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Quarantine pay

Updated 8/23/21

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

To inhibit the spread of the virus and to keep our community safe, the university will offer quarantine pay for employees who meet the criteria outlined below.

This interim policy is for the period September 1, 2020 through March 31, 2022. All employees*, including contingent (casuals and temporary) and student hourly employees, may use the new pay code when all of the following criteria are met:

  • Employee is required to quarantine by Stanford, the County, and/or a physician due to exposure to COVID-19, and

  • Employee is well, and

  • Employee’s regular work cannot be performed by telecommuting and no other work can be assigned.

*SLAC employees: Policies may differ from those stated here due to our regulatory environment; please view the policies posted in the SLAC Intranet.

Note:  Quarantine time required due to personal travel is not eligible for this interim quarantine pay. For current travel information, please see the Health Alerts website. Individuals who plan to travel should notify their supervisor in advance to allow for planning for coverage during the required post-travel restriction. If an individual is restricted from returning to Stanford due to personal travel and is unable to work from home, they may use COVID Flex Hours, vacation/ PTO/floating holiday or may take an unpaid leave of absence.

Note that fully vaccinated Stanford employees may return to campus without testing or self-quarantine after travel, conditional upon submission of fully vaccinated status into Health Check.

Effective date:

September 1, 2020, through March 31, 2022

Other details:

  • Use of the pay code will be available for each required quarantine period to record only the hours/days an employee was scheduled to work and is prevented from working due to quarantine for exposure to COVID-19.

  • Employees who are sick/test positive or who are caring for an ill family member may use accrued sick time.

  • Employees who are restricted to return to campus due to personal travel and are unable to work from home may use vacation/PTO/floating holiday or may take an unpaid leave of absence.

  • For casual employees who do not work a regular schedule, quarantine pay would only apply for work hours scheduled prior to the quarantine period that the casual employee is prevented from working due to quarantine.

  • This policy can be amended or retracted at the university’s discretion. 

Eligibility:

All employees, including contingent (casuals and temporary) and student hourly employees who are required to record work time.

SLAC employees: Policies may differ from those stated here due to our regulatory environment; please view the policies posted in the SLAC Intranet

Timekeeping process:

Visit Fingate for details.