​Coronavirus Resources

This page is updated frequently based on information available. 

 Wellness and Life-Work Balance Resources

For everyone:

CDC Resources for  Individuals who Need to Take Extra Precautions COVID-19

Remote Work: Making a Good Option Even Better

Harassment and Discrimination Prevention and Response During COVID-19:

"No single person or group of people are more likely than others to spread COVID-19...Stigma hurts everyone by creating more fear or anger toward ordinary people instead of focusing on the disease that is causing the problem. Stigma can also make people more likely to hide symptoms or illness, keep them from seeking health care immediately, and prevent individuals from adopting healthy behaviors. This means that stigma can make it more difficult to control the spread of an outbreak."
If you are a victim (or a witness) of harassment or discrimination for any reason, please contact Terri Frank, Lisa Schaufenbuel, or Eric Roesler.

Parent Related Resources:

Resources with a Focus on Race and Ethnicity:

Gender-Related Resources:

Individuals with Disabilities Related Resources:

Veteran Related Resources:

US Department of Veteran Affairs - COVID-19
US Department of Veteran Affairs - Managing Stress Related to COVID-19

If you need resources for a protected category need not specifically listed, please know that the resources listed within this section should cover your needs! If you use the resources provided and determine you have a need that cannot be supported through the resources, please contact us!

 Returning to UW-Stevens Point for Work - For Managers & Supervisors


Quick Reference Guide: List of contacts to support you during this process. Also, see the Wellbeing and Life-Work Balance resources to support you.

Employee Intermittent Furlough Submission Form and Supervisor Furlough Submission Form, visit thee-Form system.

For assigning consecutive day furloughs at the department level:

Understanding Furlough:

Academic Year 2020-2021 Workforce-wide Furlough:

All employees assigned intermittent furlough will receive individualized communication from UWSP Human Resources. Below are the details for the academic year 2020-2021 workforce-wide furlough.

To balance compensation reductions across the university in the most equitable way, those with higher salaries will incur a greater number of intermittent furlough days than those who earn less. Employees in less than full-time positions will have intermittent furlough proportionate to their FTE based on annualized compensation. This furlough plan was developed with feedback from shared governance groups, including Common Council, Faculty Council, Academic Staff Council and University Staff Council.

Employees are asked to work with their supervisors in determining furlough days to ensure continued operations. Only one intermittent furlough day may be taken per biweekly time period. There are 20 biweekly time periods during this time, so 20 furlough days is the maximum. Departments may propose consecutive day furloughs and work share plans to Human Resources.

The 2020-2021 Academic Year Furloughs use smoothing to reduce gross pay and make the furlough process easier for our employees. Smoothing is a payroll process that sets the compensation rate for all employees at a new base compensation to lessen the impacts of furlough days on regular compensation, resulting in more predictable take-home pay.

Smoothing results in the recaptured amounts happening in a shorter time period. Those time periods vary slightly by employee classification and are: 

  • Biweekly (“H” Basis):
    • Time period: Sunday, August 30, 2020 through Saturday, June 5, 2021
    • 1600 work hours for 1.0 FTE during that period
  • Monthly (“A” Basis):
    • Time period: September 1, 2020 through May 31, 2020
    • 1584 work hours for 1.0 FTE during that period
  • Academic or Semester Contract Employees:
    • Time period: August 24, 2020 through May 23, 2021
    • 1560 work hours for 1.0 FTE during that period

The number of work hours for a 1.0 FTE are different from a complete 12-month year, which is 2080. Therefore, the percentage reduction of gross pay will look like this:

Annual Salary 

# of Furlough Days Assigned 


Biweekly                         Monthly 
























Academic Year or Semester Contract Employees

9 (for full academic year)


To further understand how the smoothing will impact each of your paychecks reference the Academic Year 2020 - 2021 Furlough (with Smoothing) Paycheck Guide.

Note: Dining and Summer Conference (DSC) employees are not having smoothing applied for the workforce-wide/intermittent furlough. If you are a DSC employee, the table above applies to determine the number of intermittent furlough days assigned for the academic year. Simply disregard the % reduction portion of the table.

Use the below resources to schedule and take the furlough days during the academic year 2020-2021

Scheduling and Taking a Workforce-wide Intermittent Furlough Day Guide

Three days of most employee's assigned furlough days are set for: day after Thanksgiving, Nov. 27; Dec. 28 (winter break); and March 26, 2021 (during spring break). See the guide for further details.

Biweekly Time Periods and Pay Basis Timeframes

Employee Furlough Submission eForm Job Aid

Proration for New Hires and Employment Separations

Use the Proration for New Hires and Employee Separations document to determine the proration amount for individuals who have a start or end date after 9/1/2020. Individuals with a last day worked prior to 9/1/2020 are not being assigned intermittent furlough.

For Supervisors: Reviewing an Employee Preference Request

Employee Benefits:

The interim furlough policy provides that an employee will earn vacation, personal holiday, and sick leave while furloughed at the same rate as if they were not on furlough.

Sick Leave Conversion to Pay for State Group Health Insurance while on Furlough:

You may choose to convert accrued sick leave to pay for benefits while on furlough. In order to do so, there are potential significant outcomes and steps needed to impliment this option. Please review the resources below to determine if converting sick leave is right for you.

Wisconsin Retirement System and Furlough:

Furlough may impact Wisconsin Retirement System creditable years of service and earnings. For more information see theWRS Your Benefit Handbook
specifically the When do You Become Vested and Required Contributions to WRS pages.

Unemployment Insurance:

FaASLi and US individuals who are furloughed may be eligible for unemployment. The Wisconsin Department of Workforce Development (DWD) determines eligibility and approves claims. UW-Stevens Point's role is to respond with factual information such as employment category, earnings, and employment dates.

Please reference the below DWD resources to learn more about unemployment insurance during COVID-19.

DWD is experiencing delays in their unemployment benefits processing. See the Wisconsin State Journal article for more information. Also, watch or visit your local news channels or other local media for continued information.

 Needing Time Away from Work

As of December 31, 2020, COVID leave and Extended FMLA expired.

Request/Coordinate Flexible Time

Supervisors are and have been encouraged to support and allow flexible working hours where appropriate and possible. If you are interested in changing your schedule or in working alternative hours to make up time away, speak with your supervisor.

Taking Leave

If you need time away from work for yourself or to take care of a family member due to having COVID or related to COVID situations (ex: school is closed on a particular day of the week and you need to take care of your child), use the appropriate type of leave. The leave policies are listed below. You may take vacation, personal holiday, or a floating holiday for any reason. The sick leave policy outlines the specific reasons for using this type of leave.

Non-instructional Staff Leave Without Pay (LWOP)

Individuals interested in taking leave without pay to support the department and/or university budgeting may do so. The supervisor will review the request and take business needs into consideration for the approval in general and the dates requested.

Things to consider prior to requesting leave without pay:

  • An LWOP eave without pay may impact benefits, including leave accruals and WRS creditable years of service and earnings. Review the resources on the UW System Leave of Absence page to understand the implications fully.
  • An LWOP without pay is a voluntary option and during times of consecutive or intermittent furlough, the requested leave is in addition to assigned furlough.
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