Managing safe returns to campus
CURRENT STATUS:
The only exceptions are:
- approved essential services on campuses
- approved research activities that cannot be conducted remotely
- approved in-person teaching exceptions
- approved limited work exceptions on campus (e.g., access to equipment or inadequate work space at home)
Activities on our campuses will resume gradually. While many are looking forward to returning to normal operations, the health and safety of our students, faculty, and staff is our top priority.
Planning for return to campus
- Returning to campus - planning and logistics preparations
- Re-engaging employees
- Prepare employees to return to campus
- If an employee refuses to return to work
- What to expect during the return to campus
- Creating a positive arrival experience
- Providing support for employees
- Rethinking work
Essential services
During the COVID-19 pandemic, on-campus essential services are services that if interrupted would (1) endanger the life, personal safety or health of our community, or (2) irrevocably damage the environment or university property. On-campus essential services include areas such as infrastructure maintenance, animal care, hazard risk management, security, and health care. Talk to your HR partner if you are unsure if your employees’ work falls into this category.
Managing employees working on campus
Employee is concerned about getting COVID-19 by coming to work
Listen to and discuss their concerns with empathy. Share your solutions for safety and welcome their input. Review the health and safety measures the university and your department are taking.
Learn about your role in hazard identification and employee work refusal in the “If an employee refuses to return to work” section of the Engaging employees page.
Employee has medical condition that increases risk
- Discuss the employee’s concern with empathy. Employees are not required to disclose their condition.
- Encourage employees to discuss the concern with their physician.
- If the employee is working on campus, discuss alternatives to modify work to decrease exposure.
- If modified duties are not appropriate, consider assigning work/duties that can be done remotely.
- Discuss options with your HR Partner.
Employee feels ill
- Advise your employee to stay home, complete the Alberta Health Services self assessment, and review information on the University COVID-19 site.
- Have them review the employee information about illness and sick leave. Review your responsibilities as a manager.
- If they have COVID-19 symptoms, a sick note is not required.
Employee tests positive for COVID-19 or may have been exposed
Alberta Health Services will alert the appropriate people as quickly as possible if a confirmed COVID-19 case is identified.
The privacy and protection of an individual’s personal and health information continues to apply. Managers and supervisors must not share the identity of any staff member who may be impacted (e.g., isolated, being tested, confirmed diagnosis, etc.). An individual may share their personal and/or health information with colleagues, and managers and supervisors may be in a position where many staff are already aware of a situation/individual, however, managers/supervisors are required to maintain privacy.
Employee is directed to self-isolate, but is not ill
Explore options for working from home with full or modified duties. Consult your HR Partner for directions related to casual employees.
Employees returning from travel outside of Canada
Ask employees to self-isolate for 14 days. Explore options for working from home with full or modified duties.