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HR-702 COVID-19 Policies

Please note: On May 16, 2022, President Mun Choi suspended this policy related to COVID-19, including pausing the requirement that faculty, staff and students inform the university if they have tested positive for COVID-19, and other personal safety measures.

Employees are expected to manage their own personal health measures for COVID as they do for other contagious illnesses and are encouraged to find latest COVID-19 guidance on the Center for Disease Control website.

While HR-702 provided special authority to require these measures, there are some practices listed below that will continue based on authority that exists outside of this policy, such as time off measures for those who are sick and vaccination policies for MU Health System personnel. Please see HR Policy Manual Enhanced Policies (HR-700) index for additional policies and information.

  1. Working Arrangements
    1. Employees will work on-site except as approved for off-site work under applicable policy. See policy HR-522 Telework.
    2. Employees who are working on site will:
      1. Comply with applicable federal, state, or local public health orders related to COVID-19;
      2. Observe precautionary measures including monitor themselves each day for symptoms of COVID-19 as outlined and periodically updated by the Center for Disease Control and Prevention (CDC), including cough, shortness of breath or difficulty breathing, fever of 100.4 degrees Fahrenheit/38 degrees Celsius or higher, chills, muscle pain, headache, and new loss of taste or smell, unless symptoms are otherwise explained by existing conditions.
      3. Continue healthy habits such as:
        1. Wash their hands often with soap and water for at least 20 seconds, or if soap and water are not readily available, use hand sanitizer that contains at least 60 percent alcohol.
        2. Avoid touching their eyes nose, and mouth with unwashed hands.
        3. Cover their coughs and sneezes with a tissue, the inside of the elbow, or something other than their hands.
      4. Comply with any requirements regarding masks, social distancing, quarantine, isolation, vaccinations, or other precautionary measures established by their university or MU Health System, as applicable.  Any vaccination requirement must be approved by the President. Additional precautionary measures may be approved by the President, Chancellors, or their designees and 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.
      5. Notify their supervisor or designee, follow CDC guidelines and consult with a healthcare provider as appropriate if they:
        1. Have been diagnosed with COVID-19;
        2. Are experiencing symptoms of COVID-19 as outlined and periodically updated by the CDC.
        3. Meet the criteria for isolation or quarantine as outlined and periodically updated by the CDC.

        Depending on the situation and CDC guidelines, avoid the worksite and other University premises, with the exception of appropriate health care facilities, until authorized to return by the University. The university’s chief human resources officer or designee may approve exceptions to remain on the worksite.

      6. Notify their supervisor and their university’s human resources office to request reasonable accommodations if they are at a higher risk for severe illness from COVID-19. According to the CDC, 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

        Refer to the CDC website for the most current information on those who are at higher risk for COVID.

    3. Supervisors with employees working on-site should:
      1. Notify their university’s chief human resources officer (or designee) of an employee who has been diagnosed with COVID-19 as defined and periodically updated by the CDC. Advise the employee to consult with their healthcare provider as appropriate, including Telehealth or Virtual Visits.
      2. Follow campus guidelines regarding notification of potential exposure to COVID-19.  The identity of the employee should be kept confidential, but information may be shared with employees who have a need to know, including employees needed to assist with cleaning, assisting with work arrangements, or other approved reasons.
      3. Not undertake their own contact tracing efforts.  Public health officials will be responsible for contact tracing.
      4. Inquire if the employee has a doctor’s or public health official’s release, which may be required before a person is allowed to return to work. Follow campus guidelines regarding return-to-work requirements.
  2. Time off –The following measures apply if an employee is unable to work due to COVID-19 related reasons:
    1. Supervisors should evaluate the situation and may approve telework options for employees, including non-exempt employees, when appropriate under the University’s telework arrangements policy HR-522. UM Human Resources has information and tools available if considering flexible work arrangements.
    2. All employees shall continue to follow department established guidelines for attendance and requesting approval for time off.
    3. Benefit-eligible Administrative, Service & Support employees and certain non-regular academic employees may use the following paid time off:
      1. Sick leave, HR-404 Sick Leave
      2. Vacation leave, HR-402 Vacation
      3. Personal days, HR-403 Personal Days
    4. 12-month faculty may use any of their unused four weeks (20 days per year) of annual leave, CRR 320.070 Academic Appointments.
    5. Non-benefit eligible employees may be approved for leave without pay.
  3. Non-Compliance – Employees who are required to be fully vaccinated as authorized by the Board of Curators and who fail to meet expectations (either through non-vaccination status or not receiving an approved accommodation/exception) will be subject to discipline under appropriate procedures. Cases will be determined individually, but in general expected actions will include:
    1. Administrative, Service, and Support at-will employees  – expected discipline will involve up to seven (7) calendar day suspension without pay, followed by termination if the employee continues to be non-compliant without an approved accommodation.
    2. Employees on term academic appointments – expected discipline will involve suspension without pay and/or termination implemented through the University’s Standards of Faculty Conduct (CRR 330.110) or other appropriate due process.
    3. Tenured faculty – expected discipline will involve suspension without pay and/or termination through the University’s Standards of Faculty Conduct (CRR 330.110) or Dismissal for Cause (CRR 310.060).
    4. Other employees on term appointments – expected discipline will involve suspension without pay and/or termination implemented with appropriate due process.
  4. The measures of this HR-702 will be construed and applied in a manner to comply with applicable laws, including but not limited to the Family and Medical Leave Act and laws prohibiting discrimination. To the extent that exceptions or modifications are needed to comply with such laws, they may be approved by the University System’s Chief Human Resources Office after consultation with the President and the University’s Office of the General Counsel.

See Also

HR-402 Vacation
HR-403 Personal Days
HR-404 Sick
HR-407 Family Medical Leave Act (FMLA)
HR-408 Leaves of Absence
HR-413 Administrative Leave

Date Created: 08/24/2021
Updated: 09/21/2021; 01/07/2022

Reviewed 2022-05-18