Faculty and Staff FAQs

  • Yes. Kennesaw State is following USG guidance and has implemented Non-Closure Emergency Leave with Pay for eligible employees. Supervisors will be working with these eligible employees in order to answer questions or provide additional information.

    In addition, under the recently enacted “Families First Coronavirus Response Act”, federal law now provides additional leave options for employees dealing with circumstances related to the COVID-19 public health emergency. These new requirements take effect on April 1, 2020 and expire on December 31, 2020.  To request leave under this Act, please complete the request form here. Please contact HR at familiesfirst@kennesaw.edu with questions or additional information. 

  • Yes. All classes transitioned to remote learning beginning Wednesday, March 18. Students will hear directly from their professors about this transition. As a reminder, there will be no in-person classes between now and March 18. There will no instruction on March 16 or March 17.
  • ONLY faculty members, staff, and graduate students, identified as essential personnel for critical research operations, are authorized to work in labs at this time. Please find guidance on the Office of Research webpage, including which activities are considered critical.

    The following buildings are still accessible Monday - Friday from 8 a.m. to 5 p.m.

    Marietta Campus

    Johnson Library (9am-5pm)

    Norton Hall (Public Safety)

    Kennesaw Campus

    Sturgis Library (9am-5pm)

    Public Safety

    All other buildings on both campuses will be closed to general access. Only those staff and faculty members who have been authorized for 24 hour access to their offices buildings or academic buildings, will be able to enter these facilities. 

    For questions about current building access or granting building access, please email dooraccess@kennesaw.edu. 

    If you have any questions, please contact hr@kennesaw.edu.

  • Yes, faculty searches should continue virtually whenever possible. Please discuss the logistics of doing so with your college leadership.
  • Committee meetings and other service commitments should be conducted electronically when possible.
  • The Library Labs are open Monday - Friday, 9 AM - 5 PM, and closed on the weekends.

    Libraries on both campuses will be open for students to access materials and computers. Library computer labs will also be available for those students who do not have access to a computer and the internet. Capacity in each lab will be limited to ensure that students appropriately social distance. Computer labs will be sanitized regularly.

  • For faculty, please notify your college leadership if you need access to a laptop computer.

    For staff, UITS has limited inventory of resources to telecommute. Should an employee need equipment to facilitate a work from home situation, they should request the equipment needed in writing to their Cabinet member. The Cabinet member will review and, if approved, contact UITS to make the appropriate request.

  • KSU is open and operating. Staff with questions or concerns about their workplaces and the possibility of telecommuting should speak with their supervisors. We ask that staff who are feeling sick to please remain at home.

    In situations where work can temporarily be performed from home or at an alternate location without diminished employee performance or service delivery, we encourage managers to work with employees to consider telecommuting. A key consideration for managers is whether or not telecommuting is compatible with the employee’s job responsibilities. More information about telecommuting guidelines may be found here: https://uits.kennesaw.edu/telework/.

  • Student and staff tutors will be available online for students. We are compiling a list of campus tutoring resources that will be shared with colleges once complete.
  • The Office of Research (OoR) will be working with colleges and EHS to maintain University services that support laboratory research, and for overall implementation of research continuity. OoR will continue providing services related to the submission and management of funded research projects. If you have any questions or concerns about an upcoming proposal or a currently funded project, please reach out to any of the pre- or post-award staff, or email sponprog2@kennesaw.edu. For updates to proposal deadlines for internal awards, please visit https://research.kennesaw.edu/researchdev/advisory.php. For updates related to undergraduate research, please visit https://research.kennesaw.edu/our/advisory.php. For best practices on conducting research with human subjects, and with students, please visit: https://research.kennesaw.edu/compliance/advisory.php

    We are continuing to monitor federal and other sponsor websites and will post pertinent information as it becomes available on our website at https://research.kennesaw.edu/sponprog/advisory.php.

  • If a building or office is closed at the time of attempted delivery, mail and packages will be held at Chastain Point 204 at the Kennesaw Campus and Facilities and Central Receiving at 613 Chamblee Way at the Marietta Campus for department pick up between 9:00 AM and 3:00 PM, Monday through Friday. If you have special requests or circumstances, please call 470-578-3194.
  • Central Receiving and Distribution will reach out to individuals who have submitted a work order.
  • For requests and concerns related to access, please contact Door Access at (470)-578-6726 or dooraccess@kennesaw.edu.

  • All university-sponsored travel has been suspended through August 17. 

  • You should talk with your manager to explore telework options. Should your job and performance lend itself to remote working, your manager will work with you to facilitate this. Should you choose to telework, you will be expected to perform your job duties as assigned, so please keep in mind the needs of your child(ren) and ensure you can adequately address their needs and balance work as well. Should your position not lend itself to remote work, you may request leave under the Families First Coronavirus Response Act (FFCRA). More information and the request form can be found at https://hr.kennesaw.edu/familiesfirst.php.

  • All available leave will be allowed to minimize exposure for those who are high risk and are unable to telework. Under the recently enacted “Families First Coronavirus Response Act”, federal law now provides additional leave options for employees dealing with circumstances related to the COVID-19 public health emergency. These new requirements take effect on April 1, 2020 and expire on December 31, 2020. More information can be found at https://hr.kennesaw.edu/familiesfirst.php or by contacting HR at familiesfirst@kennesaw.edu. Additionally, employees may be eligible to request time from the institutional shared sick leave pool. These requests should be submitted to Human Resources by emailing Karen McDonnell, AVP of Human Resources at kmcdonn1@kenensaw.edu, and decisions will be made on a case by case basis.

  • University guidelines are that the individual should contact their health care provider, as well as the local department of public health.

    You should also inform your manager. You should not ask the employee health-related questions due to confidentiality and privacy laws.

    Any employee who is ill should stay home and contact their health care provider.

  • If diagnosed with COVID-19, employees will have to be cleared medically to return to work. The employee should provide Human Resources with documentation from their physician releasing them to return to work.

    If the employee has not traveled to a CDC Level 3 Travel Advisory country and that individual’s illness is not related to COVID-19, refer to the sick leave policy and department procedures. For normal sick time, documentation is not normally required. Individuals who are on short-term disability are required to provide documentation and clearance to return to work through the normal procedures for medical leave.

    If an employee has recently traveled to a CDC Level 3 Travel Advisory country, your employee must provide medical clearance to Human Resources to be cleared to return to work.

  • Current pay practices and overtime rules are in effect for all employees. The University is open for business, so regular pay practices are in effect.

    Please note: Campus is open, so employees who are asked to report to work on campus will be paid according to normal pay practices.

  • If you normally use a time clock to report time, then you should report your time worked, including any breaks, to your supervisor. Supervisors will be expected to enter any time into OneUSG in these situations.
  • Managers need to adhere to published payroll dates and ensure all time is entered and approved as normal.
  • Kennesaw State is following USG guidance and has implemented Non-Closure Emergency Leave with Pay for eligible employees. Supervisors will be working with these eligible employees in order to answer questions or provide additional information.

    In addition, under the recently enacted “Families First Coronavirus Response Act”, federal law now provides additional leave options for employees dealing with circumstances related to the COVID-19 public health emergency. These new requirements take effect on April 1, 2020 and expire on December 31, 2020.  To request leave under this Act, please complete the request form here. Please contact HR at familiesfirst@kennesaw.edu with questions or additional information. 

  • Given the wide variety of services that staff provide the Kennesaw State community, we recognize many functions do not lend themselves to being performed from home. In those situations, we encourage employees to adhere to previously-issued preventative hygiene guidance. When these measures are practiced with diligence, they are an effective means for minimizing the spread of the disease. In addition, employees should consult with their manager for specific protocols that may be in place for certain jobs. Enhanced cleaning protocols and additional hand sanitizer stations have been deployed in high traffic areas around campus.
  • In situations where work can temporarily be performed from home or at an alternate location, we encourage managers to work with employees to identify those instances and consider telecommuting. A key consideration for managers is whether or not telecommuting is compatible with the employee’s job responsibilities.

    In considering telework options, please note:

    • There is no end date for temporary telecommuting at this time; however, managers retain the ability to terminate the temporary agreement at any time;
    • Managers must ensure that hourly (overtime eligible) employees adhere to laws related to breaks, meal periods and overtime;
    • Managers should ensure the position(s) job requirements can be performed through telecommuting;
    • Managers should ensure team members have access to hardware and/or software technologies that can enable them to work remotely (laptop or desktop computer, mobile or landline telephone, adequate internet and mobile telephone coverage, etc.);
    • Managers should establish hours of work availability for their telecommuting team members, including expectations about attending meetings via videoconference or telephone, answering emails and taking calls, etc.;
    • Managers should ensure that the employee’s remote work does not violate data security policies or procedures;
    • Managers should document the arrangements via email, but with a clear understanding of expectations and note that the arrangement will be for this period only and employee(s) will be expected to return to their regular work location upon request of the supervisor.
  • Normally, it is by exception that a temporary/casual employee can telecommute. However, under the current circumstances, temporary/casual employees can be approved to telecommute if telecommuting is compatible with the employee’s job responsibilities. The manager should document the expectations around hours of work and the expectation to come to campus as needed. Managers must also ensure that hourly (overtime-eligible) employees adhere to laws related to breaks, meal periods, and overtime.
  • Managers should work with their HR Business Partner to identify employees who are eligible to telework. Your manager will determine if your position and performance lend itself to remote work or could be temporarily modified to integrate short-term remote work. If you have a role that is generally unable to work remotely, there may be creative ways to integrate remote work on a short-term basis. For instance, this can be an opportune time to catch up on:

    • Online training programs (related to safety, compliance, job skills, diversity and inclusion)
    • Creating or updating documentation regarding job responsibilities, processes, etc.

    You should have basic computer skills for email, internet browsing, and Microsoft Suite software, and be able to commit to working productively from a remote location for the duration identified.

    If an employee is identified as telework-eligible, the employee will be notified by their supervisor. The notification will include the expected schedule. If an employee has questions about their ability to telework, the employee should contact his/her supervisor. Final decisions will be made by the Cabinet member in the event of an escalation. If the employee is not eligible to telework, and the campus remains open, the employee is expected to report to work as normal. Failure to do so may result in disciplinary action.

  • Using a KSU configured and owned device is always the preferred alternative as it has been appropriately configured to meet KSU/USG security requirements no matter what the location is. However, should the need arise, please contact UITS Information Security department to make sure your personal device complies with KSU requirements. Employees working with high-risk data MUST use an encrypted device.
  • Reimbursement for using a personal phone will be determined by the department head.
  • Your office/workstation equipment is university property and should not be taken home.
  • For instructions on this and other UITS related teleworking questions, please go to https://uits.kennesaw.edu/telework/.

  • Student employees are eligible to telework where appropriate.  Managers may also allow student employees to utilize a flexible work arrangement that allows for social distancing at the on-campus location. With the exception of students who are part of the Federal Work Study program, student employees who are unable to work will not be paid. 

    Students who are part of the Federal Work Study program will continue to be paid even if they are not able to work.  This flexibility applies to enrolled students who earned federal work study wages prior to KSU moving to remote instruction.  It will remain in effect as long as remote instruction remains in place. 

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