Fall 2020 > 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.

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

Employees who receive health benefits from DePaul may access telehealth services or virtual visits, as outlined in the health plan design, meaning that the normal deductibles, co-pays and co-insurance will apply.

PPO and CDHP members may access telehealth services offered by their healthcare provider for non-urgent medical care, or they can access care through MDLive. MDLive is primarily for those who would not use their own regular provider for telehealth services or whose providers do not offer it. MDLive is essentially a pool of registered doctors who provide non-urgent medical and behavioral health services. PPO and CDHP members are encouraged to register with MDLive in advance of needing this service to enable a smoother process when care is needed.

HMO-IL members interested in virtual visits may do so 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.​

​The DCSA election change rules are very broad. Employees may change their status if there’s a change in the child-care provider. The change must be consistent with the reason for the change. For example, if the provider is no longer providing the care (i.e., summer day camp cancels or care is no longer needed) then the election can be reduced. To modify your Dependent Care election, please send an email request to hrbenefits@depaul.edu.

Instead of visiting the emergency room, VSP members can access services for essential medical eye care through VSP through December 31, 2020. 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.
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. Bright Horizons is monitoring the situation closely and depending on general CDC and local guidelines for handling the pandemic, will reopen care centers in accordance with local guidelines, as ap​propriate and safe to do so.

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 current policies from each of their provider partners. Or contact HealthEquity/WageWorks at (877) 924-3967.

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.

If they tested positive for COVID-19 or were exposed, please report the case using DePaul's online reporting form or call 773-325-3300 between 8 am to 8 pm, seven days a week. For more information about DePaul's reporting process, visit Newsline​

Managers will work with employees to determine appropriate work schedules and modes of work to ensure the continuity of university business.

For employees whose hours have been reduced due to COVID-19's impact on campus operations, one option is to participate in a “Talent Share" program. The program will connect staff employees who have available time and related skills with departments that need temporary support. Details about the program can be found at go.depaul.edu/talentshare.

Guidelines for student employees are available from the Office of Student Employment. Managers can visit the Student Employment website or contact studentemployment@depaul.edu.

Employees will continue to be paid through payroll services. Employees who have not already signed up for direct deposit are encouraged to do so 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 have any questions or concerns please email DePaulCommunityHealth@depaul.edu​. 

If you learn of a confirmed case of COVID-19 or a case of exposure to an individual with COVID-19:
  • Report about yourself here
  • Report about someone else here​​​
Faculty, staff and students can also report a case by calling 773-325-3300 between the hours of 8 am to 8 pm, seven days a week.

Please note that the privacy and anonymity of faculty, staff and students who have tested positive for COVID-19 and those who may be part of a contact tracing investigation will be maintained. 

For more information about DePaul's reporting process, please visit Newsline​

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 at 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

DePaul announced on July 1 that the continuation of teleworking will be decided on a unit-by-unit basis while DePaul maintains a reduced density of people on campus, in accordance with city and state public health guidelines. 

DePaul will encourage teleworking wherever possible to allow for observing the physical distancing and lower density public health officials have advised. Therefore, a significant portion of DePaul employees will continue to work remotely throughout the fall while some employees who have student and customer-facing duties, or whose work demands an on-site presence, will begin the careful process of returning to campus for work. A variety of flexible work modes will be adopted for employees and will be determined at the unit level. Any DePaul faculty and staff who are asked to return to campus in the near future will be given ample time to prepare.

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.

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.