Main Content Region

University Enterprises Corporation

University Enterprise Corporation Update Covid-19/ Coronavirus Information

The health and safety of our students, faculty, and staff is the top priority for Cal State San Bernardino. Therefore, beginning Monday, March 23, 2020, University Enterprises Corporation will be providing services virtually due to the COVID-19 (Coronavirus) outbreak.  Our staff are working off-site and are ready to serve your needs Monday-Friday, 8:00 am-5:00 pm. Please use the ‘Contact Us’ section on this webpage to reach us via telephone or email for further assistance. 

**Scroll down for an update on COVID-19**

Welcome!

University Enterprises Corporation at CSUSB ("UEC") supports the university's educational mission by providing quality services that complement the instructional program. The University depends upon UEC to provide services that cannot be supported with state funds. We’re responsible for business enterprises on campus including, but not limited to, dining, bookstore, convenience store, and vending services. We also serve as the grantee for federal, state, and local funding for research and sponsored projects.


University Enterprises Corporation at CSUSB is a legally separate 501(c)(3) nonprofit corporation, but is a fully integrated part of the California State University San Bernardino campus.


COVID-19 Update

UEC is monitoring the situation on the COVID-19 virus and is coordinating with various campus departments to help prevent the spread of the virus. Please continue below for UEC Notices on COVID-19. More information can also be found at csusb.edu/covid-19

March 24, 2020

TO All Sponsored Program employees:

University Enterprises Corporation

Sponsored Programs Administration

COVID-19 Telecommuting & Emergency Leave Policy

University Enterprises Corporation (UEC) and Sponsored Programs Administration (SPA) continue to monitor the COVID-19 situation closely, in close partnership with CSUSB and the Chancellor’s Office.  In furtherance of our efforts to keep employees safe and healthy UEC has made the decision to transition all operations to telecommuting as much as possible.

As of March 16, 2020, and until further notice, this telecommuting, pay, and emergency leave policy will apply to all UEC sponsored project employees who, based on their PI and/or manager assessments, meet the criteria of each of the categories detailed below.  All leave referenced will be charged directly to the source of funds under which employees are currently assigned. 

Please remember that these policies are designed to address the current COVID-19 situation on a short-term, emergency basis.

We recognize that some essential employees may be expected to report to UEC work locations periodically to complete certain tasks.  Supervisors will work with any employee who falls into the ‘essential personnel’ category to ensure that any time the employee spends on site is both necessary to continued operations, restricted to essential tasks that must be performed on site and all social distancing protocols are met.

This policy is subject to change at the sole discretion of UEC and SPA management, in consultation with CSUSB and CSU leadership. We will continue to review these guidelines frequently to ensure their continued appropriateness as circumstances evolve. The below coincides with OMB M-20-17 regulations and is consistent with CSU temporary procedures. This policy applies to all employment classifications.

Work Scenarios:

Employees whose positions are compatible with telecommuting:

Employees whose positions are compatible with telecommuting are those who can perform their critical job duties remotely. Employees in this category will be transitioned to telecommuting by their supervisors effective immediately. These employees will continue to perform their usual job duties via telecommuting and will remain in paid status.

Employees whose positions are not compatible with telecommuting:

As long as work locations remain partially open to ‘essential personnel,’ employees whose positions are not compatible with telecommuting may continue to work from their usual facilities, with the understanding that they must adhere to proper social distancing protocols. For those projects where work locations are on the CSUSB campus, employees must be approved by their appropriate administrator to remain on campus or to maintain a connection to campus. Examples include those needing to be physically on campus to protect equipment, animals, supplies, and research subjects/projects. Please seek further guidance and authorization instructions from  Sponsored Programs Administration.

Special Circumstances:

Employees who are unable to work or telecommute because they have been diagnosed with COVID-19 or who are caring for family members who have been diagnosed with COVID-19 will use available accruals (vacation, sick, or personal holiday) and may apply for State Disability Insurance (SDI) or Paid Family Leave (PFL), depending on circumstance.  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who are required to quarantine or self-isolate pursuant to medical recommendation will telecommute if possible.  If these employees cannot telecommute, they will use available accruals (vacation, sick, or personal holiday) and may apply for SDI.  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time)  of paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who are not required pursuant to medical recommendation but choose to self-isolate will telecommute if possible.  If these employees cannot telecommute, they will use available accruals (vacation, sick, or personal holiday) for non-working time and may apply for Unemployment Insurance (UI).  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who have been ordered to stay home per communications from the Chancellor’s Office and/or CSUSB or UEC because they are considered at “high risk” for serious COVID-19 related illness will telecommute if possible. If these employees cannot telecommute, they will use available accruals (vacation, sick, or personal holiday).  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who experience work-related difficulties caused by daycare or school closures will telecommute if possible.  If these employees cannot telecommute, they will use available accruals (vacation, sick, or personal holiday).  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who are impacted by CSUSB or UEC work location closures and who are unable to transition to telecommuting will use available accruals (vacation, sick, or personal holiday).  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) of paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.  Specific program needs will be addressed on a case-by-case basis.

If a specific sponsored project disallows administrative leave from being charged, Principal Investigators may opt to charge their employee’s time to an applicable discretionary account or other allowable source of funds with approval of Dean or Chair. PI’s should confirm available budgeting options with their Research Analyst prior to approving/submitting payroll.

UEC and SPA  understands that needs related to the current COVID-19 situation continue to evolve, and management commits to continued evaluation of the above actions’ appropriateness to make certain that this policy remains relevant.

March 24, 2020

TO All Non Sponsored Program employees:

University Enterprises Corporation

COVID-19 Telecommuting & Emergency Leave Policy

University Enterprises Corporation (UEC) continues to monitor the COVID-19 situation closely, in close partnership with CSUSB and the Chancellor’s Office.  In furtherance of our efforts to keep employees safe and healthy, UEC has made the decision to transition all operations to telecommuting as much as possible.

Effective immediately and until further notice, this telecommuting, pay, and emergency leave policy will apply to all UEC employees who, based on their PI and/or manager assessments, meet the criteria of each of the categories detailed below.  All leave referenced will be charged directly to the source of funds under which employees are currently assigned. 

Please remember that these policies are designed to address the current COVID-19 situation on a short-term, emergency basis.

We recognize that some essential employees may be expected to report to UEC work locations periodically to complete certain tasks.  Supervisors will work with any employee who falls into the ‘essential personnel’ category to ensure that any time the employee spends on site is both necessary to continued operations, restricted to essential tasks that must be performed on site and all social distancing protocols are met.

This policy is subject to change at the sole discretion of UEC management, in consultation with CSUSB and CSU leadership. We will continue to review these guidelines frequently to ensure their continued appropriateness as circumstances evolve. The below coincides with CSU temporary procedures. This policy applies to all employment classifications.

Work Scenarios:

Employees whose positions are compatible with telecommuting:

Employees whose positions are compatible with telecommuting are those who can perform their critical job duties remotely. Employees in this category will be transitioned to telecommuting by their supervisors effective immediately. These employees will continue to perform their usual job duties via telecommuting and will remain in paid status.

Employees whose positions are not compatible with telecommuting:

As long as work locations remain partially open to ‘essential personnel,’ employees whose positions are not compatible with telecommuting may continue to work from their usual facilities, with the understanding that they must adhere to proper social distancing protocols. For those projects where work locations are on the CSUSB campus, employees must be approved by their appropriate administrator to remain on campus or to maintain a connection to campus. Examples include those needing to be physically on campus to protect equipment, animals, supplies, and research subjects/projects. Please seek further guidance and authorization instructions from your HR Representative.

Special Circumstances:

Employees who are unable to work or telecommute because they have been diagnosed with COVID-19 or who are caring for family members who have been diagnosed with COVID-19 will use available accruals (vacation, sick, or personal holiday) and may apply for State Disability Insurance (SDI) or Paid Family Leave (PFL), depending on circumstance.  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who are required to quarantine or self-isolate pursuant to medical recommendation will telecommute if possible.  If these employees cannot telecommute, they will use available accruals (vacation, sick, or personal holiday) and may apply for SDI.  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) of paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who are not required pursuant to medical recommendation but choose to self-isolate will telecommute if possible.  If these employees cannot telecommute, they will use available accruals (vacation, sick, or personal holiday) for non-working time and may apply for Unemployment Insurance (UI).  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who have been ordered to stay home per communications from the Chancellor’s Office and/or CSUSB or UEC because they are considered at “high risk” for serious COVID-19 related illness will telecommute if possible. If these employees cannot telecommute, they will use available accruals (vacation, sick, or personal holiday).  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who experience work-related difficulties caused by daycare or school closures will telecommute if possible.  If these employees cannot telecommute, they will use available accruals (vacation, sick, or personal holiday).  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.

Employees who are impacted by CSUSB or UEC work location closures and who are unable to transition to telecommuting will use available accruals (vacation, sick, or personal holiday).  If these employees exhaust all available accruals, they will be provided 80 hours (prorated for less than full time) of paid administrative leave at an employee’s regularly scheduled hours as a supplement to allow them to remain in paid status.  Specific program needs will be addressed on a case-by-case basis.

If a specific program/department disallows administrative leave from being charged, Program Directors may opt to charge their employee’s time to an applicable discretionary account or other allowable source of funds with approval of Dean or Chair. Program Directors should confirm available budgeting options with Auxiliary Accounting prior to approving/submitting payroll.

UEC understands that needs related to the current COVID-19 situation continue to evolve, and management commits to continued evaluation of the above actions’ appropriateness to make certain that this policy remains relevant.

March 17, 2020

TO UEC employees:

In accordance with directives from the Governor of California and the CSU Chancellor’s Office, effective immediately all employees age 65 and older and those employees with existing “serious chronic medical conditions (i.e., heart disease, diabetes, lung disease)” that make them vulnerable to COVID-19 must practice home isolation.  Effective immediately, all CSU and UEC employees, including student employees so categorized must stay off both the San Bernardino and Palm Desert campuses. If you are unsure which employees meets these qualifications, please contact your UEC Human Resources Representative for clarification and direction.

Managers should discuss telecommuting with employees in these categories whose job duties can be done remotely where reasonable and practicable. For those employees that are not able to telecommute, you will be placed on administrative leave with pay at your current rate and for your normal scheduled workhours.

The CSUSB campus remains open and all other employees are expected to work on campus or their normal work site as usual. Your UEC Human Resources Representative is available to help you determine remote work eligibility.

Please notify your manager if you fall in either of these two groups (65 and older and/or preexisting chronic health condition). Your supervisor will determine, in conjunction with UEC HR, whether telecommuting is an option. Please note that formal telecommuting agreements is forthcoming and will be required for all who work remotely during this emergency.

As further clarity emerges from the Governor’s Office, and as circumstances surrounding COVID-19 continue to change, we reserve the right to adjust this directive. For further information, you may contact UEC Human Resources at 909-537-7589. We anticipate a high call volume, so please be patient, and remain confident that a response will be provided as quickly as possible. 

Again, if you have not already done so, now may be a good time to sign up for Direct Deposit. You should also activate your Paylocity user account to access paystubs. Contact Payroll at 909-537-7225 for more information.

 

- UEC Human Resources


March 16, 2020

TO Principal Investigator’s and Directors:


In accordance with directives from the Governor of California and the CSU Chancellor’s Office, effective immediately all employees age 65 and older and those employees with existing “serious chronic medical conditions (i.e., heart disease, diabetes, lung disease)” that make them vulnerable to COVID-19 must practice home isolation.  Effective immediately, all CSU and UEC employees, including student employees so categorized must stay off both the San Bernardino and Palm Desert campuses. If you are unsure which employees meets these qualifications, please contact your UEC Human Resources Representative for clarification and direction.

Managers should discuss telecommuting with employees in these categories whose job duties can be done remotely where reasonable and practicable. For those employees that are not able to telecommute, you will be placed on administrative leave with pay at your current rate and for your normal scheduled workhours.

The CSUSB campus remains open and all other employees are expected to work on campus or their normal work site as usual. Your UEC Human Resources Representative is available to help you determine remote work eligibility.

Please notify UEC Human Resources of any employees in these two groups (65 and older and/or preexisting chronic health condition) that will be working remotely. Please note that formal telecommuting agreements with these employees is forthcoming and will be required for all who work remotely during this emergency.

As further clarity emerges from the Governor’s Office, and as circumstances surrounding COVID-19 continue to change, we reserve the right to adjust this directive. For further information, you may contact UEC Human Resources at 909-537-7589. We anticipate a high call volume, so please be patient, and remain confident that a response will be provided as quickly as possible. 

Additionally, please keep SPA updated if you receive any directives from your funding agency regarding reducing or shutting down operations. Information should be sent to  Spon_Pgm_Fdn@csusb.edu

- UEC Human Resources


March 13, 2020

TO UEC Employees, Directors and Principal Investigators:


Like all of you, UEC and CSUSB are taking precautions to prevent the spread of coronavirus COVID-19. As we realize that not all of our employees have access to campus email, we want to make sure you received the communication sent out last week from President Morales.        

 

Message from President Tomas Morales on March 5, 2020 -

While cases of the novel coronavirus (COVID-19) have been reported in communities throughout California, as of this message no cases have been reported among CSUSB students, faculty or staff. There are no reported cases in San Bernardino County, according to the San Bernardino County Department of Public Health, or in Riverside County, according to the Riverside County Department of Public Health. The California Department of Public Health advises that, at present, the health risk to the general public from COVID-19 remains low.

A University Task Force, co-chaired by Assistant Vice President for Student Affairs Beth Jaworski and Associate Vice President of Strategic Communication Bob Tenczar, has been established to provide guidance on the University’s assessment and response to the ongoing COVID-19 situation. Under the direction of Provost Shari McMahan and Faculty Senate Chair Beth Steffel, a separate committee is discussing academic continuity issues and potential actions relating to COVID-19 as additional information becomes available. A University website containing COVID-19 information, including FAQs, has been created and will be updated as appropriate.

The University is in close contact with the county and state departments of public health for up-to-date information on the status of COVID-19 within our region.

If you are feeling well, common-sense precautions should be followed to prevent the spread of all infectious diseases. These basic health protocols include:

·         Avoid close contact with sick people.

·         Wash your hands often with soap and water for at least 20 seconds or use an alcohol-based hand sanitizer.

·         Avoid touching your face without first washing your hands.

·         Cover your mouth and nose with a tissue or your sleeve (not your hands) when coughing or sneezing.

·         Clean and disinfect frequently touched objects and surfaces using a regular household cleaning agent.

·         Check with your healthcare provider whether obtaining the influenza vaccine is advisable for you.

Symptoms of COVID-19 include fever, cough, and shortness of breath.  If you are feeling unwell:

·         Stay home and avoid contact with others, except for seeking medical care.

·         Employees should notify their supervisors and students should notify their instructors if you will be absent.

·         If possible, before going to a doctor’s office or emergency room, call ahead and tell them about your recent travel and your symptoms so that they are prepared to receive you.  Of course, as with any medical emergency, call 911.

·         Do not travel while sick.

Following the advice of the federal Centers for Disease Control and Prevention (CDC), the CSU Chancellor’s Office has cancelled all student and business travel to China. Please be advised that additional international and/or domestic travel restrictions may be imposed with short notice. These assessments will take into consideration the CDC’s warning level for the country, the U.S. State Department travel advisory and accompanying information, and current information from the host country as well as any other resources that may help to mitigate the impact.

We are taking these measures in accordance with the University’s top priority of protecting the safety, health and welfare of all students, faculty and staff. Understanding that these measures directly impact programming for students already scheduled to travel, provisions are being made to help students continue their forward progress toward earning their degree and not holding them financially responsible.

Students seeking additional information about COVID-19 or experiencing symptoms are advised to contact the Student Health Center at 909-537-3276. Faculty and staff are advised to contact their personal health care provider.

As with all cautionary situations, if and when conditions change, you will be alerted through a campus message and on the campus homepage and, if needed, through our campus alert system.  For now, the San Bernardino and Palm Desert campuses remain open and classes remain in session.

Additional notices regarding travel restrictions, moving to virtual class instruction as of April 4, 2020 and limitations on group events have also been delivered. If you have not received these communications, and wish to obtain them, please let UEC Human Resources know.

Most importantly, campus and UEC operations remain open. At this time, we do not have any plans to close our buildings or suspend our services. If that changes, UEC intends to be fully transparent about our policies and the precautions we are taking as an organization.

It is critical that employees do not report to work while they are experiencing flu-like symptoms such as fever, cough, shortness of breath, sore throat, runny or stuffy nose, body aches, headache, chills or fatigue. Employees who report to work ill may be sent home in accordance with these health guidelines in order to minimize the risk to others. 

Currently, the Centers for Disease Control and Prevention recommends employees remain at home until at least 24 hours after they are free of fever (100 degrees F or 37.8 degrees C) or signs of a fever without the use of fever-reducing medications. Many times, with the best of intentions, employees report to work even though they feel ill. We provide paid sick time and other benefits to compensate employees who are unable to work due to illness.

If you become infected or have a need to stay home to care for an ill family member, you may utilize your accrued sick leave. If additional time off is needed, please speak to HR to review paid and unpaid leaves, or other conditional opportunities contingent upon your circumstances.

For those of you that have health coverage through Kaiser Permanente, please see the attached flyers.

We know that some members of the UEC community are feeling greater stress than usual, and we want to encourage you to seek out support and information from the many organizations on campus that are here for you. 

Also, as with any natural or human-inflicted disaster, COVID-19 can lead to additional stress and worry to members of our community, including those who have personal connections to affected areas. This is a critically-important time for all of us to reinforce a community of care on our campus and support one another. UEC does not discriminate against or tolerate discrimination against any employee who may be exhibiting symptoms of a communicable disease and/or illness.

If you would like to talk with someone, support is available to students through campus health services listed in President Morales’ above communication. Employees can contact their health provider or UEC’s Employee Assistance Plan (EAP) Work Life Matters at:

1-800-386-7055

Available 24 hours a day, 7 days a week

Visit www.ibhworklife.com

(User name: Matters Password: wlm70101)

UEC will continue to monitor the ongoing communications and advice of the Centers for Disease Control, California Health Department, San Bernardino Health Department and announcements from CSUSB and share with you as appropriate any changes in UEC policies and procedures affecting the UEC community.

Thank you for being a dedicated employee of UEC and helping us maintain a healthy workplace during this time.

Sincerely,

UEC Human Resources


March 13, 2020

TO UEC Employees, Directors and Principal Investigators:


ANNOUNCEMENT

Temporary Change in UEC Procedure for Submittal of Time Sheets and Personnel Transaction Reports
Effective Pay Period Beginning March 16, 2020

 

In light of the World Health Organization classified COVID-19 pandemic and CSUSB’s decision to temporarily move to primarily virtual learning, University Enterprises Corporation (“UEC”) will temporarily change the requirement to receive original “wet signature” time sheets and Personnel Transaction Reports (PTRs) as follows:

Time sheets:

Auxiliary Payroll will temporarily accept fully executed copies of time sheets for all employees via fax to 909-537-7036 or pdf version emailed to uec-payroll@csusb.edu. Please be sure to verify receipt of emailed time sheets.

Alternatively, if not already utilizing our electronic Web Time tracking and authorization system, supervisors interested in setting this up should reach out to Payroll Supervisor Siska Purnawan at siska@csusb.edu x73938.

Employees: If you have not already done so, now may be a good time to sign up for Direct Deposit. You should also activate your Paylocity user account to access paystubs. Contact Payroll at 909-537-7225 for more information.

Personnel Transactions Reports (PTRs)

Authorized signers, UEC Human Resources will temporarily accept fully executed copies of PTR’s for all transaction types via fax to 909-537-7712. This is our preferred method of receipt as the fax can be checked by all HR personnel.

 

Alternatively, if faxing is not available to you, you may email a pdf version to your specific HR Representative as follows (Please confirm receipt of all emailed PTRs):

Ingrid Valdez: ivaldez@csusb.edu

Rebecca Guerrero: rguerrerro@csusb.edu

Stacy Charlier: stacy.charlier@csusb.edu

 

This change in policy is temporary and subject to change. You will be notified when the policy returns to normal. Please note all deadlines for submittal of both time sheets and PTR’s remain unchanged.

 

Should you have any questions pertaining to this announcement, please contact Auxiliary Payroll at 909-537-7225 or UEC Human Resources at 909-537-7589.