All employees are expected to abide by policies, protocols and guidelines outlined in this plan. Failure to do so places others at risk and may result in corrective action.
- Phased Approach
Beginning June 1, vice presidents have the authority to begin returning employees under their supervision to campus in a deliberate way, taking into account factors such as: the need to expand on-site staffing based on mission-critical operations, ability to control and manage specific work environments, protecting vulnerable workers, and necessity of accessing on-site resources
Beginning July 1, the College plans to resume more of its regular on-site campus activities and operations, including preparing for students to return in August. Therefore, a meaningful increase in the on-campus employee population is expected to occur in July. Supervisors will communicate with employees directly as to when each employee is authorized to return to campus.
- Alternative Work Options
After employees begin returning to on-site work in larger numbers, a variety of mechanisms will be available to facilitate social distancing and reduce the density of employees within buildings and workspaces. In addition, supervisors will give particular consideration to those in higher-risk categories in assessing remote work arrangements. Beginning June 1, vice presidents have the authority to begin returning employees under their supervision to campus in a deliberate way, taking into account factors such as: the need to expand on-site staffing based on mission-critical operations, ability to control and manage specific work environments, protecting vulnerable workers, and necessity of accessing on-site resources.
- Remote Work. To facilitate social distancing, departments are encouraged to continue utilizing remote work for appropriate employees, as determined by supervisors and approved by the vice president for that division.
- Virtual Meetings and Communications. Even when collaborating with others present on campus, employees should, to the extent feasible, utilize electronic communication tools (e.g., phone, email, Microsoft Teams, Zoom, etc.) to reduce in-person meetings.
- Alternating Days or Weeks. Departments should consider scheduling on-site staffing patterns, such as alternating days or weeks, to help enable social distancing, especially in areas with large common workspaces.
- Staggered Scheduling within the Workday. Departments should consider staggering work schedules within the workday to assist with social distancing measures that aid in reducing congestion at the beginning and end of the workday and during break periods.
Campus buildings will remain locked through July 1, with limited access allowed by key-holders who have been authorized to return to on-site work or have otherwise received approval form a vice president to enter a building.
Communal Microwaves and Refrigerators
Once buildings are reopened communal microwave ovens and refrigerators in classroom buildings and offices will not be in operation in order to reduce the risk of virus transfer. Campus water fountains will be turned off and vending machines will be empty until COVID-19 restrictions have been reduced. The hands-free, bottle-filling stations will still be available.
Employee Health Screening Process
It is critical for employees to understand and be aware of COVID-19 symptoms.
If an employee experiences symptoms of COVID-19 (without a separate known cause, e.g., asthma, allergies, etc.), that employee should not come to campus. Similarly, if an employee has been notified of exposure to someone who has been diagnosed with COVID-19 within the last 14 days, that employee must stay home. In addition, if an employee develops symptoms while on campus, the employee should separate from others and leave campus in a manner that reduces any contact with others. It is imperative for employees to communicate with their supervisors in situations like these.
Self-Certification Form Required to Return to On-Site Work
An employee will be required to complete a self-certification form before returning to work on campus. Essential employees who have continued working on campus will also be required to promptly complete the form. This form asks screening questions about the employee’s health, including, among other items, whether the employee has had a recent fever or other COVID-19 symptoms or has been notified of exposure to COVID-19 within the last 14 days. All employees will commit on this form to performing daily symptom self-checks and to report changes in the information provided. This form will be stored separately from an employee’s regular personnel file in order to limit access to this confidential information.
An employee will again be required to complete the form prior to returning to campus if there is a change in circumstance, such as:
- Testing positive for COVID-19.
- Having been advised by a health care provider or government official to stay home and self-quarantine.
- Having close contact in the last 14 days with an individual who has tested positive for COVID-19 or who showed symptoms of COVID-19.
- Experiencing symptoms of COVID-19 (without a separate known cause, e.g., asthma, allergies, etc.).
- Having been notified of exposure to COVID-19 within the last 14 days.
Daily Symptom Self-Check
Employees working on campus must monitor symptoms every day before reporting to work. If an employee experiences symptoms of COVID-19 (without a separate known cause, e.g., asthma, allergies, etc.), the employee should not come to campus. The employee must stay home and contact their supervisor. The College is working with OSF and the Warren County Health Department on screening and testing. OSF has published guidance on symptoms and next steps. Use of this OSF service is free, and it is not limited to OSF patients. More information about COVID-19 symptoms is also available from the CDC.
According to the CDC, individuals with certain conditions may have an increased risk for COVID-19 infection. Those conditions may include:
- Older adults (aged 65 years and older);
- People with HIV;
- Asthma (moderate-to-severe);
- Chronic lung disease;
- Serious heart conditions;
- Chronic kidney disease being treated with dialysis;
- Severe obesity; and
- Being immunocompromised.
Employees who have been authorized to return to work on-site and have concerns about doing so because of a condition that places them in a higher-risk group, those who are pregnant, or those who wish to seek disability accommodations related to returning to on-site work should contact Director of Personnel Mike McNall.
Request for Leave of Disability Accommodations
If an employee has or may have a need for leave or disability accommodations related to COVID-19, the employee should contact the College Personnel office.
Questions or Concerns
If an employee has questions or concerns regarding safety on campus in light of the pandemic or this plan, those issues should be discussed with their supervisor; if not resolved, Personnel should be contacted.