FAQs and Scenarios
FAQs for Employee Return to Campus
Texas A&M University implemented a new COVID 19 Reporting Process for students, faculty, and staff as outlined in an email message from Provost Fierke on July 20, 2020. Visit the COVID 19 Reporting Process webpage for specific information about this process. Note: This process has replaced the Ill Employee Protocol Supervisor Checklist.
If you have any questions regarding the COVID-19 reporting process, please contact COVID19Process@tamu.edu.
A manager may request documentation to support an employee's request to continue working remotely. If the request to remain working remotely is related to a medical condition or the medical condition of a member of the employee's household, documentation may include a medical certification. Medical certifications should be handled by the departmental HR Liaison in the same way that FMLA or ADA-related medical documentation is kept. All questions related to FMLA or ADA can be directed to employee-relations@tamu.edu.
Employees will be asked to return to work on campus (worksite) based on the unit's operational needs and managerial discretion. Managers will provide advanced notice to employees outlining when the employee is expected to return (minimum of 2 business days of notice is recommended). Managers will try to accommodate employees who wish to return to work on campus sooner, as well as those individuals who have increased risk or child care issues who wish to wait before returning to campus.
No. Employees may not return to campus (worksite) unless they have been authorized to do so by their manager/department head. If an employee wishes to return to work on campus sooner rather than later, the employee may contact their manager and request permission to return sooner.
All COVID-19 related AWLs are still approved and will remain in effect unless expressly terminated by a manager and/or department head due to operational needs.
Yes, in light of CDC guidance, and to protect your fellow Aggies against COVID-19, face coverings (cloth face covering, surgical mask, etc.) must be worn by all individuals (faculty, staff, students, and visitors) on campus or at off-campus activities that are sponsored by TAMU or TAMU recognized student organizations in certain area. Read more on the Texas A&M Face Covering FAQ page.
No. At this time the University is not requiring that any Departments/Colleges/Divisions undertake health screenings including but not limited to temperature checks upon the return of employees to campus. However, Departments may choose to conduct health screenings to ensure the safety of their employees/students/visitors, as long as the screenings are conducted in accordance with CDC guidelines. The University in accordance with CDC guidelines reserves its right to modify or change its policy at any point. Most current CDC guidelines found here.
An employee may:
- Report their concerns to the individual's manager or department head.
- Report their concerns through the Risk, Fraud and Misconduct Hotline by calling (888) 501-3850 or selecting a "To Make a Report" topic on the right side of the TAMU Ethicspoint website.
Employees should immediately notify their manager or the suspected ill employee's manager that the individual does not appear to be well. Managers should send ill employees home. If managers have any questions, contact the Employee Relations Department at Employee-Relations@tamu.edu.
No. In order to qualify for EFMLA leave, the employee's child care provider must be unavailable due to COVID-19. An employee who chooses not to avail themselves of available child care will not be entitled to EFMLA leave under the FFCRA.
SCENARIOS for Employee Return to Campus
Response: The department should make every effort to allow the employee to continue to work remotely through the summer. If remote work is unavailable, the department should contact Employee Relations at Employee-Relations@tamu.edu discuss other alternatives.
Response: The department should attempt to work with the employee to adopt a work schedule either remotely or on-site that satisfies the employee's childcare issues. If the employee is still unable to satisfy their work requirement, the employee maybe entitled to leave under the Families First Coronavirus Response Act (EPSL and/or EFMLA).
Response: Assuming remote work is no longer available, the HR Liaison should require medical documentation to substantiate the illness/injury/health condition. If the employee is able to produce medical documentation, they will be entitled to Emergency Paid Sick Leave (EPSL). If the employee is unable to produce medical documentation, the employee may use other accrued leave (vacation time off and/or comp time) or request leave without pay.
An employee (staff, faculty and student workers) who requires a reasonable accommodation should inform their manager and/or HR Liaison. Departments can find support for responding to ADA Reasonable Accommodation requests by contacting Employee Relations at Employee-Relations@tamu.edu or (979) 862-4027.
Response: Assuming remote work is no longer available, the employee may use other accrued leave (vacation time off and/or comp time) or request leave without pay.