Coronavirus Covid-19 Updates > FAQs > Employees and workforce

Employees and workforce

Benefits and Resources

All employees have access to wellness and educational resources through DePaul's employee assistance program, offered by ComPsych® GuidanceResources® (the organization web ID to log-in is EAP4DPU).

Confidential counseling sessions are also available for employees, spouses and dependents (up to 6 free sessions per employee/spouse/dependent, per “incident”). To speak with a counselor or schedule an appointment, employees may call 800-621-4124 anytime.

Specific to the COVID-19 pandemic, ComPsych® GuidanceResources® has developed a Coronavirus Digital Toolkit to offer resources to offer guidance on how to remain healthy and deal with the emotional impacts of the outbreak.

​DePaul employees can also access resources to support their health from Interactive Health​. Interactive Health is DePaul’s partner for the Healthy Vincent’s Wellness program; if you are currently participating in this program, the next challenge starts in early May.​


Yes. All costs for COVID-19 testing are waived for all medical plan participants per the federal Families First Coronavirus Response Act (FFCRA).  ​

​If you receive health benefits from DePaul as a PPO or CDHP member through BCBSIL, you can access virtual care to reduce your risk of exposure to COVID-19 or other viruses. This benefit also gives you access to more than just immediate care. If your current provider offers telehealth visits, you can access covered services as outlined in your benefit plan through telemedicine. 

Also available to PPO and CDHP members (including covered dependents) is MDLIVE. This service allows members to consult board-certified doctors for non-emergency situations by phone, mobile app or online video 24 hours a day, seven days a week.  MDLIVE doctors can even send prescriptions to your local pharmacy. Learn more about MDLIVE and register online. Copays are waived for virtual visits between March 18 and April 30 (includes medical and behavioral health visits).

HMO-IL members may also have access to virtual visits for medically necessary services from providers in their medical group who offer telehealth, subject to HMO rules, such as using your Primary Care Physician for a referral. Contact your Primary Care Physician for more information and to coordinate your medical care services.

Details about COVID-19 coverage for BCBSIL members can be found on the BCBSIL website.

Medicare Advantage Plan (MAPD) members have cost-sharing for all COVID-19 related services waived. Contact BCBS’s MAPD customer service line for more information at 877-299-1008 or visit the Retiree page​ on HR.depaul.edu to view communications materials sent by BCBS to members.​

Instead of visiting the emergency room, VSP members can access services for essential medical eye care through VSP​ during the month of April. VSP members can continue to use their routine VSP benefits for replacement glasses or contact lenses. Members should contact their vision provider or call the VSP Customer Care team at (800) 877-7195.

We understand that you may have many questions and concerns about market volatility and its potential impact on your retirement plan. Our 403(b) Retirement Plan fund sponsors, Fidelity Investments and TIAA, have resources available for participants and are available to review your retirement planning and investment goals.  

While on-campus individual counseling sessions have been temporarily suspended due to COVID-19 precautions, you can still contact Fidelity or TIAA and speak directly with a financial advisor regarding your plan balance. 

Both Fidelity and TIAA launched modified procedures and enhanced resources such as:

  • ​Improved procedures for handling notaries and other paperwork electronically (contact Fidelity or TIAA for specific questions).
  • Materials, webinars, resources available on their respective sites for dealing with market volatility and changes due to CARES Act.
  • Relief on Minimum Required Distributions for those who are already receiving payments (can defer 2020 distribution) under CARES Act.
  • Postponed minimum age for Required Minimum Distributions beginning in 2020 – change from age 70.5 to 72 under SECURE Act.
  • FEMA hardship category added for national emergency.
Fidelity Resources:
​TIAA Resources:

Benefit-eligible faculty and staff can take advantage of emergency caregiving needs through Bright Horizons. Bright Horizons' on-site care centers and partner centers are temporarily closed. However, Bright Horizons' in-home back-up care network continues to offer a variety of options to employees. In-home care is available by registering on the Bright Horizons site and placing a reservation for care.  

If Bright Horizons is not able to fulfill your request, reimbursements for COVID-19 Out-of-Network Care are available as part of your Bright Horizons Back-Up Care program through May 15, 2020. Bright Horizons is monitoring the situation closely and depending on general CDC and local guidelines for handling the pandemic this May 15 date may be extended if appropriate.

Register online for Bright Horizons services (Employer Username: DEPAUL; Employer Password: VINCENT). Additional information about guidelines on back-up care related to COVID-19 can be found on the Bright Horizon's website.

For questions regarding returns or refunds for transit and parking products purchased with your HealthEquity/WageWorks Commuter Card or HealthEquity/WageWorks Voucher, please contact the agency where you purchased the product. HealthEquity/WageWorks cannot provide refunds for their products. Visit the HealthEquity/WageWorks Coronavirus Commuter Communication site​ for the most up-to-date policies for each of their provider partners. Or contact HealthEquity/WageW​orks at 877-924-3967 Monday through Friday 7 a.m. to 7 p.m. 

Employees with Direct Reports

A manager cannot make medical inquiries or ask about symptoms, but should encourage an employee to rest, if ill, and to seek medical help, if necessary. The manager should also inform the employee about sick leave, and refer the employee to DePaul's sick leave policy.

It may be helpful to refer the employee to the following guidance from the Chicago Department of Public Health regarding COVID-19 to determine whether they should seek testing, consult with a doctor, or self-quarantine. 

The university is implementing remote work options to the extent possible while continuing to ensure the continuity of operations and minimal disruption in the livelihoods of faculty, staff and student workers.

Human Resources has shared general guidelines for the university's approach to paying faculty, staff and student workers during this unprecedented time. These guidelines are effective through June 30, 2020.

Beginning July 1, 2020, the university will only pay for actual hours worked. Staff employees whose pay will be affected will be contacted directly by their manager. Managers will review the available work with their employees and determine the revised weekly work schedule for any employee with reduced hours.  For affected staff, the university is exploring ways to offer additional work opportunities by establishing a “Talent Share" program. The program will be managed by the Talent Acquisition team in the Office of Human Resources and will connect employees who have available time and related skills with departments that need temporary support.

While working remotely, faculty and staff will continue to be paid through payroll services. 

If you are a DePaul employee who does not utilize payroll direct deposit, you may not receive paychecks in a timely manner or at all if campus operations or U.S. Postal Service operations are further disrupted. Employees who have not already done​ so are highly encouraged to switch to direct deposit immediately, both to ensure continuity of ongoing payment activity and to help safeguard the health of payroll, treasury, mailroom and other employees involved in the manual production of printed checks. Please follow these instructions from Financial Affairs to sign up.

You should discourage discussion about a specific employee who may be perceived as sick, regardless of whether they are confirmed to have the virus or not. Privacy and confidentiality of the employee should be protected. 

A manager cannot make medical inquiries or ask about symptoms, but should encourage an employee to rest, if ill, and to seek medical help, if necessary.​


​If you learn of a confirmed case of COVID-19 at DePaul University, email hpw@depaul.edu. 

Students may directly contact Shannon Suffoletto, director of Health Promotion and Wellness at ssuffole@depaul.edu or (773) 325-7129. Faculty and staff may directly contact Cheryl Hover, associate director of Emergency Management, at chover@depaul.edu or (312) 362-7078. 

The privacy and anonymity of employees who have tested positive for COVID-19 and those who may be part of a contact tracing investigation will be maintained. 

As in any situation where an employee seems to be ill, you may encourage the employee to go home and rest. A manager cannot make medical inquires or ask about symptoms, but can inform the employee about sick leave and suggest that the employee seek medical attention from his/her health care provider, if necessary.​


​You should consult with the Employee Relations unit in the Office of Human Resources (312-362-8500) prior to taking action in this situation.​

Provide the employee with resources to answer his/her questions, such as the CDC or World Health Organization websites. DePaul’s Employee Assistance Program, ComPsych® GuidanceResources®, also offers resources to employees to handle stress and work/life issues related to pandemic concerns through their Coronavirus U.S. Digital Toolkit.​

Sick Leave and Paid Time Off

The short-term disability benefit and the FMLA (Family and Medical Leave Act) may apply based on certification of the employee’s condition by a medical practitioner. The employee should contact the Lincoln Financial Group for instructions (800-341-0593, or access the Lincoln Financial portal through myHR and then select: Self Service > Benefits > Lincoln Financial). Details about the FMLA process can be found on the Office of Human Resources website​.​​

A full-time exempt employee may use sick time. A full-time non-exempt employee may use accrued sick time (up to 30 days based on the employee's sick time bank), floating holidays, and then vacation time in that order. A part-time employee may use up to 60 hours of paid sick time per year, based on their accrual. Part-time employees accrue sick time at a rate of one (1) hour for every forty (40) hours of work.

For extended periods of illness (after five days), eligible employees may qualify for short-term disability benefits or FMLA based on certification of their condition by a medical practitioner. The employee should contact the Lincoln Financial Group for instructions (800-341-0593, or access the Lincoln Financial portal through myHR and then select: Self Service > Benefits > Lincoln Financial). Details about the FMLA process can be found on the Office of Human Resources website.


Employees may use up to sixty (60) hours of sick time each calendar year to care for a family member due the family member's illness, injury, or medical appointment. For non-exempt employees, these days are charged against accrued sick time. It is the employee's responsibility to track and report the amount of sick time used to care for their family member to the employee's manager. FMLA (Family Medical Leave Act) may apply in this situation and the employee should contact the Lincoln Financial Group for instructions (800-341-0593). Details about the FMLA process​ can be found on the Office of Human Resources website.​

Working Remotely

In light of federal and state stay-at-home guidelines and for the health and well-being of our entire community, DePaul also announced the extension of work from home​ through at least July 17, 2020. 

This short video offers five simple ways to make your mental health a priority while you are working from home.

Specific to the COVID-19 pandemic, DePaul’s Employee Assistance Program, ComPsych® GuidanceResources®, offers resources to employees to handle stress and work/life issues related to pandemic concerns through their Coronavirus U.S. Digital Toolkit. 

Confidential counseling sessions are also available for DePaul employees, spouses and dependents (up to 6 free sessions per employee/spouse/dependent, per “incident”). To speak with a ComPsych® GuidanceResources® counselor or schedule an appointment, employees may call 800-621-4124 anytime.

In addition, DePaul employees can access resources to support their health from Interactive Health, DePaul’s partner for the Healthy Vincent’s Wellness program.

Information Services created a Knowledge Base providing a list of IT resources available at DePaul related to remote work, technology for teaching and learning, and support services, and instructions for using them. This site will be updated continually with new resources. Check back frequently.

The Office of Human Resources created a Guide to Effective Remote Work (Telework/Telecommuting) to help managers and employees establish effective teamwork, continued productivity, and service to the DePaul University community in light of the ramifications of COVID-19.

Submit a question

If you can’t find an answer that you’re looking for, submit a question to our COVID-19 response team.