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HR answers employee questions about insurance coverage for COVID-19 testing, donating shared leave and more

Boise State Human Resources (HR), in partnership with the Idaho Division of Human Resources (DHR), is navigating uncharted territories, revising policies and answering employment questions in a fast-changing landscape. HR also is hard at work with campus community leaders to provide guidance for best practices for Boise State’s many employees.

Below are newly answered campus questions that will be added to the Employee FAQ page on the COVID-19 emergency website. HR is here to help. Please email with questions or concerns.

What is the impact of the stay-home order, who are essential workers, and is there a letter I can give my daycare or others if I am considered an essential worker?

Governor Little issued a statewide stay-home order on March 25. The order requires employees to stay home unless deemed “essential.” The university has provided guidance regarding the definition of “essential services” based on information from the State of Idaho. As a reminder, at Boise State University, all employees have been asked to work from home unless the employee’s leadership has deemed their presence on campus essential. All employees working from home need to complete the COVID-19 Telecommuting Agreement. Contact HR for more details.

For essential employees who continue to work on campus, some daycare centers or other services may require a letter indicating the employee is “essential.” For those employees deemed “essential,” this essential employee letter template can be used upon approval from a direct supervisor. While working on campus, please refer to the guidance regarding social distancing and prevention.

Will my insurance cover Coronavirus testing?

In compliance with federal coverage requirements:

  • COVID -19 testing covered at 100 percent for all plans.
  • COVID-19 office visit, telemedicine, ER, doctors visit and urgent care visits are covered at 100 percent. COVID-19-related tele-visits, office visits by phone or video call, will be covered at 100 percent.
  • These mandates apply to coverage for testing and diagnosis of COVID-19, not treatment.

Telehealth with MDLive

All MDLive copays and coinsurance will be waived for enrolled members for the remainder of the plan year for any health condition.

Telehealth is an option to address non-emergent healthcare needs without physically visiting a doctor’s office. Visit the OGI homepage for instructions on how to download the MDLive app on a mobile device or computer to get started.


COVID-19 related tele-visits, office visits by phone or video call, will be a covered service for all plan types for the remainder of the plan year. Non-COVID-related visits are subject to copay and coinsurance.

How can I decrease or cancel my daycare Flexible Spending Account (FSA) since school/daycares are closed now?

IRS rules allow for dependent care FSA contributions to be increased or reduced due to substantial changes in costs of daycare or if daycare is no longer necessary. Employees may submit these changes for the remainder of the plan year by completing an updated enrollment form.

Please complete and submit this FSA form along with a justification for the change or cancellation of the Daycare Flex Spending account to the HR Benefits Department at for processing.

All other rules and regulations, including the grace period to use Daycare FSA dollars, remain in effect.

I want to give to shared leave, but I only have sick time, how do I help?

The good news is that DHR just adjusted this rule.

This temporary policy change for shared leave allows employees to donate vacation and sick leave to other employees who have exhausted their sick leave balances or are not eligible to accrue sick leave related to COVID-19. Go here to donate shared leave.

Note: This is a temporary change and all waivers terminate no later than December 31, 2020, unless terminated earlier or extended by notice.

Are temporary 5000 PCN Classified Employees still limited to 1,350 hours of work?

No, DHR recently waived the rule for temporary appointments that are limited to 1,385 hours. Effective immediately, there are no limits on the number of hours or the number of months a 5000 PCN Classified employee can work.