Frequently Asked Questions: COVID-19 (Coronavirus) Edition
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Campus notifications can be found at https://communications.olemiss.edu/coronavirus/
February 16, 2021
General Questions
What do I need to do before I return to campus?
1. All employees (including faculty, administrators and supervisors/managers) are required to complete the “Return to Work on Campus” presentation that is accessible at blackboard.olemiss.edu.
2. All employees (including faculty, administrators and supervisors/managers) are required to review the expectations of employees related to return to work on campus and certify via the digital attestation that it has been read and the expectations are understood.
3. All employees (including faculty, administrators and supervisors/managers) are required to complete the UM COVID-19 Daily Symptom Checker which is based on current CDC guidance. Employees will use this interactive tool daily to check for coronavirus symptoms and learn about resources available to help protect yourself and others from the spread of COVID-19. The submissions are anonymous and no identifying information is collected. The Checker is a public health program and a necessity as we promote a safe community. Note: if you are working remotely, you are not required to complete the daily checker each day. (08/17/2020)
How do I get proof that I completed the online training?
A completion badge is available within the course, under “Learning Materials” or you can also view the test score. If you supervisor requests proof, simply take a screen shot of the completion badge. If the badge does not populate immediately, log out of and log back in, blackboard.olemiss.edu.
How do I get proof that I submitted the online attestation?
Once they submit the attestation they receive an email, with the subject “COVID-19 Attestation – Submission Received.” The email may have gone to their Junk mail.
If you cannot locate the email, email hr@olemiss.edu and include your SAP number with your request.
Am I required to use the complete the UM COVID-19 Daily Symptom Checker Daily?
Yes, the complete the UM COVID-19 Daily Symptom Checker each day before reporting to work. Employees will use this interactive tool daily to check for coronavirus symptoms and learn about resources available to help protect yourself and others from the spread of COVID-19. The submissions are anonymous and no identifying information is collected. The Checker is a public health program and a necessity as we promote a safe community. If you are working remotely, you are not required to complete the Daily Symptom checker each day.
How do I know if I’m wearing my mask correctly?
The CDC recommends that people wear masks in public and when around people who don’t live in the same household. Wear a mask to protect others and follow this guidance:
- Wash your hands before putting on your mask
- Put it over your nose and mouth and secure it under your chin
- Try to fit it snugly against the sides of your face
- Make sure you can breathe easily
- Don’t put the mask around your neck or up on your forehead
- Don’t touch the mask, and, if you do, wash your hands or use hand sanitizer to disinfect
(08/17/2020)
Are masks with exhalation valves or vents recommended?
The CDC does not recommend using masks if they have an exhalation valve or vent. The purpose of masks is to keep respiratory droplets from reaching others to aid with source control. Masks with one-way valves or vents allow exhaled air to be expelled out through holes in the material. This can allow exhaled respiratory droplets to reach others and potentially spread the COVID-19 virus.
(08/17/2020)
What if I don’t want to come to work because I don’t want to get sick?
Employees who express reluctance or apprehension about returning to campus because of potential exposure to COVID-19, but otherwise have no underlying health condition that puts them at increased risk, may use their accrued leave or other available leave, in accordance with the terms of applicable University policy. Employees are also encouraged to contact Human Resources, 662-915-7431, with specific questions regarding the applicability of the ADA or FMLA to their individual circumstances.
Am I a Vulnerable Employee?
The Centers for Disease Control and Prevention has specified that persons 65 years old or older and individuals with certain serious underlying health conditions, including high blood pressure, heart conditions, chronic lung disease, kidney disease, diabetes, obesity, asthma, and the immunocompromised, may be at a higher risk for severe illness if exposed to COVID-19.
I am considered a vulnerable individual. Do I need to contact HR and if so, how much information do I have to share?
If there are safeguards, ideally telecommuting, and you and your supervisor are confident with the arrangement, it is not necessary to contact Human Resources. If telecommuting is not feasible and you may be at higher risk, please contact Human Resources to discuss your specific circumstances, other work options, and the availability of other benefits under the ADA and FMLA. If you are considering FMLA, you are only required to provide the standard medical certification completed by your physician with only “need to know” information. Email Human Resources at hr@olemiss.edu
If am under the required self-quarantine and able to work from home, am I able to still work via telecommuting?
If you are working during your self-quarantine, you don’t need to enter leave of any type for the hours you are working. If work is not available to you and you are an hourly/non-exempt employee, you may replace any hours you are not assigned to work with personal leave. If personal leave is not available or you prefer not to use personal leave, this time will be unpaid.
What should I do if I feel sick?
Employees who feel ill should remain home and use the appropriate leave.
If you believe that you have been exposed to or contracted the novel coronavirus disease (COVID-19), the Employee Health Center is available by appointment only for in-person and telehealth appointments.
Contact Employee Health by phone (915-6550) for an appointment. The Health Center is open Monday – Friday, 8AM-12PM and 1PM-5PM.
Need care outside of Employee Health operating hours?
- Mississippi Coronavirus Hotline through MSDH (7 days a week, 7 a.m.–7 p.m.): 877-978-6453
- Baptist Memorial Hospital – North MS 24-hour hotline: 866-941-4785
- Oxford has several urgent care clinics with extended hours
Just like with other illnesses, you are required to contact your supervisor to inform them that you are unable to report to work.
What should I do if I test Positive for COVID-19?
If you test positive for COVID-19 at a facility other than Employee Health, you must report this result to Employee Health.
Call 662-915-6550 to speak with one of their physicians.
Employee Health will collaborate with Mississippi Department of Health to determine what additional precautions may be warranted for the campus.
The anonymity and confidentiality of persons with COVID-19 will be protected during this process.
What if I need to self-isolate and can’t come to work?
The Families First Coronavirus Response Act (FFCRA) leave entitlements ceased December 31, 2020.
Employees absent from work due to illness will record he first day of absence as “1st Day Illness” and the remaining days as “Major Medical.”
Who can I talk to if this situation makes me stressed or overwhelmed?
The University Counseling Center continues to be a resource for faculty and staff. https://counseling.olemiss.edu/
Supervisor’s Responsibilities
How can I prepare my team to return to normal operations?
In addition to the “Employee Responsibilities” of training, understanding confirmation, and self-monitoring, supervisors have additional responsibilities, https://coronavirus.olemiss.edu/return-to-work-on-campus/supervisors-responsibilities/.
As the scientific research evolves and public health recommendations change, the University will update its guidance on COVID-19 accordingly.
What to do if an employee discloses they tested positive for COVID-19, resides with someone who tested positive, or has been within 6 feet of an infected person for a cumulative total of 15 minutes or more over a 24-hour period starting from 2 days before illness onset (or, for asymptomatic patients, 2 days prior to test specimen collection) until the time the patient is isolated?
If on campus, the employee should be discretely separated from others and sent home. If not on campus, the individual should be advised to stay at home. The employee should be asked to identify 1) any persons in our university community with whom they had contact with recently before the onset of symptoms, and 2) any areas of campus they visited during that time.
As you engage the employee, show empathy but do not provide medical advice.
If the employee has yet to be tested, advise the employee that they may contact the physicians at University Health Services for questions, including guidance on treatment and preventive measures to minimize the risk of infection to others. The telephone number for Employee Health is 662-915-6550.
If the employee has tested positive for COVID-19 at a facility other than Employee Health, they must report this result to Employee Health (662-915-6550).
Use provided checklist for further guidance.
May I advise my department that an employee tested positive for COVID-19?
Yes. You are encouraged to provide accurate information to employees about a possible risk of exposure to COVID-19, but there are limits on what you can say. The anonymity and confidentiality of persons with COVID-19 must be protected. You may only disclose that an employee tested positive. You may not disclose the employee’s name, nor any information about their medical condition, treatment, or prognosis. You may not disclose any other facts or circumstances about the employee, either alone or in combination, that would allow someone to discern their identity. For example, no reference should be made to the employee’s department or title. MSDH handles the necessary contact tracing with the individual infected and will seek additional information as needed.
May I direct an employee with COVID-19 or symptoms associated with the virus to stay home?
Yes, and refer the employee to Employee Health or their physician of choice. Remind the employee that should they test positive, they are required to contact Employee Health.
If an employee in my department reports being ill or calls in sick, may I ask whether they have symptoms associated with COVID-19?
Yes. You are authorized to make a targeted, limited inquiry about the student’s or employee’s condition to determine if they present a risk of COVID-19 infection to the university community.
People with COVID-19 have had a wide range of symptoms reported – ranging from mild symptoms to severe illness. Symptoms may appear 2-14 days after exposure to the virus. People with these symptoms may have COVID-19:
- Fever or chills
- Cough
- Shortness of breath or difficulty breathing
- Fatigue
- Muscle or body aches
- Headache
- New loss of taste or smell
- Sore throat
- Congestion or runny nose
- Nausea or vomiting
- Diarrhea
This list does not include all possible symptoms. CDC will continue to update this list as we learn more about COVID-19. Some people have no symptoms whatsoever.
If you need assistance understanding the significance of the employee’s responses or deciding what precautionary measures the university should take, please consult a physician at Employee Health 662-915-6550.
Recording Time
What if I need to take care of a family member who has COVID-19?
The Families First Coronavirus Response Act (FFCRA) leave entitlements ceased December 31, 2020.
Employees absent from work due to illness will record he first day of absence as “1st Day Illness” and the remaining days as “Major Medical.”
If your child’s school or regular care provider is closed, discuss with your supervisor the option to telecommute.
Can supervisors allow employees to work remotely on a temporary basis?
Yes, temporary telecommuting arrangements are recommended for all employees whose position allows for it and the arrangement has proven effective and productive. These arrangements may continue due to COVID-19 with no expectation of ongoing continuance. Supervisors may approve a request from an employee to telecommute or recommend a telecommuting option for an employee.
All employees have the option to work from home with their supervisor’s approval. Employees and supervisors will need to be actively engaged and clear on expectations.
What if my child’s school or regular care provider is closed?
If your child’s school or regular care provider is closed, discuss with your supervisor the option to telecommute.
Is donated leave an option for employees who do not have sufficient accrued personal leave and major medical leave?
Conditions that are short-term in nature, including, but not limited to, common illnesses such as influenza, the measles, and common injuries, are not catastrophic and not eligible for donated leave consideration. A catastrophic injury or illness, life-threatening injury or illness of an employee or a member of an employee’s immediate family which totally incapacitates the employee from work, as verified by a licensed physician, and forces the employee to exhaust all leave time earned by that employee, may be eligible for donated leave.
If an employee or their immediate family as defined by University policy is diagnosed with COVID-19 becomes completely incapacitated (i.e. hospitalized), they may qualify for donated leave and should contact Human Resource for guidance.
Working Off-Site (Telecommuting)
Can I work from home?
Temporary telecommuting arrangements are strongly encouraged when possible amidst COVID-19 concerns. These arrangements are approved with no expectation of ongoing continuance. Supervisors may continue to approve a request from an employee to telecommute or recommend a telecommuting option for an employee if the arrangement has proven effective and productive.
Are non-exempt staff members (hourly paid) eligible for flexible work arrangement, such as telecommuting?
Temporary telecommuting arrangements are strongly encouraged when possible amidst COVID-19 concerns. These arrangements are approved with no expectation of ongoing continuance. Supervisors may approve a request from an employee to telecommute or recommend a telecommuting option for an employee.
Supervisors may approve a request from an employee to telecommute or recommend a telecommuting option for an employee. (Refer to the link below, “More about Telecommuting” for best practices and recording time for non-exempt employees.)
Are students able to telecommute?
If the tasks and assignments can be performed remotely, i.e., tutoring via Zoom or Google Meet, students (hourly or paid on a stipend) may work remotely with adequate supervision.
Travel Considerations
Are we allowed to travel?
This information will be updated as CDC guidance changes.
- All university-affiliated international and domestic travel is prohibited until further notice.
- Faculty who believe their travel is essential must apply for a waiver with the Office of the Provost.
- Staff who believe their travel is essential must apply for a waiver through their respective Vice Chancellor.
- Students, faculty or staff members returning from international travel will be required to self-quarantine, self-monitor, fill out the Travel Reporting Portal, and follow CDC recommendations for what to do for a minimum of 14 days.
- All personal international travel is strongly discouraged.