COVID-19 requires some adaptation of how we conduct business. As a community, we are driven to collaborate, and that spirit of sharing a common cause can work to our benefit as we look out for one another in a new capacity and rise to protect the well-being of our colleagues and students. As such, the following protocols have been implemented to provide the safest possible work environment for those on campus.
While everyone is at risk for getting COVID-19 if exposed to the virus, certain populations may be at greater risk for serious complications according to the CDC. Among those are older adults, particularly those 65 or older, and people with underlying health conditions such as:
- Chronic kidney disease
- Chronic obstructive pulmonary disease (COPD), asthma, or other lung impairments
- Immunocompromised conditions
- Heart conditions
- Obesity (BMI of 30 or higher)
- Sickle cell disease
- High blood pressure
- Cystic fibrosis
If you have a documented health issue that you believe prohibits your return to campus and/or requires an ADA accommodation, wish to inquire about FMLA eligibility or use of sick leave, or if you meet the qualifications for FFCRA leave (medical diagnosis of COVID-19, being tested for COVID-19, required to quarantine by medical personnel, documented lack of available child care), contact Alexa Butcher (firstname.lastname@example.org) in the Office of Human Resource Management to discuss accommodations and leave.
Return to Campus
Faculty and staff should consult their supervisor for information about reporting to campus.
Employees are required to respond to a daily symptom check on days they will be on campus. The daily symptom checker requires respondents to take a one- to two-minute assessment of their symptoms. Once respondents have provided information about their symptoms, they will be provided with feedback. The QR approval may be requested in high traffic campus buildings.
Remote Working Policy
FASOP HR-03: Remote Working Arrangements gives guidance and outlines the various criteria to be considered when an employee wishes to ask their departmental leadership about the possibility of working remotely. It is important to understand that in order for an employee to work remotely, their department head and leadership within their chain of command must agree their position is a good fit and approve them to work remotely.
Remote work decisions will be entirely handled at the departmental and organizational level of the particular unit without HRM approval unless the employee is intending to work remotely outside the physical boundaries of the state of Louisiana.
The provision prohibiting dependent care during the remote work day originally included in this new policy has since been removed given the uncertainty that employees that are currently caregivers currently face due to the pandemic. LSU will revisit that provision once the environment begins to return to normal, but for now that is no longer part of this policy.
Any in-person meetings must have fewer than 10 people. Otherwise, the meeting should be held via a virtual platform such as Teams or Zoom. Face coverings should be worn when employees cannot maintain six feet of distance.
Any department or unit that has an interest for physical modifications of the workspace and building to respond to COVID-19 should first get approval for these modifications and any related expenses from the department head or dean, followed by their executive vice president. Following these approvals, the department can submit a request for Facility Services, and Planning, Design & Construction will develop plans for the modification in coordination with EOC. Once plans are finalized, facility services will work with department or unit to complete the project. Contact Facility Services at email@example.com with questions.
Procuring Personal Protective Equipment
The sanitation supplies and PPE to be provided by the University are being procured in bulk quantities and will be available to the entire campus community through University Stores to ensure the safest possible return to campus experience. The items being procured by the University include the following:
- Hand sanitizer and dispensers
- Sanitary wipes
- Disinfectant spray and dispensers
- Paper towels
- Disposable masks
- Nitrile (non-latex) Gloves
Building Services staff will deploy and replenish these supplies and commodities in classrooms, labs, and other public access areas as necessary and consistent with current CDC guidance. Any questions on these specific items should be directed to firstname.lastname@example.org.
If an employee has been exposed to COVID-19 and is subject to a quarantine or isolation order, is experiencing symptoms of COVID-19, has been diagnosed with COVID-19 or is caring for an immediate family member as a result of COVID-19, or is caring for a child as a result of loss of care due to COVID-19 and are unable to report to the physical premises for work or perform work remotely, they may use their personal accrued sick, annual, and/or compensatory time accordingly for full pay. Through December 31, 2020, employees are also eligible for Emergency Paid Sick Leave (EPSL) under the Families First Coronavirus Response Act (FFCRA) for two weeks (80 hours) if they meet one or more of the following criteria:
- Employee is subject to a federal, state, or local quarantine or isolation order related to COVID-19.
- Employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19.
- Employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.
- Employee has been diagnosed with COVID-19.
Please note: The provisions of the Families First Coronavirus Response Act (FFCRA) are set to expire on December 31, 2020 unless extended by Congress. Emergency Paid Sick Leave (EPSL) and Expanded Family and Medical Leave for COVID-19 illness and childcare disruptions due to closures will no longer be available after the December 31 sunset date. Therefore, beginning January 1, 2021, LSU will return to all leave rules as defined in PS-12 and all absences will be charged to personal accrued sick or annual leave as appropriate. Should Congress extend the FFCRA or provide for additional paid leave, we will communicate all information as soon as it is available.
Employees who are identified through the EOC contact tracing program as being exposed to COVID-19 at LSU will receive an email from HRM with instructions regarding leave entry.
- HRM Guidance for Returning to Campus
- Employee Hub
- Workers' Compensation Benefits while working from an alternate work site
- Families First Coronavirus Response Act (FFCRA) and Emergency Paid Sick Leave (EPSL) FAQs
- Unemployment Insurance Related to COVID-19
- Request for Off-Campus/Home Storage of Equipment
- Fall 2020 Teaching Webinar
- Fall 2020 Classroom Guidelines
- Faculty Guide to Geaux Online
- Faculty Research Continuity Planning
- How Faculty Manage Facemask Compliance in the Classroom (PDF)
Remote Working Tips
COVID-19 Reporting & Protocol
Faculty, staff, and students who receive a positive COVID-19 test result or have been identified as a close contact are required to notify LSU through the TIGER Check Daily Symptom Checker.