Last week, important guidelines were finalized and enacted as part of HR-700. As we phase in onsite work over the coming weeks, we wanted to note that employees will need to know and comply with the added provisions that include precautions that all employees are expected to take to protect themselves and others. Supervisors are expected to monitor compliance. Each university in the UM System will follow these standard precautions and consult local public health guidance in developing and executing each university’s plans for managing through the pandemic.
For ease of reference, the text of HR-700.I.H is copied below:
H. Effective Wednesday, May 13, 2020, at 12:00 a.m., the University will implement the following temporary measures:
- Employees will return to on-site work when directed to do so by their supervisors, in accordance with plans approved pursuant to I.H.ii. Employees who were approved to work on site prior to Wednesday, May 13, 2020, may continue to work on site without further approval. Employees who have not been directed to return to on-site work will telework to the maximum extent feasible until instructed to work on-site.
ii. The President, Chancellors, or their designees will approve plans to return to on-site work before they are implemented. Most plans will not be implemented earlier than 14 days after any applicable “stay-at-home” order has been lifted, although approvals for earlier implementations may be granted. Plans to return to on-site work should be made in consultation with guidance from local public health officials and provide for a phased return to on-site operations, with the goal of resuming full on-site operations by the Fall 2020 term.
iii. Employees who are working on site during the period of these temporary measures:
a. Will comply with applicable federal, state, or local public health orders related to COVID-19;
b. Will observe the following precautionary measures:
1. Maintain six-foot social distancing from other individuals unless performing job duties that require contact with other individuals closer than six feet.
2. Wear a cloth mask or other face covering that covers their mouth and nose if they are unable to maintain six-foot social distancing or if otherwise required by federal, state, or local public health orders.
3. Limit in-person meetings and group gatherings to a size that complies with federal, state, or local public health orders and allows for six-foot social distancing.
4. Continue healthy habits. While working on site, employees should:
· Wash their hands often with soap and water for at least 20 seconds, or if soap and water are not readily available, use a hand sanitizer that contains at least 60 percent alcohol.
· Avoid touching their eyes, nose, and mouth with unwashed hands.
· Cover their coughs and sneezes with a tissue, the inside of their elbow, or something other than their hands.
· Regularly clean and disinfect frequently touched surfaces. Avoid sharing equipment with other employees to the extent possible and take precautions such as disinfecting and hand-washing after use when such sharing is necessary.
5. Measure their own temperature before work each day. The employee will not report to work and will notify their supervisor of any temperature over 100.4 degrees Fahrenheit.
6. Notify their supervisor and stay home if they are experiencing COVID-19 symptoms, including cough, shortness of breath or difficulty breathing, fever, chills, muscle pain, headache, and new loss of taste or smell.
7. Notify their supervisor if they have been in close contact with an individual who tested positive for COVID-19.
c. Employees working on site may be required to observe additional precautionary measures with approval of the President, Chancellors, or their designees. Additional precautionary measures may be particularly appropriate for employees whose job duties make it difficult to maintain social distancing, and may include (but are not limited to) the following.
1. Employees may be screened for symptoms of COVID-19, including measuring employees’ body temperature and asking whether they are experiencing symptoms of COVID-19. Screenings should be performed privately, and information about employees’ symptoms must be treated as confidential.
2. Employees may be required to wear personal protective equipment (PPE). Employees with disabilities may request PPE-related accommodations from their university human resources office.
d. Employees directed to return to work on site who may be at higher risk for severe illness from COVID-19 should notify their supervisors and their university’s human resources office to request reasonable accommodation. According to the Centers for Disease Control and Prevention, employees at high-risk for severe illness from COVID-19 include:
1. People 65 years and older
2. People with serious underlying medical conditions, particularly if not well controlled, including:
· People with chronic lung disease or moderate to severe asthma
· People with serious heart conditions
· People who are immunocompromised
· People with severe obesity
· People with diabetes
· People with chronic kidney disease
· People with liver disease
Reasonable accommodations will be granted in accordance with Collected Rules and Regulations Section 600.080, Policy Related to Employees with Disabilities, and may include alternative work schedule or location, extension of telework, or enhanced precautionary measures.
iv. Employees who are not working on site during the period of these temporary measures:
a. Will work through telework arrangements to the maximum extent feasible, focusing first on regular duties, but also including other duties as may be assigned by their supervisors, including duties outside normal position duties and descriptions;
b. If no telework arrangements are feasible, employees will receive administrative leave pay based on their normal rate of compensation and normal schedule until no later than Sunday, April 12 at 11:59 p.m. After April 12, employees who are not working on site and for whom no telework arrangements are feasible may use paid leave in accordance with applicable policies, including any FFCRA Paid Sick Leave available under I.C.i and the enhanced leave identified in this HR-700. Employees who do not have available paid leave may be approved for unpaid leave.
v. Campus closure policies in HR-217 will not apply to these measures.
vi. These temporary measures will not apply to employees in University of Missouri Health Care, employees with job duties involving clinical care operations that are continuing, or other units excluded by the University System’s Chief Human Resource Officer.
Mun Y. Choi
President, University of Missouri System
Interim Chancellor, University of Missouri
Associate Vice President for Human Resources
and Chief Human Resources Officer (CHRO)
University of Missouri System