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Employees & the Workplace

This page contains information on issues that affect faculty and staff, including benefits and telework. 

COVID-19 Sick Day Policy

The City of Pittsburgh passed a COVID Sick Day Policy allowing 10 sick days to use for COVID related illnesses. While Chatham has provided ten COVID sick days since the fall of 2020, we have refined our new policy to closely follow the guidelines in this new City law. 

Regular full-time employees are eligible to use a total of ten (10) COVID sick days and regular part-time employees are eligible to use five (5) COVID sick days.

COVID sick days may be taken if the employee or a family member:

  • Has been exposed to COVID-19
  • Has symptoms of COVID-19
  • Has been diagnosed with COVID-19

We encourage all employees to read the details of Chatham’s policy, available on MyChatham.


Employee Health

Chatham has provided health and safety measures across campus to help our employees stay healthy. From plexiglass barriers to enhanced cleaning to benefit changes, Chatham is committed to supporting our employees during this time.

Chatham is providing 10 additional sick days to cover the isolation and recovery period for any employee who tests positive for COVID and/or must isolate due to exposure to someone with COVID. This policy will be in effect until the later of (i) the end of the 2020/2021 academic year or (ii) the expiration of either the COVID-19 emergency disaster declaration of the Commonwealth of Pennsylvania or of the City of Pittsburgh, whichever declaration is sooner, in which case employees are eligible to use Temporary COVID-19 Emergency Paid Sick Leave until one week following the official termination or suspension of the public health emergency.

In addition, a telework policy has been developed for regular, full-time, non-union administrative staff who are able to perform their work duties remotely and may not be able to return to campus for valid medical or personal health reasons (i.e., someone in their household is high risk) or to assist in de-densifying the number of people in campus offices at one time. 

If employees have concerns about working due to health conditions as noted by the Centers for Disease Control (CDC), please contact the Assistant Vice-President of Human Resources, Frank Greco (greco@chatham.edu) who will discuss options and potential accommodations. Please simply indicate in the email that you have health conditions that you would like to discuss. For your privacy, please do not email details. Human Resources will then provide the employee with the information needed from their healthcare provider. Once that information is received, Human Resources will notify the employee's supervisor, department chair, program director, or dean that documentation has been received and appropriate accommodations will be determined. Please be assured that no personal, private information will be shared.


FAQ: Telework Policy & Details

The purpose of the policy is to provide guidance on telework to employees and managers in establishing alternate work arrangements for qualifying employees whose responsibilities can be performed outside the customary/traditional campus setting during part or all of the week. This policy addresses regular, on-going arrangements and is not meant for sporadic or infrequent occurrences, such as working from home for a day or two at a time due to unique or unforeseen circumstances with supervisory permission.

Chatham’s telework policy applies to regular, full-time, non-union, administrative staff.

Administrative staff eligible for telework are those whose jobs may be successfully performed off-campus. Employees requesting a telework arrangement must have been employed for a minimum of six months, must be performing at a satisfactory level in the judgment of their supervisor, must not have a recent annual performance appraisal at or below “consistently meets” job performance, and must not have any active informal or formal disciplinary actions.

Chatham's Telework policy is located on MyChatham under Documents and Forms > Human Resources.
Remote work is easiest to implement for job duties that involve analytical work, research, online or phone advising, or other computer-oriented duties (data entry, web page design, programming). In general, and at leadership’s discretion, a job is suited for remote work if the job or some components of it can be done off-site without disruption to workflow and communication.

Remote work is not recommended for job duties that require in-person interaction, direct supervision, or access to material that cannot leave University property (e.g., protected or confidential data or documents). This is especially true with servicing the needs of our students and Chatham community members.

Management and/or supervisory roles might not be considered for remote working arrangements unless a department finds it practical to meet job responsibilities. Some jobs that may not initially seem appropriate could be modified with your department or division’s approval so that employees can work remotely.

Faculty who teach in-person classes should discuss telework arrangements with their supervisor for non-classroom duties including office hours, class preparation, research and other responsibilities.
Faculty who teach online classes should discuss telework arrangements and on campus requirements with their supervisor.

Employees wishing for a regular telework agreement must discuss with their supervisor and then submit a proposal for the telework arrangement. If the supervisor accepts the proposal, a formal telework agreement will be drafted and reviewed by the employee, the supervisor, dean/department head, assistant vice president of human resources, and the appropriate Vice President.

The agreement will specify the terms and conditions of the employee's off-site work. Agreements will be reviewed by Human Resources and the Division Vice President on an annual basis. The agreement will become part of the employee's personnel file. A Telework Agreement is mandatory in order for an employee to participate in telework.

The ability to telework is a privilege and not an entitlement and is granted at the discretion of the University. The determination of whether an employee is eligible to participate and will be approved for telework, will be made in accordance with this policy and the department's business needs. The supervisor, in concurrence with the senior dean/department head, assistant vice president of human resources, and division is vice-president, is ultimately responsible for any decision to start or discontinue a telework arrangement. Final approval and arrangements for situations covered by this policy are at the discretion of the University.

Your supervisor will approve the number of days of telework allowed each week, and the daily work schedule the employee will maintain. Teleworkers and supervisors are expected to establish work practices that make working remotely as seamless as possible to colleagues and clients. If so requested by the supervisor, the employee will be required to report to work on campus on a regularly scheduled telework day.

That’s the standard arrangement. If this is not feasible, the department may agree that the employee may use their own equipment so long as the employee brings the equipment to campus and IT approves its usage, with such software modifications as IT deems appropriate. Generally, the University will be responsible for the service and maintenance of University-owned equipment and an individual teleworker will be responsible for the cost, repair and replacement of their own personal equipment.

No, Chatham assumes no responsibility for the teleworker's expenses related to internet access, heating, electricity, water, security, insurance for personal property, including but not limited to homeowner’s or renter’s insurance, and space usage. 

Employees are expected to maintain frequent and timely communication with their manager/supervisor, to be available and responsive during regular working hours, to respect and adhere to timelines, work productivity goals, and task accomplishments, and to safeguard all Chatham University property (i.e., equipment) and university data.

FAQ: Employee Benefits

Chatham believes in a healthy work-life balance, and as such, employees are encouraged to take vacation days (even if travel is not involved) during this time. Unused vacation days will not roll over.
UPMC Health Plan will cover clinically appropriate COVID-19 diagnostic laboratory testing ordered for members by their provider at no cost (no deductibles, copayments, or other cost-sharing). Learn more about coronavirus testing at UPMC.
The UPMC AnywhereCare telehealth service offers medical care at your fingertips. If you have symptoms such as a sore throat, dry cough, or fever, often treated at an urgent care center or your physician office, you can reach a healthcare professional 24/7 without leaving home. Learn more.
Yes--consider these suggestions for taking the best possible care of yourself, your loved ones and your colleagues while we all face this crisis together. In addition, speaking to a counselor can help you address issues affecting your life. Besides in-person and telephone counseling, LifeSolutions offers video counseling. Learn more.