As we have transitioned to Blackboard-only instruction for the remainder of the spring semester, it is important to note our campus is currently open and operational. However, in order to follow best practices and guidance to encourage social distancing, as well as supporting our employees, we are implementing processes to allow flexibility in performing job responsibilities.

This includes short-term COVID-19-related remote work, as appropriate. It will be necessary for certain employees to continue to report to campus for work to ensure the health, safety, and welfare of our campus as well as to ensure the continuity of operations. Active communication between employees and supervisors will be critical as continuity of operations plans are developed and employees are considering options available.

We have created a visual COVID-19 Decision Flow Chart (Decision Flow Chart text alternative) to help employees navigate questions regarding COVID-19 related work situations, such as what to consider when determining if it is appropriate to come to work, please click here. Additionally, we have also created a Leave Usage Visual Guide (Leave Usage Guide text alternative) to help you understand the different types of leave to be used in the various scenarios.

Where can we find the latest updates on COVID-19 in general?

Please visit the Colorado Department of Public Health & Environment (CDPHE) website or the Center for Disease Control website for general updates on the virus. This is where the most recent and accurate information on the virus can be found. Adams State specific updates can be found at the COVID-19 Resources Page.

What is Adams State’s approach to use of leave for quarantined employees or confirmed COVID-19 cases?

For asymptomatic employees, work from home should be the first consideration.  Work with your supervisor and HR on a remote work agreement. If work from home is not possible, for the next 30 days, with the approval of executive leadership, paid administrative leave should be granted to employees who have been diagnosed with COVID-19 or who have been quarantined by a health official. For employees who are otherwise ill, sick leave should be used.

What actions will Adams State take if there is a suspected case or employee exhibiting symptoms and the employee isn’t pursuing evaluation/testing?

If an employee is exhibiting signs of illness based on CDC guidance, supervisors may send employees home, or ask them to remain at home, in order to limit the spread of communicable illnesses. Supervisors are not to give a medical diagnosis but rather encourage employees to call the SLV Health Nurse Triage line and seek medical guidance.  IMPORTANT: When you are placing employees on leave and/or allowing them to work from home, you must maintain confidentiality with regard to any employee’s health issues.

If the employee appears healthy, but has been determined by a health official or their executive leadership to pose significant health risk to other employees (based on CDC guidance for businesses), the first option should be to work from home. Work with your supervisor and HR on a remote work agreement. If this is not possible, the employee may be granted paid administrative leave with the approval of their executive leadership. Follow the CDC guidelines to determine the risk an asymptomatic employee may have for the workplace. If an employee is diagnosed with COVID-19, they should be granted paid administrative leave. If a diagnosis is not confirmed, the employee should be placed on sick leave until they are no longer symptomatic as provided in the CDC Discontinuation of Home Isolation guidance.

I am a supervisor. What types of questions should I ask if an employee reports a concern that they have been exposed to COVID-19?

As a manager or supervisor, you are not to give a medical diagnosis but are permitted to ask questions of an employee to determine their ability to perform their work and the potential impact on the environment. Questions you may ask include: why do you think you have been exposed; are you experiencing symptoms (as defined by the CDC); have you spoken to your doctor or called the SLV Health Nurse Triage Line about the need for COVID-19 testing; and have you been instructed to be tested or to self isolate?

What should we do for employees who work in close proximity to an employee who is being tested for COVID-19 or has COVID-19 like-symptoms?

Clean the work spaces using CDPHE’s cleaning guidance. A cleaning request should be submitted to ASU Facilities Services. Consider allowing employees to work from home, if possible, while the cleaning takes place. In many work situations, it will not be feasible to have employees work from home; in that situation, encourage employees to use good hygiene practices to lower immediate exposure risk and ask employees to monitor themselves for signs of symptoms. Employees should then be informed of any mitigating strategies that will be employed to ensure the safety of the work area. Mitigation strategies could include alternate work location or rotating shifts to reduce the number of employees in a certain area.

What is social distancing?

Social distancing means remaining out of congregate settings, avoiding mass gatherings, and maintaining distance (approximately 6 feet or 2 meters) from others when possible.

Should employees who are able to work remotely, start doing so now?

At the present time, employees who are not symptomatic or who have not traveled to an at risk area are encouraged to maintain their normal work routine. We encourage employees to work with their supervisors and teams to review departmental/unit continuity of operations plans and practice your procedures and tools so that you are prepared to work remotely. In the meantime, please utilize CDPHE’s guidance on how to keep the workforce safe. If an employee can work remotely with minimal impact to business operations, they should coordinate with their supervisor first to determine the appropriate time to begin working from home and then work with your supervisor and HR on a remote work agreement. Please see the COVID-19 Decision Flow Chart (Decision Flow Chart text alternative).

Am I being required to work from home?

Not at this time, however it may be appropriate for some employees to work remotely or make other adjustments to their work schedules.  Please refer to the COVID-19 Decision Flow Chart (Decision Flow Chart text alternative) for further guidance.

I have worked with my supervisor and am going to work from home, does this mean I can’t return to campus?

No, unless you have been told to quarantine or self isolate, you may return to your work space as necessary to facilitate your work.  However it is important to continue to follow guidance on social distancing.

We have employees whose job responsibilities have been reduced due to changes in operations because of COVID-19. How should we account for their time?

All departments are encouraged to be creative with distribution of work and finding ways for employees to remain productive during this time. Supervisors will reassign employees’ responsibilities to areas or departments that need assistance, or redistribute back office work that might be done remotely away from employees who must report to the worksite. Assign projects (e.g., calling current and prospective students, file clean up, process improvement, reviewing and updating position descriptions, performance appraisals, etc.) that can be done remotely. Institute rotating shifts to minimize the number of people in a space.

How do I know if I have traveled to a high risk area?

Please utilize the CDC guidance on travel within the US.

What is the guidance on granting paid administrative leave?

If the employee appears healthy, but has been determined by a health official or their executive leadership to pose significant risk to other employees (based on CDC guidance for businesses), the first option should be work from home.  If this is possible please work with your supervisor and HR on a remote work agreement.  If this is not possible, the employee should be granted paid administrative leave with the approval of their executive leadership. Follow the CDC guidelines to determine the risk an asymptomatic employee may have for the workplace. If an employee is diagnosed with COVID-19, they should continue on administrative leave. Refer to COVID-19 Decision Flow Chart (Decision Flow Chart text alternative).

How is leave addressed for employees who are quarantined? Is it the same for employees who are ordered by health departments versus employees who are “self-quarantined”?

If the employee appears healthy, but has been determined by a health official or their executive leadership to pose significant risk to other employees (based on CDC guidance for businesses), the first option should be to work from home. Work with your supervisor and HR on a remote work agreement.  If this is not possible, the employee should be granted paid administrative leave. Together with public health, follow the CDC guidelines to determine the risk an asymptomatic employee may pose to the workplace. Once an employee is diagnosed with COVID-19, they should continue on paid administrative leave. Employees must contact HR  to begin documentation for the Family Medical Leave process in case the condition persists.

Should employees who miss work due to COVID-19 like symptoms for more than three days need a doctor’s note?

No, employees who are absent from work due to COVID-19-like symptoms for 3 or more consecutive days are required to complete and submit the Employee Self-Certification Form in lieu of a medical certificate form.

What is the process for people who are immuno-compromised and concerned with COVID-19 to seek leave?

Employees not ill but asking to work from home because they are immuno-compromised or have other high risk factors should be offered that opportunity.  If possible, work with your supervisor and HR on a remote work agreement. Employees should be directed to the HR Director to discuss if the process for ADA accommodations should be followed. If employees are able to work from home, that should be the first option. If an employee is unable to work from home, they are able to take any type of accrued leave they have available (annual, sick, or compensatory).

If schools or childcare facilities close for an extended period of time, are employees allowed to work from home in order to take care of their children or do they have to take leave?

We have temporarily modified our policies to allow employees to work from home at the same time they are caring for a child who needs supervision or other dependents during state-recognized emergency situations.

Impacted employees must first work with their supervisor to determine if working from home or a schedule adjustment will allow them to continue working. If these measures do not allow for the employee to continue to work, then employees may use any of their accrued leave to care for their family members, including domestic partners, in-laws, and step relatives. Special consideration will be given to any other person whose association with the employee is similar to that of a family member.

How will ASU handle staff who are unable to report to work because of dependent care issues?

If feasible, work from home opportunities should be offered first.  Employees who must remain on campus to perform their work, i.e. police officers, custodial staff, buildings/grounds  maintenance, may be excused from work only if they are quarantined or ill. To the extent possible, departments should consider developing alternative shifts to allow these employees to care for children and/or to maintain social distancing by minimizing the number of employees in the workplace.

May I bring my children to work?

No, we have temporarily modified our policies to allow employees to work from home at the same time they are caring for a child that needs supervision or other dependents during state-recognized emergency situations.

Impacted employees must first work with their supervisor to determine if working from home or a schedule adjustment will allow them to continue working. If these measures do not allow for the employee to continue to work, then employees may use any of their accrued leave to care for their family members, including domestic partners, in-laws, and step relatives. Special consideration will be given to any other person whose association with the employee is similar to that of a family member.

My child’s school is closed as a result of COVID-19. May I work from home?

Continuity of operations must be the first consideration when allowing employees to work from home. Employees should work directly with their supervisors to balance business needs with employee safety and needs. Supervisors are encouraged to permit employees with impacted children or other dependents to work from home if possible, while still meeting business needs. We have temporarily modified our policies to allow employees to work from home at the same time they are caring for a child that needs supervision or other dependents during state-recognized emergency situations.

For employees who cannot work from home, employees should work with their supervisors to identify alternative schedules that may be available and if necessary, an employee may use their accrued leave to stay at home with their impacted children or dependents.

When can employees return to work following COVID-19-like symptoms?

Use the CDC Discontinuation of Home Isolation guidelines to determine if it’s safe for an employee who has been out ill to return to work. Currently, their guidelines indicate it is safe when the employee is free of fever (100.4° F [37.8° C] or greater using an oral thermometer), signs of a fever, and any other symptoms for at least 72 hours, without the use of fever-reducing or other symptom-altering medicines (e.g. cough suppressants) AND at least 7 days have passed since symptoms first appeared. Please refer to their website for any updates to this guidance.

Will I still get paid?

Payroll will continue to process and enter any transactions that come through during this time.  Our prioritization will continue to be to minimize impact to the employees.

Will these FAQ’s be updated as new information is available?

Yes, this is a dynamic situation and we will update these and other FAQ’s as necessary.  Please check the ASU Coronavirus COVID-19 page for the most recent information.

I still have questions about working, who should I contact?

You can email the HR office hr@adams.edu or call us at 719-587-7990.