FAQ - For AMU staff

Measures to curb the circulation of the virus are framed by the publication of specific regulatory provisions that can be rapidly adapted to the needs of each region or department.

1. You have symptoms of Covid-19

Pursuant to the DGAFP circular of January 12, 2021, all public employees with symptoms of COVID-19 infection fill out the online form set up by the CNAM on the platform " declare.ameli.fr " and undertakes to perform a test for SARS-CoV-2 within two days.

During this period and until the test results are available, the head of department is invited to place the agent in ASA if remote work is not possible upon presentation of the receipt generated by the CNAM platform.

  • If the test result is negative, the agent must register the date of the test result on the "declare.ameli.fr" platform and resume his or her duties the day after receiving the test results
  • If the staff member has not carried out a test after declaring himself/herself symptomatic, the ASA must be reclassified as an unjustified absence. The staff member will then have the opportunity to submit a day of annual leave or RTT in order to regularise the situation
  • If the test is positive, it records the date of the test result on the " declare.ameli.fr ». The employee is then placed on sick leave without a waiting period as of the date indicated in the notice drawn up and sent to the employee by the health insurance fund following the telephone call within the framework of "contact tracing".

2. Curfew

Curfew from 19:00 to 06:00, travel is limited and only travel under the following exceptions is possible by way of derogation

  • between the home and the place of work or the place of education and training, professional trips that cannot be postponed.
  • for consultations and care that cannot be provided at a distance and cannot be postponed or for the purchase of health products.
  • for imperative family reasons, for assistance to vulnerable or precarious people or for the care of children, disabled people and their companions.
  • to respond to a judicial or administrative summons.
  • to participate in missions of general interest at the request of the administrative authority.
  • in connection with long-distance rail or air travel.
  • short trips, within a maximum radius of one kilometre from home for the needs of pets.

For professional activities

Travel related to professional activity is not affected by the curfew, the reason for exemption for "professional activity" will allow them to be taken into account. Thus, when the organization of the agents' work does not allow them to finish at a compatible time to be back home at 6pm, the employer must establish a derogation certificate according to the official model.


3. Individual situation of the agents

3.1 - What happens if I want to come to work in person but my manager objects?

As stated in the regulations, "staff members whose duties can be carried out wholly or mainly at a distance must in principle be placed in telework five days a week".

Teleworking contributes to the prevention of the risk of virus infection by limiting the number of people using public transport and the number of people in shared offices and spaces.
The safety of staff is the priority. If the manager considers that face-to-face work is not necessary, I must work remotely. However, the manager will have to assess the requests taking into account the personal situation of the agents (remote working conditions at home, psychological situation, etc.).

3.2 How does a staff member who wishes to work on site express his/her interest in doing so in writing?

The staff member must declare his or her willingness by e-mail or letter.

3.3 - What happens if my manager asks me to come but I don't want to?

In case of absolute necessity of service (to be determined by the manager, such as the impossibility of carrying out remote activities), on-site work can be requested, unless the SUMPP recommends the implementation of remote work for health reasons, in particular in case of contact with COVID and vulnerable persons. These include logistics, maintenance, etc.

When there is no absolute need for service, face-to-face work remains possible on a voluntary basis (hence the need to obtain a written request from the agent) and in compliance with the terms and conditions set out in the President's e-mail (low overall occupancy of the premises).

3.4 - Who can be granted special leave of absence (SAA)?

Pursuant to the circular of October 29, 2020 from the Ministry of Transformation and the Civil Service and the circular of January 12, 2021 from the DGAFP, and the update of the FAQ DGAFP of April 2, 2021, the only situations of ASA are the following:

  • The agent who presents symptoms who declares himself on the "declare.ameli.fr" platform and undertakes to carry out a test for SARS-CoV-2 within two days, may be placed on ASA if remote work is not possible and on presentation of the receipt generated by the CNAM platform during this period and until the results of the test (see above)
  • The employee who is unable to work remotely may benefit from an ASA if he/she is subject to an isolation measure as a contact case at risk of contamination according to the "contact tracing" procedure implemented by the health insurance.
  • Vulnerable personnel as defined by decree 2020-1364 of 10 November 2020 whose missions cannot be teleworked

"Special leave of absence (ASA) is granted to staff members whose duties cannot be teleworked in order to look after their child(ren) under the age of 16. Only one of the parents may be granted such leave at a time. The parent who has to take care of children with disabilities is entitled to ASA, regardless of the age of the child.

Due to the closure of schools, nurseries and extracurricular activities, ASAs for "childcare" may be granted on an exceptional basis until April 26 to agents whose duties are teleworkable under the following conditions:

  • to take care of one or more children usually taken care of by an early childhood structure, enrolled in kindergarten or in elementary school if they are unable to have their children taken care of by an alternative means (spouse, family...);
  • and upon request to the head of department, who must take into account the individual situation of each staff member and the need for continuity of service.

Staff members shall provide their employer with a sworn statement to the effect that they are the only one of the two parents to benefit from the measure for the days concerned and that they have no alternative means of care.

These ASAs shall not be counted against the ASA quota for the care of sick children.

3.5 - Can a staff member declare himself/herself as being on SAA when he/she has the means to work remotely? Does this include personal equipment?

No, placement on SAA is the responsibility of the manager, if necessary on the recommendation of the occupational physician. An employee cannot refuse to work remotely with the AMU tools made available to him/her. However, there is no obligation to use personal equipment. If they cannot work remotely, they must carry out their activities in person.

3.6 - Is it useful to ask to telework when teleworking is becoming the norm?

The two modalities are independent; telework is a degraded mode that is justified by the health situation. The staff who wanted to telework are invited to formulate their requests since November 2nd within the framework of the procedure put on line on the pages "DRH" of the website > heading "telework".

3.7 - Does the one-day waiting period apply in the event of sick leave?

In application of decree n° 2021-15 of 8 January 2021 relating to the suspension of the day of sick leave directly linked to covid-19 granted to public agents and to certain employees, the day of sick leave no longer applies, but only to agents who have tested positive for SARS-CoV-2.


3.8 - Does the waiting day apply in case of sick leave?

I cannot be placed on SAA. If my assignments allow it, I work remotely. If not, my employer must provide me with additional protection (provision of surgical masks and workstation adjustments).


4. Follow-up of the organization of work by the managers


4.1 - How is the limit of face-to-face work set at 30% (letter from the President of AMU-Info dated 29 October 2020) to be understood? What is the scope to be retained?

This limit is to be understood in a flexible way, by structure. In all cases, simultaneous attendance should be limited and preference should be given to individual offices, staggered working hours, and rotations for offices occupied by several staff members.

4.2 - I do not have computer equipment at home. How is the transfer of office equipment organized? Is this allowed? What follow-up?

The transfer of the computer workstation to the agent's home is often requested by agents who do not have their own equipment but wish to and can work remotely. However, the massive displacement of these fixed equipments is neither desirable nor possible: risks of breakage, network configuration incompatible with a home network, etc.

Here is what is proposed:

  • In the research units, the workstations are not managed by the DOSI: the Director of the Unit will assess the appropriateness of responding to a request to move the workstation. If necessary, he/she will authorize it expressly (in writing, an e-mail will suffice),
  • In the component, direction, common service, the DOSI administers the workstations: moving them requires handling on a case-by-case basis to manage network access in particular. This has already been configured for the workstations within its perimeter by the Aix-Schuman DOSI, but not for the other sites. Consequently, with the authorization of the head of the structure and the validation of the Aix Campus DOSI, the move may be authorized,
  • Occasionally, and in a limited way, the movement of peripherals whose handling is less risky (screen, keyboard, mouse) may be authorized by the head of the structure, when it facilitates remote work,

NOTE: A follow-up must be organized at the level of each structure for each agent and equipment concerned. The equipment remains under the responsibility of the agents and cannot be moved without the agreement of the manager (and of the DOSI if necessary).

  • In all other cases, DOSI offers to provide temporary laptops, which are in stock and more easily configured/deployed than fixed stations. If the staff member does not have personal equipment and is able to work remotely, the head of the structure will submit a dematerialized request to DOSI for the temporary provision of portable equipment: https: //amuinfotd.univ-amu.fr
  • The agents in charge of the management operations provided for in the Business Continuity Plan will be given priority.

4.3 - Do we need to monitor the presence of agents on site?

Each structure must be able to know the situation of its agents on a daily basis (face-to-face work, remote work, ASA, leave).
At this stage, and in order not to burden the work of laboratories, components and departments, no weekly and nominative follow-up is required as during the first containment episode.

4.4 - Who should be contacted if a manager perceives that an employee is in difficulty?

It is necessary to contact the campus HRDs and the personnel medical service. It is important that managers pay particular attention to staff who showed weaknesses during the first lockdown.

5. Consequences of the lockdown on HR activities

5.1 - Will payroll operations be affected by the reconfinement?

To date, the HRD and the Accounting Agency are mobilising to ensure the planned operations. It is possible that restrictions will be communicated to us by the Direction Régionale des Finances Publiques. For the time being, the November and December salaries are being prepared without restriction.

5.2 - Are the internal mobility commissions maintained? Are the interviews to monitor the mobility of staff members, following the trial period, maintained?

The interviews can be conducted by Skype or in person if all participants are willing (in compliance with the above-mentioned protection rules).

5.3 - Are the training sessions maintained?

Yes, the trainings are maintained as long as they can be held by skype. Additional sessions may be organized after the lockdown for agents who do not have access to Skype.

5.4- Can we postpone the taking up of posts by newly recruited agents?

No, this postponement is not possible if the agent has received the recruitment confirmation email. However, the renewal of the trial period can be considered if the conditions of integration and remote work justify it.

5.5 - How to contact the campus HRDs? My career and pay manager?

Staff members are invited to prefer contact by e-mail and Skype - The use of the telephone is not recommended due to the deployment of remote working.


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