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COVID-19 Announcements and Resources
Below are all COVID-19 announcements and resources from Human Resources. The primary goal of Moody and the Human Resources team is to make sure you are well cared for during this time. Please take all the necessary precautions to keep you and your family safe!
Leave Donation Program Information
COVID-19 At-Home Test Coverage
Tips for Working Remotely
Ergonomic Self-Assessment Checklist
If you become ill with the coronavirus and require hospitalization or a 5-day quarantine (per CDC guidelines as of December 27, 2021), you do not need to request FMLA paperwork or have your physician complete the form. We are waiving FMLA requirements for this illness.
For anyone else who had planned surgeries/maternity leaves etc., please continue to follow the normal Disability/FMLA process.
It is very important Human Resources keep track of the numbers of those ill with the coronavirus or those asked to self-quarantine.
If you have been asked to quarantine by a medical professional or health department, please notify your supervisor and Human Resources, firstname.lastname@example.org.
If you are ill with coronavirus symptoms, make sure you stay home until cleared or confirmation can occur (if possible). In either case, please notify your supervisor and Human Resources, email@example.com. (CDC coronavirus symptoms include fever, chills, cough, shortness of breath and sore throat.)
SPECIAL LEAVE OF ABSENCE & PAYROLL
If you approve hourly employee timecards, and you are away from the office, please remember to approve your employees’ timecards.
Do not forget to submit your hours even if you are working off site.
PAYMENT FOR WAGES FOR EMPLOYEES
The following applies to all full-time employees*:
- In the event government authorities require all to shelter in place, and Moody needs to shift to full remote operations, full-time employees who are able to perform their duties remotely will receive full pay. Employees whose roles do not allow remote work will be paid for up to 10 working days. Subsequently, the employee may use the remainder of your time benefits (annual sick, personal and vacation time) if needed.
- If the employee has an immediate family member who is symptom-free but has been asked to quarantine, the employee should work remotely if possible until release from quarantine occurs, and will receive full pay as long as they are able to perform their duties remotely.
- If an employee’s child has a school or childcare closure and no alternate care is available, the employee should coordinate with their supervisor for the ability to work remotely or a reduced schedule. For employees who do not have the ability to perform their duties remotely, full pay will be received for up to 10 working days. Subsequently, the employee may use the remainder of your time benefits (annual sick, personal and vacation time) if needed.
- If an employee has an immediate family member at home who appears to have Coronavirus symptoms, the employee should stay home, working remotely if possible, until diagnosis is confirmed (if possible), and will receive full pay while working remotely. If said employee begins to take sick leave due to the virus, they will be paid for up to 10 working days.
- If an employee is ordered to be quarantined, the employee should work remotely if possible. Employees whose roles do not allow remote work will receive full pay up to 10 working days. Please remember to notify Human Resources, firstname.lastname@example.org.
- If an employee is sick with Coronavirus symptoms, the employee should stay home until advised to return to work, and will receive full-pay for up to 10 working days, then continuing pay will be determined by whether the employee can work remotely as stated above. Please remember to notify your supervisor and Human Resources, email@example.com.
Specifically for hourly-paid full-time employees: Report your regular hours on your timecard using “Early Dismissal”. You do not need to use sick, personal, or vacation time for the first 10 working days.
*up to a maximum of 10 working days per employee
LEAVE DONATION PROGRAM
Information for the Leave Donation Program may be found on the Time Benefits page.
MANAGING STRESS AND ANXIETY
Human Resources has put together 5 helpful tips from the CDC and MDLIVE providers to help employees deal with stress and anxiety during this time.
1. Reduce your anxiety by taking control of what you can control. Take basic steps to prepare for an outbreak in your community. Think about how to leverage this time to learn a new skill, plan for a career change, network using online tools, or whatever you've been putting off.
2. Follow guidelines from health officials for reducing your risk, including avoiding large gatherings, washing your hands frequently, and avoiding touching your face. Ask your employer about work-from-home policies.
3. Stay informed on the latest news, but don't obsess over it. No amount of information is going to eliminate your risk. Be sure you're getting information from reliable sources.
4. Plan how much time you need for work, and where you'll work in your space. Do your part to otherwise stay healthy during this time by eating well, exercising, and getting enough rest.
5. Seek help from a mental health professional if you or someone in your family are having trouble managing stress, anxiety, or experiencing grief, relationship issues, and social isolation issues.
Remember, take time to focus on what you can control and your overall well-being – physically and mentally. With MDLIVE, you can get the medical care you need anytime, anywhere, without the risk of being exposed to outside germs. So, if you’re sick, have a virtual doctor visit today and start feeling better faster without having to leave the comfort and safety of home.
Click here to learn more.
TIPS FOR WORKING REMOTELY
Learn from two longtime remote Moody employees on how to successfully work from home.
Click here to learn more.
COMPUTER WORKSTATION ERGONOMICS SELF-ASSESSMENT CHECKLIST
Use this guide to help you set up your workstation for optimal comfort and performance.
At-Home COVID Test Coverage
The federal government issued a public notice requiring commercial health plans to cover at-home tests for diagnostic use starting January 15 and continuing through the Coronavirus public health emergency period, which we anticipate will be extended to April 15, 2022.
The following information is the guidance provided by the federal government:
- Customers may submit for reimbursement for 8 OTC Covid-19 at-home tests per covered family member each calendar month. Note: If a test kit includes 2 tests per box, this would mean 4 kits will meet that 8 test allowance.
- There can be no copays, coinsurance or deductible applied to the OTC at-home test kit. (Shipping costs are not covered, this reimbursement will only be for the cost of the test itself.)
- The test kits need to be one that has been approved by the Federal Drug Administration (FDA) for Emergency Use Authorization (EUA.) This list will be reviewed daily and will updated as necessary to add or remove approved test kits.
- The mandate does not cover testing required for employment purposes.
For more information and access to the claim form, please click here.
Human Resources Office
Crowell Main Level
8 a.m.–4:30 p.m. CT