June 15, 2020
Our highest priority continues to be safeguarding the health, safety and well-being of the university community. The university is taking necessary measures to maintain a safe workplace, consistent with guidance from the U.S. Centers for Disease Control and Prevention (CDC), Governor Tate Reeve’s Safe Return executive order, the Mississippi State Department of Health (MSDH), city of Oxford’s Serving Oxford Safely order, and local health authorities.
1. Required Training
Each employee is required at review the comprehensive presentation of the guidance.
The presentation, “Return to Work on Campus”, is available on Blackboard, blackboard.olemiss.edu.
2. Understanding of Employee Responsibilities regarding COVID-19
Please review the expectations of employees as they return to work on campus and certify that you have read and understand these expectations. Attestation
The university has created a self-checker tool for COVID-19 based on current CDC guidance. Use this interactive tool to check yourself for coronavirus symptoms and learn about resources available to help protect yourself and others from the spread of COVID-19. UM COVID-19 Daily Symptom Checker
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
If you test positive for COVID-19 at a facility other than Employee Health, you must report this result to Employee Health, phone (915-6550) immediately. Employee Health will collaborate with MSDH 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. This is for the protection of the health and safety of the campus community.
Just like with other illnesses, you are required to contact your supervisor to inform them that you are unable to report to work. You may be eligible for Emergency Paid Sick Leave.
We recognize that these conversations may be difficult. Human Resources representatives are available to assist (email@example.com or 915-7431).
Unable to Return To Work
The Families First Coronavirus Response Act (FFCRA) provides employees with a maximum of 80 hours of paid sick leave (pro-rated if part-time) for the following qualifying reasons.
- subject to a federal, state, or local quarantine or isolation order related to COVID-19,
- advised by a health care provider to self-quarantine related to COVID-19,
- experiencing COVID-19 symptoms and is seeking a medical diagnosis,
- caring for an individual subject to an order described in paragraph (1) above, or self-quarantine as described in paragraph (2),
- caring for the employee’s child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons, or
- experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.
EPSL is only available through December 31, 2020, whether or not an employee elects to exhaust the leave by that time and does not rollover from one year to the next. Employees are not entitled to reimbursement for unused EPSL upon termination, resignation, retirement, or other separation from employment. Learn More
Caring for Dependents
If your child’s school or regular care provider is closed, discuss with your supervisor the option to telecommute. If telecommuting is not an option, all employees who are unable to work due to caring for a dependent, are eligible for our traditional administrative leave with pay until June 30, 2020. Additional formal leave programs (Emergency Paid Sick Leave and FMLA Expansion/FMLA+) are available for employees to care for a son or daughter, whose school or place of care is closed, or child care provider is unavailable due to COVID-19 related reasons. Learn More
Work from Home (Telecommuting/telework)
If you require some flexibility or further tools or resources, speak with your supervisor to develop a plan that achieves work goals and meets your needs.
Supervisors may continue to encourage their staff to work remotely if that has proven productive and effective. Learn more about best practices for telework.
Manage job stress & build resilience
Visit sites with resources for recognizing stress factors, managing job stress and building resilience
Posters for Workplace
Resources, including postings, are available on the Centers of Disease Control.
Questions? Human Resources representatives are available to assist (firstname.lastname@example.org or 915-7431).
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