Employees (faculty and staff)

FAQs

  • Do staff members need to report to work?

    All staff who can, should be working from home. No one will be allowed to work in campus buildings without prior permission from their supervisor. The College announced on April 7 that some staff members, who are unable to do most or all of their duties from home, will be temporarily furloughed. More information about the furloughs can be found here.

  • What should I do if I feel sick?

    If you develop symptoms — such as a fever, cough or shortness of breath.

    1. Stay home
    2. Call your primary care physician
    3. Do not go to urgent care or other health facility without calling first
  • I am concerned that my colleague might have been exposed to the virus. What should I do?

    If you are concerned that you might be at risk of exposure, speak to your supervisor or Human Resources at hr@union.edu or (518) 388-6108

  • How do I deliver my class online?

    Please see the resource page that Academic Technologies has created.

  • What duties are faculty expected to fulfill?

    Until further notice, faculty are expected to fulfill all of their normal duties. The only thing that is changing are the methods of course delivery and contact with students. We recognize that implementing these changes will be time-consuming.

  • Should we host academic talks and outside speakers?

    We are cancelling all on-campus events for winter and spring term. For events scheduled in the spring term, consider rescheduling, cancelling or determining if there could be an online option for hosting such an event.

  • How is Union College currently responding to COVID-19?

    The health and safety of our community members is the College’s highest priority. The College is also committed to doing its part to slow the spread of COVID-19 through social distancing and de-clustering. With these objectives in mind, the College has taken a series of precautionary measures, including implementing remote instruction for the Spring term.

    As this situation evolves, so will these Frequently Asked Questions. Union College will alert employees as updates are made to these FAQs.

  • What can employees do to avoid the virus and slow its spread?

    Please consult the CDC website.

  • How do I know if I may have COVID-19?

    According to the CDC, you may be sick with COVID-19 if you have these symptoms. Employees who have these symptoms or who otherwise feel unwell should stay home from work. If you think you have been exposed to COVID-19 and develop symptoms, immediately call your healthcare provider for medical advice. If you test positive for COVID-19, you should immediately notify Michele Gibson at (585) 313-8069. Union College will maintain strict confidentiality of any employee who reports a medical condition, including a COVID-19 infection.

  • When can an employee come back to work after having these symptoms?

    Employees with confirmed COVID-19 must follow the instructions or advice of the Department of Health or their health care provider regarding house isolation and returning to work. For additional information, please see CDC guidance.

  • Will employees who are infected with COVID-19 receive pay during their absence?

    Yes. The College is committed to reducing the financial impact of COVID-19 on employees. The College has established temporary COVID-19-related pay and leave policies through at least March 27, 2020 that are summarized in the COVID-19 Pay & Leave Benefits Protocol (below).

  • Can a manager/supervisor send an employee home who is suspected of being sick?

    If an employee indicates that they do not feel well, the manager/supervisor may direct the employee to work from home, if appropriate. According to CDC guidance, the College can separate and send home an employee who is demonstrating acute respiratory illness symptoms (cough, shortness of breath).

    If you believe a colleague is ill, you should notify your manager or supervisor. Your manager or supervisor will speak with the employee and Human Resources to determine what is appropriate.

    While the College is committed to responding appropriately to COVID-19, it is likewise committed to preventing fears from turning into assumptions based on factors that are unrelated to the illness, such as national origin, race, and any other protected status. Employees are reminded to ensure a respectful workplace at all times for all our community members.

  • A member of my household is sick. Should I stay home?

    If a member of your household tests positive for COVID-19, you must follow the instruction of the Department of Health and your health care provider for quarantine.

    If you are not ill, you should contact you manager / supervisor to discuss telework options. If an employee is not approved for telework, the employee will receive pay and leave benefits in accordance with the COVID-19 Pay and Leave Benefits Protocol, below.

  • What should I do if I learn I have been in immediate contact with someone who tested positive for COVID-19?

    Employees should immediately notify Michele Gibson at (585) 313-8069 and contact their health care provider so that appropriate steps, as recommended by public health experts, can be taken to protect you as well as the health and well-being of our community.

    Employees who have been exposed should monitor their health and utilize the CDC’s Decision-Making Chart to determine appropriate action. Employees should stay home from work if the Decision-Making Chart advises, or if advised by a health care provider or local official to stay home from work.

  • Will employees who are quarantined, but not infected with COVID-19, receive pay?

    The College will first consider whether the employee can work from home. If so, the employee will be requested to work from home and will continue to receive pay.

  • Will employees get paid if they are sent home from the College because there has been a reported case of COVID-19 on campus, but they are not quarantined?

    Yes. Employees who can telework should work from home and will receive pay. Employees who cannot work from home will also continue to receive regular pay for the period of time the College directs employees to stay home. Your manager / supervisor will notify you how to record time off occasioned by the College sending employees home if there has been a reported case of COVID-19 on campus.

  • I have small children and their school has closed because of COVID-19. Can I bring them to work with me?

    In furtherance of the College’s objectives of social distances and de-clustering, employee’s children are not permitted to come to work with employees at this time. The College encourages employees to try to find alternative childcare and to work with their manager / supervisor to explore telework options. If telework is not available and you need to stay home with a small child whose school has closed because of COVID-19, please contact Human Resources to discuss possible accommodations.

  • What is the temporary COVID-19 Pay and Leave Benefits Protocol?

    The College has established temporary pay and leave benefits policies to support employees’ compensation and benefits during the College’s COVID-19 response plan. The College reserves the right to update, amend or modify these policies as this situation evolves. They are summarized in the Pay and Leave Benefits Protocol through at least March 27, 2020.

    Event

    Compensation & Benefits

    An employee is symptomatic or infected with COVID-19

    Employee must stay home. Employee will continue to receive regular pay for the first five days of absence without being required to use available vacation, personal or sick time until the employee qualifies for short-term disability benefits. If employee is infected with COVID-19, that event may also qualify eligible employees for Family and Medical Leave.

    Employee needs to care for a family member (as defined under Union College’s Paid Family Leave policy) infected with COVID-19

    This event qualifies for Paid Family Leave (PFL) for eligible employees. See Paid Family Leave policy for information regarding eligibility and applying for PFL benefits. The College will supplement PFL benefits with paid time off without requiring employees to use available vacation, personal or sick time.

    Employee is quarantined because of exposure to someone infected with COVID-19

    Employee must stay home. If employee’s job responsibilities can be performed remotely, the employee will be approved to work from home and will continue to receive pay and benefits as if the work was performed on campus.[1]

    If the employee’s job responsibilities cannot be performed remotely, employee will continue to receive regular pay for the quarantine period.

    Employee has school-aged child whose school has closed because of COVID-19

    Employee should first try to make alternative childcare arrangements. Employees who cannot make alternative childcare arrangements should speak with their manager about working from home. If employee’s job responsibilities can be performed remotely, the employee may be approved to work from home and will continue to receive pay and benefits as if the work was performed on campus.[2]

    If the employee’s job responsibilities cannot be performed remotely, employee should contact Human Resources for possible accommodations.

    Employee needs to care for a family member who is quarantined, but not infected with COVID-19

    Employee must practice social distancing measures. If employee’s job responsibilities can be performed remotely, the employee may be approved to work from home and will continue to receive pay and benefits as if the work was performed on campus.[3]

    If the employee’s job responsibilities cannot be performed remotely, employee should contact Human Resources for possible accommodations.

    Employee has been advised by their health care provider that they are in a high-risk group (as defined by the Center for Disease Control) and asks to work from home or for another accommodation(s)

    Employee will complete “Request for Accommodation” and submit to HR. If employee’s job duties can be performed from home, employee may work from home and regular pay and benefits will be uninterrupted.

    If the employee’s job responsibilities cannot be performed remotely, the College will work with the employee to provide a reasonable accommodation. If leave is granted, the employee will continue to receive pay without being required to use available vacation, personal or sick time.

    Employee resides with or has caregiving responsibilities for someone who is in a high-risk group.

    If employee’s job responsibilities can be performed remotely, the employee may be approved to work from home and will continue to receive pay and benefits as if the work was performed on campus.

    If the employee’s job responsibilities cannot be performed remotely, employee should contact Human Resources for possible accommodations.

    [1] Exempt employees will continue to receive their salary while they work from home. Non-exempt employees who work from home must record all hours worked in accordance with the College’s requirements. Managers will work with non-exempt employees to set expectations regarding work hours. Non-exempt employees will continue to receive pay for all hours worked, including overtime for hours worked in excess of 40 in any workweek.

    [2] See FN 1.

    [3] See FN 1.

  • Am I required to report to the College if I have traveled to or have had close contact with someone who has traveled to a high risk area?

    Yes, employees must advise Human Resources of this information immediately in order to determine if the exposure has resulted in you posing a direct threat to the health and safety of others. In accordance with CDC guidance, employees who are well, but who are exposed to an individual infected by COVID-19 must notify HR and follow any instructions from the Department of Health and/or health care provider and/or CDC guidance on how to conduct a risk assessment of potential exposure.

    The College strongly discourages employees from non-essential personal travel that will involve transport by common carrier (pane, cruise ship, train, but, etc.) or will involve attendance at large gatherings.

    The College strongly discourages employees from non-essential personal travel that will involve transport by common carrier (plane, cruise ship, train, bus, etc.) or will involve attendance at large gatherings.

  • What additional housekeeping protocols are in place?


    The Union College Facilities Services cleaning department is following the all cleaning protocols
    that have been provided by the CDC. As part of standard infection control practices, routine
    cleaning is rigorous and ongoing.


    Surfaces touched most frequently are prioritized for routine cleaning because these surfaces can
    be reservoirs for germs and an exposure pathway for transmission to people through contact with
    these surfaces. Cleaning and disinfection of frequently touched surfaces is completed daily.
    Examples of frequently touched surfaces:


    • Desks and chairs;
    • Counters, tables and chairs;
    • Door handles and push plates;
    • Handrails;
    • Kitchen and bathroom faucets;
    • Appliance surfaces;
    • Light switches;
    • Handles on equipment (e.g., carts);
    • Remote controls;
    • Shared telephones;
    • Shared computers, keyboards and mice
    • Shared electronics and phones


    Facilities Services entire staff has been instructed to monitor our hand sanitizers and soap
    dispensers to ensure proper quantity at all times.


    Facilities Services has purchased stand-alone hand sanitizers in conjunction with our current wall
    hung sanitizers to make them more visible


    Facilities Services Stockroom is ensuring to best of their abilities the necessary stock items
    needed to make all areas as clean as possible.

  • What actions will we take from a facilities perspective if an employee is quarantined?   

    If an employee is quarantined after coming in contact with an individual with suspected/confirmed COVID-19, and the employee does not display symptoms (fever, coughing, shortness of breath) on the first day of the 14 day quarantine period, then routine cleaning & disinfection may be done by Housekeeping staff.

  • Do employees need to wear a mask while on campus?

    Executive order 202.17 went into effect at 8:00 p.m. on Friday, April 17, 2020:

    Any individual who is over age two and able to medically tolerate a face-covering shall be required to cover their nose and mouth with a mask or cloth face-covering when in a public place and unable to maintain, or when not maintaining, social distance.

    This new executive order applies to employees as well as students living on campus, visitors, contractors and anyone else who is on campus property.

    Employees who work on campus will be required to wear a cloth face covering when working within 6 feet of other people, but not when working alone. Examples of when cloth face coverings must be worn include interactions with co-workers and contractors, retrieving mail or packages from the mail room, traveling through a space where other employees are working or are present, and using the restroom if there's more than one person in the building. Cloth face coverings should be carried with you and stored in a plastic bag to be available when needed.

    The College is providing cloth masks for essential employees and those working on campus occasionally who still need one. If you've already received a cloth mask from Union, or have your own cloth face covering, please use it. If you are an essential employee and have not yet received a mask, you may pick one up at the College Park Hall Traffic Desk Monday-Friday, 7:00 a.m. – 10:30 p.m.

    Please speak with your supervisor if you have questions about your requirements when you are on campus.

    Please consider adding your name or some type of identifier so that masks aren't interchanged by mistake.