The Office of Human Resources is dedicated to supporting the mission and goals of Furman University by delivering a wide array of programs and services to its employees. Furman’s commitment to diversity and inclusion calls for attracting and retaining a superior faculty and staff that reflects meaningful diversity and equality as embodied by both implicit values and explicit practices in all of our endeavors.
Our Human Resources staff is always ready to help whether you are seeking employment with Furman, need assistance on-boarding a new employee, have questions about retirement options or need to report an issue in confidence. Contact us at 864.294.2217 or humanresources@furman.edu for assistance.
For the latest information and announcements regarding our institutional response to COVID-19, visit furman.edu/covid-19.
Updated March 15: Due to the governor’s recent announcement to close public schools and the rapidly developing situation with COVID-19, we understand that some members of our faculty and staff may need to stay home on Monday (March 16) to care for family members or for other reasons related to the virus. If this is your situation, contact your supervisor concerning taking leave or working from home.
In the event the university decides to cease operations, departments with essential personnel will implement their emergency plans. Essential personnel will be notified by supervisors.
Faculty and staff should follow the guidance provided below and discuss with their immediate manager (i.e., department chair, dean), vice president or manager.
If you feel sick do not come to work. Seek medical assistance if warranted.
Faculty should follow the Faculty Absences (120.1) policy and staff should follow the Sick/Bereavement Leave: Support and Administrative Personnel (818.1) policy and discuss individual scenarios with your manager, department head or Human Resources.
For staff who have traveled to impacted areas, have current symptoms and/or have a person in the household with the known COVID-19 virus, please contact Human Resources. If you present symptoms or have been in contact with someone who may have COVID-19, you should also contact your preferred health care provider, who will advise you on appropriate next steps, and self-quarantine for 14 days.
For more guidance, if you or a member of your household has COVID-19, please see this information from the CDC.
It is important that we remain civil, supportive, and respectful to all members of our community as we monitor the global coronavirus outbreak. If any faculty or staff member experiences any form of possible discrimination or biased act please contact the Associate Vice President of Human Resources at 864.294.2217. Students should contact Title IX director Melissa Nichols at 864.294.2221.
Furman University is committed to providing equal access to its educational programs, activities and facilities to students, faculty and staff without discrimination on the basis of race, national origin, color, creed, religion, sex, age, disability, veteran status, sexual orientation, gender identity or any other category protected by applicable state or federal law.
Read the university’s nondiscrimination policy.
All university-sponsored travel requires pre-approval by a vice president.
Prisma Health has created a webpage with the most up-to-date information about COVID-19. https://www.PrismaHealth.org/Coronavirus
Use Prisma Health’s Virtual Visit online care option, including a new on-demand video option. Visit https://www.PrismaHealth.org/Virtual-Visit or call your primary care provider if symptoms develop.
Employees are asked to review the following workplace frequently asked questions (FAQs). These FAQs are subject to change as developments occur on the national and local levels. Questions may be directed to the Office of Human Resources at the following email address: humanresources@furman.edu
We wish to support our community and understand that employees may be feeling stress and/or anxiety about these events. Employees should contact Furman’s Employee Assistance Program (866.799.2485) if they are experiencing these issues.
Link to various resources and assistance available in Greenville County.
All employees who are able to work remotely should be doing so on a routine basis until further notice is provided.
The vice president of your division will work with supervisors to determine who will work remotely and who must continue to work on campus and other potential changes to duties or hours.
At this time, employees will continue to work their regularly scheduled hours and will receive their regular pay. Any changes to an employee’s work hours will be communicated by their supervisor.
No, there will be no changes to benefits offered by the university as a result of remote work.
FAMILIES FIRST CORONAVIRUS RESPONSE ACT: President Trump signed into law the Families First Coronavirus Response Act. Under the law, group health plans — including self-insured group health plans, like Furman University’s healthcare plans, are required to provide first-dollar coverage for COVID-19 testing and related medical office, urgent care, and emergency room costs, effective immediately. This relieves Furman employees and families of any out-of-pocket costs such as deductibles, copays, and coinsurance. Questions regarding coverage for COVID-19 tests under Furman University’s health care plans should be directed to CIGNA at 800-244-6224.
No. The CDC recommends that employees who appear to have COVID-19 symptoms (i.e., cough, shortness of breath) upon arrival to work, or who become sick during the day, should be sent home immediately.
It is the expectation of Furman that if an employee becomes ill with COVID-19 or any other illness that they seek medical care. There is no expectation that employees must work during an illness. It is important for employees to rest and recover. If an employee contracts COVID-19 they should contact Human Resources as soon as possible.
Furman will waive the eligibility requirement for Family Medical Leave that provides job protection should an employee self-quarantine or need to practice social distancing, or to address a family obligation related to COVID-19.
Employees may use their leave time available. If an employee has exhausted all their available leave time the university will allow an employee to go into a negative balance of sick time.
No. If an employee has been directly exposed to somebody who has tested positive for coronavirus, the employee should self-quarantine at home and follow public health guidelines for monitoring their health.
Employees who have been out with the COVID-19 virus themselves or who have been out to care for someone with COVID-19 should seek clearance to return to work from their primary health care provider or PRISMA telemedicine.
It is important to work with Human Resources if you become ill or you have been in contact with someone who has COVID-19. Documentation may be required. You may use Prisma’s Telemedicine feature for clearance to return to work.
Employees should work with their manager so the time is entered into Workday correctly.
Given the nature of COVID-19 and if you have tested positive, the potential to continue carrying the virus after a period of time is possible. It is important that we not overload health care resources such as hospitals and urgent care facilities. You may use Prisma’s Telemedicine feature for clearance to return to work.
Please refer to the Furman Emergency Preparedness and Responsefor up-to-date recommendations about returning from areas the CDC has designated as Level 2 or 3 Travel Advisory. If an employee is returning to work from an affected area, they should contact Human Resources for guidance. The employee should self-quarantine until receiving confirmation from Human Resources that they can return to work.
Employees who have health issues that put them at greater risk, per CDC guidelines, should consult with their primary care physicians or health care provider. If their advice is that the employee should avoid contact with others, the employee should email Human Resources. Furman will be flexible, working with at-risk employees on a case-by-case basis. An employee in this situation may use regular paid leave options including sick time and vacation time. The time off must be approved and considered with the employee’s manager in conjunction with Human Resources.
Furman University’s Employee Assistance Program (EAP) has created a webinar that provides many tips on how employees can cope with the impact of the current pandemic.
Furman’s chaplains are also available for counseling, care, and conversation to all faculty and staff as a confidential resource throughout the year. Meetings can be set up by email or phone. During campus closure, the chaplains can meet with faculty and staff by video conferencing or by phone (864.294.2133). To reach any of the chaplains by email:
Vaughn CroweTipton: vaughn.crowetipton@furman.edu
Kate Taber: kate.taber@furman.edu
Tiffany Cox: tiffany.cox@furman.edu
Employees must not be pressured to come to work if they are ill or need to stay at home to care for ill dependents. Additionally, managers and supervisors need to ensure that they are not pressuring otherwise healthy employees to not come in for reasons such as the employee’s ethnic or racial background, home address, having cared for a sick family member (without any indication of COVID-19), recent travel to unaffected areas, or other impermissible reasons.
Management’s Remote Worker Manual provides guidance to Furman University’s managers and supervisors who are managing employees working remotely during the mitigation efforts of the COVID-19 pandemic.
Please contact Human Resources will any additional questions at humanresources@furman.edu or call 864.294.2217.
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