Frequently Asked Questions (FAQS)

These FAQs are a dynamic library of common questions arising relating to coronavirus and its implications at work.

They have been divided across the following themes:

Top Questions

What are the plans for returning to campus?

Plans are now underway to progress a gradual return to campus in a safe and secure manner. The majority of colleagues are now anticipated to return one day per week in September, increasing to two days per week in October then with no restrictions from November. Exact arrangements will be managed and communicated at a local level and will remain subject to any future changes in Government advice. An overview of relevant coronavirus information, guidance and support for staff can be found in the Coronavirus Information for Staff pages.

The return will be backed by risk assessments at unit/area level and the University has developed a bespoke individual vulnerable person COVID-19 risk assessment to be carried out in all such cases in addition to the area/generic risk assessment. Where appropriate, any return to campus for vulnerable individuals will be planned and managed subject to the use of the relevant risk assessments and the application of appropriate restrictions/risk mitigation and with due consideration to any identified personal preferences.

Further information on risk assessments can be accessed on the Safety and Environmental Protection Service website.

Colleagues should also complete the Return to Campus re-induction moodle course before their return.

Will I be asked to work on campus if I was previously shielding/am otherwise vulnerable/live with a vulnerable person?

Colleagues who were previously shielding or were otherwise identified as being in a vulnerable group may naturally have additional concerns over the return to campus. At this stage, the majority of staff are now anticipated to return to campus 1 day per week from September, rising to 2 days per week from October thereafter reverting to normal/new normal working arrangements. Managers should discuss and explore any concerns and support individuals as required through the return. Colleagues should be reassured that plans are underway to progress the return to campus in a safe and secure manner, in line with the latest Government advice and easing of restrictions. University safeguards also mean that our campus is likely to remain a safer environment than many other environments out in wider society.

The return will be backed by risk assessments at unit/area level and the University has developed a bespoke individual vulnerable person COVID-19 risk assessment to be carried out in all such cases in addition to the area/generic risk assessment. Where appropriate, any return to campus for vulnerable individuals should be planned and managed subject to the use of the relevant risk assessments and the application of appropriate restrictions/risk mitigation and with due consideration to any identified personal preferences.Colleagues and teams (particularly those with reservations or concerns) should explore how to best to progress their return to campus. For some, a short or quick visit to campus (e.g. for one meeting or to meet colleagues for coffee or lunch) may help to familiarise with the changes and ease concerns, with a view to gradually phasing up their time spent on campus over a number of weeks. Options such as these should be explored to establish how best any return may be supported alongside the wider university community. It may also be appropriate to agree a short-term plan and to review and adjust this as the weeks progress.

Further information on risk assessments can be accessed on the Safety and Environmental Protection Service website. An overview of relevant coronavirus information, guidance and support for staff can be found in the Coronavirus Information for Staff pages.

 

What are the rules on wearing face coverings?

In line with Scottish Government guidance, non-exempt individuals must wear face coverings while on campus: 

  • when moving around in buildings 
  • outside, in congested areas 
  • in libraries and study spaces at all times 
  • in classrooms (including teaching labs) 
  • in offices and other workplace settings, where one metre distancing is not possible 

Face coverings are not required: 

  • when eating or drinking 
  • when exercising 
  • when seated in offices and other workplace settings, where one metre distancing is possible 

Individuals may, at their own discretion, remove face coverings temporarily while teaching or presenting, provided they are distanced from others. Further more specific information on this is available on the Learning & Teaching Planning pages.

Specialist research settings are subject to bespoke risk assessments; local rules should be followed in these areas. 

What has been done about ventilation on campus?

Over recent months, Estates have been working with colleagues across the organisation to better understand ventilation in our buildings and put in place measures to improve it where necessary. 

This work has involved an audit of our campus and facilities, with over 12,000 spaces assessed for ventilation.Further information on the specific details of ventilation assessment are available in the ventilation FAQs. 

I am interested in changing my working arrangements on my return to campus, what can I do?

Plans are now underway to progress a gradual return to campus in a safe and secure manner. The majority of colleagues may, if appropriate, return one day per week in September, moving to two days per week in October then on to normal or new working arrangements thereafter. Exact arrangements will be managed at a local level and will remain subject to any future changes in Government advice.

It has been established through the pandemic that many colleagues are keen to retain many of the positive aspects of the new ways of working and that, whilst not suitable for all, a larger degree of ‘hybrid working’ will feature in our working lives going forward. Colleagues who wish to explore any new working arrangements should explore this with their line manager in the first instance to explore potential options and how these may fit with the wider team. Colleagues may also wish to look at the University’s Flexible Working Policy to understand the range of informal or formal options available to them.

Based on medical/Government advice, I am self-isolating – what does this mean for me at work?

Where individuals are self-isolating in line with the latest Scottish Government advice (or any other professional medical advice), they will continue to receive full pay as normal throughout the recommended period of time. Normal absence reporting procedures should be followed and arrangements should be made to work remotely as far as the circumstances, role or available technology permits. Communication should be maintained between the individual and their manager with regards to progress or likely timescales. Line managers may request to see confirmation of the need to self-isolate and the Government has established a system to provide ‘isolation notes’ to employers which may support this. 

Line managers should record any such absence in CoreHR using the ‘Self Isolation’ reason code.

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.

My childcare/care arrangements have been disrupted due to the pandemic. What support is available to me?

The University recognises the extra burden being placed on colleagues who are affected by pandemic related impacts on childcare/care arrangements. Colleagues should be reassured that the University will be as flexible as possible in accommodating childcare/caring responsibilities and colleagues should hold conversations with their line manager in the first instance to discuss any support required. 

As with the previous periods of disruption, approaches such as flexible hours, alternative start/finish times and following an output-based approach may be helpful at this time. Colleagues may wish to refer to the University’s Flexible Working Policy whilst the Emergency Time Off to Care for Dependants and/or Support for Carers policies may also be applicable. 

Line managers may also seek support from their local HR Team for cases where alternatives are not available. 

 

Where can I access wellbeing support?

This is a challenging and uncertain period of time and it is understood that colleagues access support in different ways.

Informal support may be sought amongst colleagues or through approaching an appropriate line manager. Additionally, support for mental health and wellbeing is available free of charge and on a confidential basis to all members of staff; please make use of these resources if your wellbeing is affected or if you simply need someone to talk to. Further information is available on our Health & Wellbeing webpages.

PAM Assist is an external and independent service that offers support at any time of day, including personal counselling, by phone, face-to-face, email or video. We also provide access for UofG staff to Togetherall, which offers peer-to-peer mental health support and there is a team of trained Mental Health First Aiders who are contactable via the Health & Wellbeing support pages.

The  can also be referred to in order to aid consideration of possible support options.

Returning to Campus

What are the plans for returning to campus?

Plans are now underway to progress a gradual return to campus in a safe and secure manner. The majority of colleagues are now anticipated to return one day per week in September, increasing to two days per week in October then with no restrictions from November. Exact arrangements will be managed and communicated at a local level and will remain subject to any future changes in Government advice. An overview of relevant coronavirus information, guidance and support for staff can be found in the  pages.

The return will be backed by risk assessments at unit/area level and the University has developed a bespoke individual vulnerable person COVID-19 risk assessment to be carried out in all such cases in addition to the area/generic risk assessment. Where appropriate, any return to campus for vulnerable individuals will be planned and managed subject to the use of the relevant risk assessments and the application of appropriate restrictions/risk mitigation and with due consideration to any identified personal preferences.

Further information on risk assessments can be accessed on the Safety and Environmental Protection Service website.

Colleagues should also complete the Return to Campus re-induction moodle course before their return (even if they did so as revisions have been made).

Will I be asked to work on campus if I was previously shielding/am otherwise vulnerable/live with a vulnerable person?

Colleagues who were previously shielding or were otherwise identified as being in a vulnerable group may naturally have additional concerns over the return to campus. At this stage, the majority of staff are now anticipated to return to campus 1 day per week from September, rising to 2 days per week from October thereafter reverting to normal/new normal working arrangements. Managers should discuss and explore any concerns and support individuals as required through the return. Colleagues should be reassured that plans are underway to progress the return to campus in a safe and secure manner, in line with the latest Government advice and easing of restrictions. University safeguards also mean that our campus is likely to remain a safer environment than many other environments out in wider society.

The return will be backed by risk assessments at unit/area level and the University has developed a bespoke individual vulnerable person COVID-19 risk assessment to be carried out in all such cases in addition to the area/generic risk assessment. Where appropriate, any return to campus for vulnerable individuals should be planned and managed subject to the use of the relevant risk assessments and the application of appropriate restrictions/risk mitigation and with due consideration to any identified personal preferences.Colleagues and teams (particularly those with reservations or concerns) should explore how to best to progress their return to campus. For some, a short or quick visit to campus (e.g. for one meeting or to meet colleagues for coffee or lunch) may help to familiarise with the changes and ease concerns, with a view to gradually phasing up their time spent on campus over a number of weeks. Options such as these should be explored to establish how best any return may be supported alongside the wider university community. It may also be appropriate to agree a short-term plan and to review and adjust this as the weeks progress.

Further information on risk assessments can be accessed on the Safety and Environmental Protection Service website. An overview of relevant coronavirus information, guidance and support for staff can be found in the Coronavirus Information for Staff pages.

I am worried about travelling into campus/being on campus, what should I do?

Plans are now underway to progress a return to campus in a safe and secure manner. Exact arrangements will be managed at a local level and will remain subject to any future changes in Government advice. An overview of relevant coronavirus information, guidance and support for staff can be found in the Coronavirus Information for Staff. It is recognised that this is a challenging and uncertain period of time and it is understood that colleagues access support in different ways. 

Colleagues can be assured that the return will be backed by risk assessments at unit/area level and the University has developed a bespoke individual vulnerable person COVID-19 risk assessment to be carried out in all such cases in addition to the area/generic risk assessment. Where appropriate, any return to campus for vulnerable individuals will be planned and managed subject to the use of the relevant risk assessments and the application of appropriate restrictions/risk mitigation and with due consideration to any identified personal preferences.

As part of any conversation relating to a return to campus, colleagues should speak with their line manager in the first instance to share any concerns and to discuss any potential support that may be put in place. For some with concerns around their commute, points to consider may include flexibility around working hours/times if this aids consideration of travel options.

Additionally, support for mental health and wellbeing is available free of charge and on a confidential basis to all members of staff; please make use of these resources if your wellbeing is affected or if you simply need someone to talk to. Further information is available on our Health & Wellbeing webpages.  

PAM Assist is an external and independent service that offers support at any time of day, including personal counselling, by phone, face-to-face, email or video. 

We also provide access for UofG staff to Togetherall, which offers peer-to-peer mental health support and there is a team of trained Mental Health First Aiders who are contactable via the Health & Wellbeing support pages

Further information relating to the return to work can be found in the Coronavirus Information for Staff pages.

What are the rules on wearing face coverings?

In line with Scottish Government guidance, non-exempt individuals must wear face coverings while on campus: 

  • when moving around in buildings 
  • outside, in congested areas 
  • in libraries and study spaces at all times 
  • in classrooms (including teaching labs) 
  • in offices and other workplace settings, where one metre distancing is not possible 

Face coverings are not required: 

  • when eating or drinking 
  • when exercising 
  • when seated in offices and other workplace settings, where one metre distancing is possible 

Individuals may, at their own discretion, remove face coverings temporarily while teaching or presenting, provided they are distanced from others. Further more specific information on this is available on the Learning & Teaching Planning pages.

Specialist research settings are subject to bespoke risk assessments; local rules should be followed in these areas. 

I am interested in changing my working arrangements on my return to campus, what can I do?

Plans are now underway to progress a gradual return to campus in a safe and secure manner. The majority of colleagues may, if appropriate, return one day per week in September, moving to two days per week in October then on to normal or new working arrangements thereafter. Exact arrangements will be managed at a local level and will remain subject to any future changes in Government advice.

It has been established through the pandemic that many colleagues are keen to retain many of the positive aspects of the new ways of working and that, whilst not suitable for all, a larger degree of ‘hybrid working’ will feature in our working lives going forward. Colleagues who wish to explore any new working arrangements should explore this with their line manager in the first instance to explore potential options and how these may fit with the wider team. Colleagues may also wish to look at the University’s Flexible Working Policy to understand the range of informal or formal options available to them.

What safety precautions are being put in place in my office/place of work/around campus?

Plans are now underway to progress a gradual return to campus in a safe and secure manner.A range of modifications and adjustments have been made around Campus to support social distancing and manage the risks identified by the risk assessment process and everyone should complete the Moodle induction (Return to Campus) before any return to work in the office or on Campus.

Ventilation systems are one of the key areas of focus to minimise the risk of transmission and colleagues can be reassured that over 11,500 workspaces have been assessed to ensure ventilation is adequate in line with Government guidance with only a very small percentage of spaces requiring additional intervention to ensure ventilation is adequate.

Additionally, each School/Research Institute/Service is overseeing the best approach to ensuring safety in their local area.

Local COVID-19 risk assessments are being used to identify any specific risks of a unit’s work to ensure that control measures are in place to protect people against harm, so far as is reasonably practicable.

The risk assessments can be accessed on the Safety and Environmental Protection Service website. An overview of relevant coronavirus information, guidance and support for staff can be found in the Coronavirus Information for Staff pages.  

 

Where can I see risk assessments carried out for my place of work?

Local risk assessments will be carried out where appropriate across the University and local management teams should be able to advise accordingly.

Risk assessments can be accessed on the SEPs website here. Further information relating to any return to work can be found in the COVID recovery - guidance and support webpages, including over-arching principles and guidance.

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.

What has been done about ventilation on campus?

Over recent months, Estates have been working with colleagues across the organisation to better understand ventilation in our buildings and put in place measures to improve it where necessary. 

This work has involved an audit of our campus and facilities, with over 12,000 spaces assessed for ventilation.Further information on the specific details of ventilation assessment are available in the ventilation FAQs. 

My childcare/care arrangements have been disrupted due to the pandemic, what support is available to me?

The University recognises the extra burden being placed on colleagues who are affected by pandemic related impacts on childcare/caring responsibilities. Colleagues should be reassured that the University will be as flexible as possible in accommodating childcare/caring responsiblities and colleagues should hold conversations with their line manager in the first instance to discuss any support required. 

As with the previous periods of disruption, approaches such as flexible hours, alternative start/finish times etc may be helpful at this time. Colleagues may wish to refer to the University’s Flexible Working Policy whilst the Emergency Time Off to Care for Dependants and/or Support for Carers policies may also be applicable. 

Line managers may also seek support from their local HR Team for cases where alternatives are not available. 

Is the University insisting staff/students receive a coronavirus vaccine?

Whilst the University encourages all members of its community to receive the vaccine if they are able to do so, no individual should be compelled to do so under any circumstances.

Can I ask others if they have been vaccinated?

Whilst vaccination status may arise or be shared through dialogue relating to the return to campus (or as part of risk assessment based conversations), managers (or any other colleague) cannot compel others to share their vaccination status. Furthermore, it is recognised that members of our community are at different stages of comfort with being on campus and with this in mind colleagues should be sensitive to the impacts of openly sharing their vaccination status (particularly if they have chosen not to receive the vaccine).

Self-isolating

Should I self-isolate?

Individuals are required to self-isolate if they or a member of their household are displaying symptoms of coronavirus and/or if they are awaiting a coronavirus test result (or indeed have had a positive result). Individuals may also be advised to self-isolate by the NHS Test & Protect Team. You can find all of the latest health guidance relating to COVID-19 (coronavirus) on the Test and Protect website.

Staff who are self-isolating but feel otherwise well and able to work should discuss possible alternatives with their line manager around working remotely, taking into account the available remote working support and resources

Where individuals are self-isolating in line with the latest Scottish Government/NHS advice (or any other professional medical advice), they will continue to receive full pay as normal throughout the recommended period of time. Normal absence reporting procedures should be followed and arrangements should be made to work remotely as far as the circumstances, role or available technology permits. Communication should be maintained between the individual and their manager with regards to progress or likely timescales. Line managers may request to see confirmation of the need to self-isolate.

Colleagues should also consider downloading the NHS Protect Scotland app from their relevant app store to increase their own chances of being alerted if they have been in proximity to a confirmed case of coronavirus.

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.

Someone in my household has tested positive for coronavirus - should I self-isolate?

You can find all of the latest health guidance relating to COVID-19 (coronavirus) on the NHS Inform website and more specific information relating to isolating (and the wider Test and Protect system) is available on the Test and Protect website.

Someone I have caring responsibilities for has been advised to isolate – how does this affect me at work?

In all cases, the advice of NHS Scotland should be followed first and foremost with regards to how any period of isolation may affect other members of the household.

Where colleagues are not required to isolate, but one or more dependants are, it is recognised that this may present challenges around balancing work and caring responsibilities.

Individuals should as far as possible explore any options to share the provision of care within their household in the first instance. Beyond this, discussion should take place with line managers to explore options at work to ensure as much continuity as possible.

For those working from home, this may involve ensuring a focus on outputs rather than time worked, including flexing hours as needed in order to balance work and home pressures, being mindful of the need to maintain personal wellbeing.

For colleagues working on campus, discussions should take place to explore any possible alternative working arrangements that may support individuals to balance the provision of care at home with other members of the household. This may include exploring alternative shift start/finish times or potential shift swaps. 

Emergency Time Off to Care for Dependants leave and/or Carers Leave may also be applicable (subject to eligibility) whilst annual leave should also be considered, particularly where leave balances remain high towards the end of the leave year.

 

I have been advised by NHS Test & Protect that I have been in the proximity of someone with COVID-19. What should I do?

If you have been contacted by NHS Scotland team then you should follow any advice given and self-isolate accordingly.

You can find all of the relevant health guidance relating to COVID-19, including advice on self-isolation on the NHS Inform website.

Where individuals are self-isolating in line with NHS Scotland advice, they will continue to receive full pay as normal throughout the recommended period of time. Normal absence reporting procedures should be followed and arrangements should be made to work remotely as far as the circumstances, role or available technology permits. Communication should be maintained between the individual and their manager with regards to progress or likely timescales.

Line managers may request to see confirmation of the need to self-isolate and the Government has established a system to provide ‘isolation notes’ to employers which may support this.

Line managers should record any such absence in CoreHR using the ‘Self Isolation’ reason code.

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.

Based on medical/Government advice, I am self-isolating – what does this mean for me at work?

Where individuals are self-isolating in line with the latest Scottish Government advice (or any other professional medical advice), they will continue to receive full pay as normal throughout the recommended period of time. Normal absence reporting procedures should be followed and arrangements should be made to work remotely as far as the circumstances, role or available technology permits. Communication should be maintained between the individual and their manager with regards to progress or likely timescales. Line managers may request to see confirmation of the need to self-isolate and the Government has established a system to provide ‘isolation notes’ to employers which may support this. 

Line managers should record any such absence in CoreHR using the ‘Self Isolation’ reason code.

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.

I need to self-isolate but had annual leave planned, what should I do?

Where annual leave plans are disrupted by being required to self-isolate in line with the Government advice, it may be appropriate to reschedule annual leave. The circumstances of each case will however vary and many who are self-isolating may still wish to take annual leave as a break from work, or they may wish to (and be able to) continue working in order to book their leave for another time. Discussion should take place in the normal way with the appropriate line manager. 

Those who are self-isolating and unwell/unfit to work should utilise sick leave in the normal way. 

Remote/Hybrid Working

Where can I get support related to remote working?

The Glasgow Anywhere pages contain a range of support, guidance and tools to support remote or hybrid working.

How do I carry out a DSE assessment in a hybrid world?

DSE training and assessment is done via an online system that allows individuals with a GUID to undertake training in computer workstation set up and use, and on completion of the training to carry out a personal workstation assessment. This is done on a self-assessment basis but can be done in consultation with a manager. The system is accessed via the My Glasgow Staff Portal and is listed within the Services tile (where CoreHR, Parking Permit portal etc also appear.) It is the final item in that tile titled “Workstation Training and Assessment”. There is also guidance on how to access the system within SEPS webpages on computer use. 

Health, Safety & Wellbeing regard this as part of the mandatory training for new employees and also recommend regular refresher training be undertaken. The workstation assessment can be repeated at any time for work or home work environments.

A “Homeworking Essentials” training package was introduced in January 2021. This provides more general advice on the home work environment, but also includes information on DSE workstation set up. 

 

 

Can I claim an allowance for increased costs relating to working from home?

The University does not pay homeworking allowances which would normally be applicable where the home/remote working arrangement is contractual. Individuals may however wish to claim tax relief for periods they have worked from home (subject to eligibility rules) in the normal way via the Gov.uk portal.

Wellbeing

Where can I access wellbeing support?

This is a challenging and uncertain period of time and it is understood that colleagues access support in different ways. 

Informal support may be sought amongst colleagues or through approaching an appropriate line manager. Additionally, support for mental health and wellbeing is available free of charge and on a confidential basis to all members of staff; please make use of these resources if your wellbeing is affected or if you simply need someone to talk to. Further information is available on our Health & Wellbeing webpages.  

PAM Assist is an external and independent service that offers support at any time of day, including personal counselling, by phone, face-to-face, email or video. 

We also provide access for UofG staff to Togetherall, which offers peer-to-peer mental health support and there is a team of trained Mental Health First Aiders who are contactable via the Health & Wellbeing support pages

Annual Leave / Holidays / Time Off

What are the University’s expectations around annual leave in 2021?

Now more than ever it is important for physical and mental wellbeing that proper breaks are taken from work and with this in mind local management teams will continue to proactively promote the booking and management of annual leave in their respective areas. To support this dialogue, the University has set out expectations that leave will be utilised throughout the year as follows:  

  • 10 days of the allocation for 2021 were expected to be taken or agreed in the HR system by the end of June 2021 
  • A further 10 days were expected to be taken or agreed in the HR system by the end of September 2021
  • Any remaining days are expected to be taken by the end of December 2021 (subject to any management agreed carry forward)

These expectations apply equally to all colleagues, including those on furlough. 

Leave should be planned and booked as far as possible in advance and should be mindful of the fact that at this time the expectation is that up to 5 daysmay be carried forward into 2022 as normal (with local management agreement). 

Where leave balances remain high at or around the dates mentioned above, local management teams will work directly with colleagues to ensure leave is scheduled appropriately. Any local variations to the above position (e.g. to account for specific operational pressures) will be communicated accordingly. 

Those on furlough during this period must also continue to utilise leave in the normal way and local management teams will work with colleagues to ensure this is scheduled appropriately. 

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.

I would like to attend a memorial for someone who died during the pandemic. What type of leave am I entitled to?

The University understands that the impact of the Covid Pandemic has meant that staff who were affected by bereavement may have been unable to attend funerals due to previous restrictionsUnderstandably, some families are choosing to hold memorials at a later date. In order to support colleagues in these circumstancesbereavement leave under the University’s Bereavement Leave Policy may be utilised for the purpose of attending a memorial. 

I am travelling overseas, what are the implications for work?

When considering travel overseas, colleagues should consider any travel restrictions they may face on their journey, including the need to take coronavirus tests or to quarantine. The latest Scottish Government travel and quarantine advice can be found on the Governments international travel and quarantine website. In the case of staff travelling on essential University business, the University will cover the costs of testing alongside all other reasonable expenses. The University will however not normally cover the costs of testing or quarantine hotels for staff who are returning or relocating to the UK, except in cases of financial hardship.

For any cases of personal travel, consideration should be given in particular to how these restrictions might impact upon ability/availability to work and to the fact that the position may change at short notice (i.e. potentially close to the departure date or even whilst overseas). In some roles working from home during quarantine may be possible however where this is not an option then the requirement to take extended time off (to account for quarantine requirements) should be discussed with the relevant line manager to consider any potential operational implications.

As normal, any leave plans should be discussed with line managers as part of the booking process allowing for the various circumstances to be considered.

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.

Sick Pay

What is the position on sick pay for staff who are absent as a result of contracting COVID-19?

Where individuals are absent from work due to sickness as a result of Coronavirus (or suspected Coronavirus) then normal absence reporting and sick pay rules will apply. Flexibility will likely be required around medical certification as it may not be practical or possible for those with suspected (or confirmed) COVID-19 to obtain medical certification from their GP in the normal way. Contact should be maintained between line managers and their staff in the normal way throughout any period of absence. 

Absences relating to COVID-19 should be recorded in CoreHR in the normal way using the ‘Coronavirus’ reason code. 

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.

Hourly Paid Staff / GTAs

I have an hourly-paid contract, what is the position on pay if any scheduled work is cancelled for reasons relating to Covid-19?

Where there is a reasonable expectation of work based on previous agreements or commitments and this work is then disrupted or cancelled for reasons relating to Covid-19 then payment for this work will be honoured.

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.

Volunteering

I would like to do some volunteering work to support around Covid-19, how can I fit this in around my work commitments?

Colleagues who are interested in carrying out Covid-19 related volunteering should discuss this with their line manager. If volunteering cannot be carried out in evenings or weekends, it may be possible to agree more flexible working hours, in line with the University’s Flexible Working Policy, to support such volunteering activity. Alternatively, it may be appropriate to consider the use of annual leave for this purpose.

Colleagues interested in coronavirus related volunteering will find further information on the ‘Ready Scotland’ portal.

If this does not answer your question, or you need further guidance or support, please contact the UofG HR Helpdesk.