• If your work can be fully completed from home, you may telework with your supervisor’s approval.
  • If your work can be partially completed from home, you may telework with your supervisor’s approval, request a FFCRA-supported leave benefit, and either supplement your work hours with accrued leave time to receive full pay for your regularly scheduled hours or request a voluntary partial furlough. Under the furlough option, you may be eligible for state and federal unemployment benefits (eligibility is determined by the Bureau of Unemployment Compensation of the Maine Department of Labor).
  • If your work cannot be completed from home, you may request a FFCRA- supported leave benefit, use appropriate accrued leave time to receive pay for your regularly scheduled hours or request a voluntary furlough. Under the furlough option, you may be eligible for state and federal unemployment benefits (eligibility is determined by the Bureau of Unemployment Compensation of the Maine Department of Labor).
  • If your work can be fully completed from home, you may telework with your supervisor’s approval.
  • If your work can be partially completed from home, you may telework with your supervisor’s approval and supplement your work hours with FFCRA leave time to receive full pay for your regularly scheduled hours.
  • If your work cannot be completed from home, you may either use FFCRA leave and potentially other accumulated leave as needed.

In addition to Maine unemployment, federal funding adds $600 a week to unemployment awards. Eligibility criteria have also changed and you no longer have to wait a week to apply for unemployment benefits. Additionally, new guidance extends the notion that you can be eligible even in the case that your unemployment is based on a voluntary leave from your employer if the voluntary leave is related to certain impacts associated with the Coronavirus. Ultimately, unemployment eligibility is determined by the Bureau of Unemployment Compensation of the Maine Department of Labor and the Maine DOL website provides very helpful information regarding eligibility and benefits.

All of the potential employee support options listed on the flowchart apply to both soft money and E&G funded regular employees.

You may be eligible for benefits under the Families First Coronavirus Relief Act (FFCRA) leave if you meet certain eligibility requirements.

You may request a furlough. It would be subject to the needs of the department and management approval.

No, you will have continuous service and your seniority will remain intact, as well as your leave accrual balances.

Yes. If you take a furlough, your benefits’ elections such as health and dental will remain the same throughout your furlough.You will continue to be responsible for the active employee premium that you pay each month from your paycheck now. You can choose to either pay that each month while you are on furlough, or that amount will go into arrears and you may set up a repayment through our Employee Benefits Center when you return to work.

No, your accrual balances will be retained while you are out on furlough.

Employees on full furlough will not accrue additional vacation or disability (sick) leave. Employees on partial furlough will accrue prorated vacation and disability (sick) leave.

Yes, employees may return to working, if there is work available, or end their furlough and use appropriate accrued leave time.

First, speak with your supervisor to ensure that doing so is in alignment with departmental needs. Voluntary furlough request forms will be made available to employees and supervisors. Once the form is approved, it will be submitted to the Employee Benefits Center and your records will be updated

Some of the resources available to you include:

The university can recall you to work when there is work available. You must communicate with your supervisor and report to work either as needed or within 72 hours, depending on operational needs. If you have extenuating circumstances that impact your ability to report at the time you are needed, communicate with your supervisor.


Have more questions? Please review the guidance flowchart or the accessible COVID-19 Employee Support Workflow.

Important: If you cannot access the flowchart, please contact crompton.burton@maine.edu for assistance. Thank you.