Info for All Employees

Faculty and Staff COVID-19 Impacts Survey

UNLV is conducting a Faculty & Staff COVID-19 Impacts Survey through Friday, Feb. 19.

The survey is intended to help UNLV better understand the pandemic's impact on working conditions for faculty and staff. Responses will inform university policies and practices, and increase campus resources that support all employees during and after the pandemic.

It's important to clarify that this survey is NOT the same as the COVID-19 Impact Statement for annual evaluations, which inform your supervisor on how the pandemic has affected your productivity and is confidential.

The survey provides an opportunity to share recommendations for how UNLV can better support you during and after the pandemic.

The survey takes 10 to 15 minutes to complete and all survey responses are anonymous. You can exit the survey at any time and resume at your convenience. For more information, please contact

Faculty & Staff COVID-19 Impacts Survey

On-Campus Operations and Instruction

All UNLV employees are responsible for reading and adhering to the COVID-19 Response Policy and its accompanying guidelines. These documents explain the expectations of managers, supervisors, employees, students, and visitors as we resume on-campus operations and in-person instruction. Guidelines are subject to change as needed to be consistent with directives from the Governor, NSHE Chancellor, and President.

Employees requesting to continue remote work or extend administrative leave must follow the steps outlined on the Business Affairs website.

COVID-19 Response Policy and Guidelines

All UNLV employees are responsible for reading and adhering to the UNLV COVID-19 Response Policy and its accompanying guidelines. These documents explain the expectations of managers / supervisors, employees, and the university as we resume on-campus operations during the COVID-19 pandemic.

UNLV requires all everyone on its campuses to wear face coverings in public spaces and around others, including outside, and maintain social distance of six feet or two meters. Social distancing and face coverings should be used together and are not substitutes for one another. Read more about face covering requirements at UNLV.


Prior to leaving home each day, all employees must take their temperature and complete the COVID-19 assessment through the RebelSAFE App or the CDC’s Self Checker.

Returning Safely to Campus Training

Log into WebCampus with your ACE ID and password. After viewing the training slideshow, answer all questions correctly on the five-question quiz. You can retake the quiz if needed.

COVID-19 Response

The university continues to monitor local, national, and worldwide news related to the coronavirus (COVID-19) pandemic. We encourage employees to reference the following information and resources regularly. This content is frequently updated to align with the most recent guidance issued by Governor Sisolak and Chancellor Reilly.

Virtual Interviews

Virtual interviews will continue to replace on-campus interviews until further notice.

Departments may conduct interviews using the virtual meeting platform (Zoom, WebEx, etc) of their choice. The Office of Information Technology (OIT) provides user guides and technical support for WebEx.

Approval for virtual final-round interviews is still required. Contact your primary recruiter for more information.

Reference this Guide to Virtual Interviews for tips and best practices for conducting virtual interviews.

Since campus interviews/tours are currently suspended, the following links can be shared with candidates who would like to learn about the culture at UNLV.


Given current budget constraints, managers should be judicious in handling all fiscal expenses including those associated with additional compensation for employees. Requests should include an explanation about how the request is critical / essential to business operations.

These unprecedented times have changed many business operations at the university. Supervisors and managers may ask employees to assume additional responsibilities to meet changing business needs. If an employee has assumed additional higher level responsibilities outside the scope of their regular duties while continuing to carry out the full scope of their current responsibilities, the employee may be eligible for a temporary adjustment in pay or a stipend for a limited duration.

Classified Employees

As a result of the pandemic, some areas may see an increase in work. See below for reminders about the rules and procedures that apply to classified employees. 


State classified employees are considered overtime eligible (non-exempt) if they work more than 40 hours in a week. This applies to those working remotely or on campus. All overtime must be pre-approved or requested by a supervisor. Additionally, some classified employees may have agreed to earn compensatory time off, up to 120 hours, in lieu of cash payment. Please consult with your supervisor.

Follow the “Time Tracking for Coronavirus” job aid (page 2) to enter time in Workday. Enter time according to the pay period as “overtime-daily” with an “AC” worktag.

Currently, classified employees will continue to receive shift differential.


There must be a significant change in permanent job duties and responsibilities which alters the basic purpose of the position to the degree that the significant changes no longer meets the class to which it is assigned, per Nevada Administrative Code (NAC) 284.126. Given current budgetary constraints, managers should be judicious in assigning duties outside the scope of an employee’s current classification.

Remote Work

All hourly and salaried classified employees who do not have work to perform remotely should be placed on paid administrative leave. Note that supervisors can consider assigning online training sessions. There are many no-cost programs available through various university resources.


Classified evaluations should still continue as the State has not afforded any extensions and per the Nevada Administrative Code (NAC), classified employees are entitled to an evaluation. Below are steps to assist managers in completing evaluations in a timely manner:

  • Notify your classified employee, preferably by phone, that you will send them a draft of their evaluation for their review.
  • Follow up with a phone or video call to discuss further. If the employee has technological limitations, mail documents to them and then follow up via phone.
  • Once the phone or video meeting has occurred, send the employee a copy signed by the supervisor. The employee can either:
    • Print the evaluation, sign it, scan it, and email it back to the supervisor.
    • Print the evaluation, sign it, take a cell phone photo of the evaluation (as long as all of the pages are visible), and text or email it back to the supervisor.
    • Send an email or text message indicating that by way of their communication they are signing the evaluation.
      • If this option is selected, the supervisor must save the email as a PDF and append to the appraisal document mail the employee evaluation, schedule a phone call/meeting to discuss, have the employee mail it back (note, if this option is chosen, please send the mail certified, return receipt requested).

If supervisors or employees have questions or need assistance, they can reach out to their Employee Relations Specialist.

Student Employees

Student employees can work remotely if they can perform their duties through telecommuting. They should enter their time in Workday.

Student employees who cannot work remotely should not be paid.

Federal Work Study students should continue to be paid their wages based on their normal work schedule even if they are working remotely or unable to perform their normal tasks due to the nature of their work.