the Centers for Disease Control and Prevention (CDC) and other state and county public health authorities. As guidance evolves, we will update our vaccination requirements accordingly.

How do I upload my vaccination documentation into Health Check?

If this is your first time using Health Check, watch the video on the Health Check Vaccination page, to learn more about how to upload your COVID-19 vaccination documentation or refer to this ServiceNow article for step-by-step instructions.