frequently asked questions

 

general questions

When should I seek medical help regarding COVID-19?
Please call a medical professional if, in the last 14 days, you:

• Have traveled to an affected geographic area and have a fever and signs or symptoms of a lower respiratory illness (cough, shortness of breath), or
• Have a fever with a severe acute lower respiratory illness that requires hospitalization and doesn't have an alternative explanatory diagnosis (e.g., influenza) and no known source of your exposure, or
• Were in close contact with a confirmed case of COVID-19 and have a fever or signs or symptoms of a lower respiratory illness (cough, shortness of breath)

When you call, please inform them of your symptoms and recent travel or potential exposure before going to the health facility.
 
What should I do if I have symptoms of COVID-19?
If you experience symptoms, isolate yourself, do not come to work, and seek medical attention by calling a medical professional. Inform medical professionals of your symptoms and any recent travel or potential exposure before going to the health facility.

As with all contagious illnesses, limit the potential for exposure to other people and do not come to work. Take the following actions:

• Notify your supervisor that you are ill and will not be able to work.
• Isolate yourself to keep from potentially exposing other people.
• Seek medical advice from a medical professional by calling ahead before visiting a health facility.

When can I return to work if I have had Influenza or another contagious illness?
The current message from health care providers and the Centers for Disease Control (CDC) is to stay home and do not return to work until you have not had a fever for at least 24 hours without the use of fever-reducing medications. Anyone diagnosed with COVID-19 should closely follow the instructions of medical professionals.
 
Should an employee stay home even if they are sick with a common cold?
Generally speaking, staying home when you are sick is good advice for all employees. This is to prevent the transmission of any illness. Supervisors are encouraged to get this message out to employees. If employees are sick, they should stay home until the symptoms have subsided for 24 hours and/or contact their physician for guidance. The normal protocol for notification of the absence to the supervisor and use of accrued sick leave would apply.
 
Does the University have the right to send sick employees home?
Yes. If an employee reports to work and presents with symptoms of being ill, we cannot diagnose what the illness is since we are not medical professionals. It is best to err on the side of caution and advise the employee that it is in their best interest to go home and suggest that they seek medical care. If possible, consult with the campus Human Resources office before sending an employee home.

Can I stay home if I have a concern about being exposed to the virus?
The University understands the concern about potential exposure. However, the University’s safety precautions (social distancing, masking, etc.) are in place to reduce community transmission, and there is an individual responsibility to follow all appropriate protocols, which should help ensure employee and household member safety.  In addition, the University has increased its routine cleaning efforts of high touch points within buildings.

 

Where possible, the University encourages employees to work with their manager to enable telecommuting. In addition, employees are encouraged to work with their manager about establishing a flexible or rotational schedule that ensures the employee’s safety to the greatest extent possible while in the workplace.

 

An employee may also request to take leave; however, your supervisor is not required to approve your time off request if your department is short on staff or due to business necessity.

Are masks required in outdoor spaces on campus?

Yes, in most cases. Masks are expected to be worn in outdoor spaces on campus that are densely populated such as walkways between buildings during class change times, waiting areas for buses, etc. Students, employees, and visitors should have a mask with them when on campus at all times in case they need it. Good judgment should be exercised.
 

Do faculty and staff need to wear masks in private offices or areas with reduced capacity?

If you are alone in your private office, you do not need to wear a face covering or mask. However, they must be worn by all faculty and staff working on campus when in the presence of others and in public settings where physical distancing measures may be difficult to maintain (e.g., common workspaces and classrooms).

Will face shields be recognized as safe alternatives to masks?

Faculty and staff who need to seek an alternative to wearing masks should contact Human Resources to discuss their needs or visit the COVID-19 RELATED ADA ACCOMMODATIONS REQUESTS website. Students should contact Counseling and Accessibility Services (CAS).

 

Are WVSU-branded masks required or may we wear personal masks?

You may wear your own mask as long as it adheres to CDC guidelines and it does not display any offensive messages/language.
 

What if I don’t or can’t wear a mask?

Students who are unable to wear a mask for medical reasons, which will be the only exemptions allowed, should contact Counseling and Accessibility Services (CAS) for possible arrangements. Faculty and staff who need to seek an accommodation should contact Human Resources to discuss their needs.

What will the University do if I don’t wear a mask?

The University expects all students, employees, and visitors to follow the guidelines and protocols outlined by the University to ensure a safe return to in-person instruction. Faculty and staff who fail to comply with policies relating to PPE/masks/face coverings may be subject to counseling and/or disciplinary action — up to and including termination of employment.
 

If faculty are working behind plexiglass, are they required to wear masks?

No. If you are standing behind plexiglass and maintaining physical distancing measures, you do not need to wear a mask.

Can social distancing be a substitute for face coverings?

No.

How do units request PPE?
West Virginia State University has a variety of personal protective equipment (PPE) for all employees on campus. Individual bottles of hand sanitizer, face shields, and masks are all available upon request. An employee must submit a Track-It ticket to Physical Facilities in order to receive it. We are also asking all employees who receive a bottle of hand sanitizer to not throw your bottle away once it is empty. We have a large stock of hand sanitizer and are able to refill your bottle. When your bottle starts to get low, please submit a Track-It ticket and let us know. We will be replacing empty bottles with full bottles once a week.  If you have any questions, please feel free to contact Physical Facilities at 304-766-3181.
 
Track-It:
http://trackit.wvstateu.edu/TrackIt/SelfService/Account/LogIn?ReturnUrl=%2fTrackIt%2fselfservice
-Log in and click on Create New Ticket

Where do we get a mask if we forget one or don’t have one?

Every Vice President/Athletic Director on campus will be equipped with a supply of disposable masks.
 

Americans with Disabilities Act (ADA) Accommodations

What are the ADA compliant alternatives for those who can’t wear a mask?

Faculty and staff who want to seek a modification should contact Human Resources to discuss their needs or visit the COVID-19 RELATED ADA ACCOMMODATIONS REQUESTS website. Students should contact Counseling and Accessibility Services (CAS).
 

If I am approved to not wear a mask for ADA reasons, how will others know?

While you may not be wearing a mask or other traditional protective equipment, you'll still be asked to wear some sort of protective equipment, like a face shield. Students should contact Counseling and Accessibility Services (CAS), and employees should contact Human Resources for assistance with alternatives or visit the COVID-19 RELATED ADA ACCOMMODATIONS REQUESTS website.
 

I have health conditions that make me more susceptible to serious effects of COVID-19. Are there extra precautions I can take part of to avoid exposure and limit contact with others?

Currently, medical conditions that necessitate reasonable accommodations related to COVID-19 are being addressed as Americans with Disabilities Act (ADA) Accommodations. In accordance with the ADA Amendments Act, certain factors do not meet the definition of a disability. Reasonable modifications will be determined on a case-by-case basis. When applicable, other provisions may run concurrently with accommodations, such as FMLA, FFCRA, leave and other University programs. In these cases, employees will be referred to Human Resources.
 

If you are an employee and have questions or need accommodations, faculty and staff are encouraged to contact HR@wvstateu.edu. More information can be found at the Department of Human Resources COVID-19 RELATED ADA ACCOMMODATIONS REQUESTS website.

Students with questions related to accommodations and the Coronavirus should contact Counseling and Accessibility Services (CAS).
 

Illness, Quarantine, Monitoring

If a member of my household is quarantined, should I still come back to work?

Employees with household members who are exhibiting symptoms of COVID-19 but are undiagnosed or awaiting test results should remain home and not return to campus until they have been advised that it is safe to do so by their health care provider or their State or local health department. Employees should telecommute, if possible, with manager permission.

If I am quarantined, am I expected to work remotely?

Employees who have the capacity to work remotely during quarantine should telecommute (with their manager’s approval) and should speak with their manager regarding further guidance.

If an employee does not have the capacity or approval to work from home, then the employee should contact HR. An employee who works remotely, must complete the Telework Plan Agreement Form prior to remote work. This form should be signed by the supervisor and then forwarded to HR.

I felt fine when I came to work but then fell ill – what do I do?

Employees who feel unwell should immediately separate from others, inform their manager of their illness, and go home. Employees who are concerned about their symptoms should immediately contact their primary health care provider. Employees who have recovered from an illness should contact their manager when ready to return to work.

A colleague became ill in the office or on University grounds and went home. Do I need to be isolated or quarantined?

Not necessarily – we must rely on guidance from health care providers, because most situations in the workplace require unique responses.
 

Employees who are unwell or who start to feel unwell at work should stay at home or go home immediately, respectively. The most important thing employees can do is monitor their health and remain home when unwell.
 

If there is a presumed or confirmed case of COVID-19 in the workplace, managers should contact Human Resources for next steps. Health care providers will determine the extent of necessary quarantine.

If I am recovering from an illness, when should I return to work?

Employees are encouraged to remain home through the duration of an illness, whether it is the common cold, flu, or COVID-19. For all absences due to illness (including COVID), employees are expected to follow the necessary processing protocols up to and including physician certification. Employees who have exhibited symptoms or have been diagnosed with COVID-19 should not return to work until they have been cleared to do so by their health care provider or their State or local health department.

What should I do if I am not sick but I have been in the proximity of someone who is under self-quarantine (i.e., the person does not have symptoms and was asked to self-quarantine because of their potential exposure to COVID-19)?

Being a “secondary contact” does not require you to be quarantined under current CDC guidelines. You would only be required to quarantine if you are in close contact with someone diagnosed with a presumptive or confirmed case of COVID-19 (e.g., a household member or someone recently returned from a Level 3 country). Employees should continue to monitor for symptoms. If you notice that you have symptoms, contact your primary health care provider, then your manager and, if advised, stay home.

I have an underlying health condition – what are my options?

Where possible, the University encourages employees to work with their manager about telecommuting. In addition, employees are encouraged to work with their manager about establishing a flexible or rotational schedule that ensures the employee’s safety to the greatest extent possible while in the workplace. While the University believes its safety precautions (social distancing, masking) are exhaustive, there is an individual responsibility to follow all applicable protocols.

 

Employees who are unable to find a solution among the above options may request to use their applicable paid time off. Upon exhausting their applicable paid time off, employees may request a personal leave of absence without pay, which is subject to approval based on operational needs by the University President. 

My household member has a documented underlying comorbid health condition – what are my options?

The University’s safety precautions (social distancing, masking) are in place to reduce community transmission, and there is an individual responsibility to follow all appropriate protocols, which should help ensure employee and household member safety.  In addition, the University has increased its routine cleaning efforts of high touch points within buildings.
 

Where possible, the University encourages employees to work with their manager to enable telecommuting. In addition, employees are encouraged to work with their manager about establishing a flexible or rotational schedule that ensures the employee’s safety to the greatest extent possible while in the workplace.
 

Employees who are unable to find a solution among the above options may request an FMLA caregiver leave, if the employee meets the criteria for caregiver leave. If caregiver leave is exhausted or the employee’s circumstance does not qualify, employees may request to use their applicable paid time off. Upon exhausting their applicable accrued leave, employees may request a personal leave of absence without pay, which is subject to approval based on operational needs by the University President. 

I am over age 65 – what are my options?

The University’s safety precautions (social distancing, masking) are in place to reduce community transmission, and there is an individual responsibility to follow all appropriate protocols, which should help ensure employee and household member safety.  In addition the University has increased its routine cleaning efforts of high touch points within buildings.
 

Where possible, the University encourages employees to work with their manager to enable telecommuting where possible. In addition, employees are encouraged to work with their manager about establishing a flexible or rotational schedule that ensures the employee’s safety to the greatest extent possible while in the workplace.
 

Employees who are unable to find a solution among the above options may request to use the applicable paid time-off. Upon exhausting their applicable paid time off, employees may request a personal leave of absence without pay, which is subject to approval based on operational needs by the University President. 

 

Working on campus or remotely

I meet with students (customers, employees, etc.) frequently as part of my job responsibilities. What should I do if I encounter someone who is obviously sick?
As with other forms of Influenza or contagious illnesses such as colds, maintaining a reasonable distance from the person is a starting point. Do not shake hands or make other physical contact. Offer the individual a mask if you have one or a tissue and ask the person to cover their mouth and nose if they should need to cough or sneeze. Use a sanitary wipe after the person has left to wipe those areas of your work station that the person has touched. There may be situations in which a meeting can be rescheduled to a time when the person is feeling better or the business can be conducted by phone or e-mail. Do not hesitate to offer this suggestion if it is appropriate.

How do I know if I’ve been identified as an essential employee?
Vice Presidents have been instructed to determine their essential staff who would be required to work in this type of emergency situation and to have an internal notification system in place. Ask your supervisor if you have been identified as an essential employee. An essential employee is required to work on campus to provide immediate and necessary functions.

If I am directed by my supervisor to work from home and I don’t have the necessary tools (computer, software, etc.), what am I supposed to do?
This concern should be discussed with your supervisor who can determine resources that may be temporarily provided for you to perform your work from home. 

If I was told that I am required to report to campus for work and I become ill, is telecommuting an option for an employee who is ill?
Telecommuting may be an option if the employee is ill and job duties can be completed by telecommuting. The supervisor and/or department head, in consultation with the employee, can develop work hours and a work plan for the impacted employee. Supervisory approval is necessary to work from home, but not all requests to telecommute can be approved. Keep in mind that not every position is suited for telecommuting due to specific job duties that cannot be performed at home or operating requirements of the unit.
 
How does the telecommuting need to be reported for timekeeping purposes?
When an employee has been approved to telecommute, the hours should be designated as time worked for any time spent performing work duties.

Does it matter when I telecommute?
Yes. When telecommuting, employees are expected to work their normally scheduled shifts. 

What if I am telecommuting and I have an appointment or something to do during my normally scheduled shift?
In this event, the employee should first notify their supervisor. The following options are available although not all options will be available in all situations depending upon the nature of your job responsibilities:
•     Use accrued annual leave
•     Use accrued compensatory time
•     Make up the work on an hour-for-hour basis during the same workweek with supervisory approval
•     Request an absence without pay and without paid-time-off accruals
Temporary and student employees do not receive pay for time not worked or any paid time off benefits.

I am told that I cannot telecommute, what happens next?

Employees who perform functions that cannot be accomplished remotely or whose presence in the workplace ensures continuity of operations should report to work.

In certain instances, managers may use “rotational” schedules for areas that are not conducive to telecommuting. Employees should contact their manager about potential rotating schedules.

I was told I cannot work remotely at the present time but would like to telecommute to lessen the risk of getting sick. May I do so?

Some employees perform functions that cannot be accomplished remotely or whose presence in the workplace ensures continuity of operations and, therefore, these employees are unable to telecommute. Such employees may request (via their manager) to use their appropriate leave accruals if they wish to stay out of the workplace entirely. Approval is subject to management discretion based on operational needs.
 

The University encourages employees to consult with their physicians about steps they can take to protect their health while in the workplace. Employees may share physician recommendations with their manager for approval. It is important to note that, due to the essential functions of the University, managers may be unable to accommodate all physician recommendations.

 

Can I bring files home?

The University has a responsibility to ensure the confidentiality of protected information.  Please consult with your supervisor before bringing any files home. 

I am a WVSU employee on an H-1B visa. Can I telecommute? What notifications should I make?

If you are on an H-1B visa sponsored by WVSU, and your personal residence is within normal commuting distance from your WVSU workstation, then you are free to telecommute from your personal residence during this time. If you are planning to work from a location other than your personal residence; or if your personal residence or other remote workstation is further than normal commuting distance from your WVSU workstation, please contact Human Resources immediately.
 

Child or Dependent Care

My child’s school (day care) is closed due to illnesses, and my child is not sick. I have no other child care arrangements. Can I bring them to work with me? (This question is for those employees who are required to report to campus for work)
Bringing a child to work is not recommended or advisable—and in many work areas it is prohibited. Decisions can be made on a case-by-case basis by the supervisor or department head.

What if my child’s school or day care is closed due to illness, and my child is not sick? I have no other child care arrangements and must stay home with them. How will I be paid?
(This question is for those employees who are required to report to campus for work)
Promptly notify your supervisor of the reason for your absence and your anticipated return to work date. In this situation, the following options are available although not all options will be available in all situations depending upon the nature of your job responsibilities:
•     Use accrued annual leave
•     Use accrued compensatory time
•     Make up the work on an hour-for-hour basis during the same workweek with supervisory approval
•     Work from home with supervisory approval
•     Request an absence without pay and without paid-time-off accruals

The employee maybe entitled to leave under the Families First Coronavirus Response Act (EPSL and/or EFMLA). 

Am I eligible for EFMLA if I elect not to send my children to daycare or summer camp?
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.

 

Pay and Leave

If I contract COVID-19, will I go on paid leave?

Employees diagnosed with COVID-19 may qualify for FMLA, and employees should contact HR for further details.

Under what circumstances will I need to use my accrued time?

Some of the scenarios where an employee would need to use accrued time include:

• Pre-scheduled vacation or medical appointments while working on campus or remotely.
• Out sick (or caring for an immediate family member) due to non-COVID related illness.
• Your physician recommends that you remain at home due to an underlying medical condition and you are unable to telecommute.
• You are concerned about being in the workplace and are unable to telecommute (management approval required). 

I’ve been directed to quarantine due to COVID-19 exposure or symptoms, but I’m still telecommuting. Will I be placed on paid leave?

No. Employees who are able to telecommute should continue to do so unless their symptoms prevent them from working. Under those circumstances, employees should contact their manager and HR.

I don’t have enough paid-time-off to cover my absence from work due to a COVID-19 outbreak. How could I afford to stay home until I am completely well before returning to work?
To minimize the potential exposure to others, it is very important that you do not return to work until advised by a medical professional, based on the current message from health care providers. With that being said, employees who have exhausted all of their sick and annual leave including all compensatory time, will be granted three (3) additional days of paid leave if the employee has symptoms of acute respiratory illness. This assistance to employees will only be available until the threat of the COVID-19 virus has subsided. Employees must follow departmental leave request procedures when requesting time off. In this event, the employee’s supervisor will need to approve the employee’s leave request and notify Human Resources so that the paid leave can be applied. Failure to do so may result in the employee not receiving this assistance. Employees are encouraged to stay home and not come to work until the risk of secondary transmission to others is thought to be low.

Am I eligible for EFMLA if I elect not to send my children to daycare or summer camp?
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.
 

Notification Procedures

I am an employee: what should I do if I have been diagnosed as presumptive or confirmed with COVID-19?

You should immediately notify your manager, director, or department head of your circumstances and be prepared to provide your manager with the date you first began to have symptoms of COVID-19, when you last were physically at work, and anyone at work with whom you had direct contact.

What are my responsibilities as a manager if my employee notifies me that they have presumptive or confirmed COVID-19? Does it make a difference if they have been telecommuting?

The manager should first ask if the employee has contacted their physician, the date the employee first began to have symptoms that resulted in a presumptive or confirmed COVID-19 diagnosis, and the last time the employee was in the workplace. A list of additional required questions is located below. The manager should then notify HR of the employee’s situation or diagnosis of COVID-19 and the information gathered from the employee. The manager must contact HR by emailing HR@wvstateu.edu.
 

The manager should ALSO do the following:

1. Inform the ill employee to stay in contact with the manager to ensure when the ill employee has been cleared by a physician to resume any and all job functions, either by telecommuting or in the workplace.
2. Determine if contact with the employee in the workplace occurred within the past 14 days or if there was a close contact in the workplace under CDC guidelines defined as—
3. a) being within approximately 6 feet (2 meters) of a COVID-19 case for a prolonged period of time

– or –

1. b) having direct contact with infectious secretions of a COVID-19 case (e.g., being coughed on).
2. The manager must inform employees who have been identified as having been in close contact with the ill employee that an employee has been identified as presumptive or confirmed with COVID-19 and that they have been identified as an individual for whom there was sufficient contact to warrant notification. To the extent possible, this notification should be done by phone, but if this is not possible an email is sufficient.

IMPORTANT: At no time should the identity of the co-worker ever be disclosed to any other co-workers; this information should remain confidential and only known to the manager and HR, unless the ill employee voluntarily discloses their status to co-workers.

4. The manager should inform the close-contact-employees that they are to go home and self-isolate or, if the employees being notified are already telecommuting, that they must not come to the workplace and self-isolate for a fourteen (14) day period from the date of the last known contact with the ill co-worker. A suggestion can be made to direct the employee to their primary care physician for further guidance or to also contact their local health department for additional guidance.
5. If the employee feels they are well enough to continue their telecommuting duties, they should discuss that with their manager and their healthcare provider. No employee who is ill is expected to continue working.

As an employee, when am I able to return to work following a diagnosis of presumptive or confirmed diagnosis of COVID-19?

You should stay at home under the care of your primary care physician for the length of time recommended by your physician. No employee should return to work unless you have been assessed by your provider and cleared to return to work and you have provided the employer with a negative test result.
 

Your manager will be required to inform other employees who could have been in close contact with you that they may have been exposed to COVID-19. At no time will your identity be disclosed to any co-workers by your manager; that information will remain confidential and only the knowledge of the manager and HR. You may voluntarily share your information with whomever you choose.

I am an employee or manager and am aware of a vendor who has visited the workplace who has told me that they are presumptive or confirmed with COVID-19. What do I do?

If you are an employee who becomes aware of a vendor who has visited the workplace and has been diagnosed as either presumptive or confirmed with COVID-19, please contact your manager immediately. All managers who are notified should first contact HR by emailing HR@wvstateu.edu.  Once a determination is made whether a University employees came into close contact with the vendor as defined by the CDC, the manager will notify all co-workers that they may have come into close contact of a vendor or individual in the workplace who has been diagnosed as presumptive or confirmed with COVID-19 following the protocol outlined in FAQs above.

 

Information for Departments and Managers

If an employee is sent home from work due to illness, how will he/she be paid?
The following options are available, although not all options will be available in all situations depending upon the nature of the job responsibilities and the extent of the illness:
•     Use accrued paid-time-off hours; annual or sick leave or a combination of both
•     Use accrued compensatory time
•     Make up the work on an hour-for-hour basis during the same workweek with supervisory approval
•     Work from home with supervisory approval
•     Request an absence without pay and without paid-time-off accruals
Temporary and student employees do not receive pay for time not worked or any paid time off benefits.

What should I do if I or one of my employees is exhibiting symptoms?
Our best defense against the virus is prevention. If you are or one of your employees is exhibiting symptoms consistent with COVID-19 (fever, cough, shortness of breath), please contact a doctor and remain off campus until you have confirmed your diagnosis. Employees should notify their supervisor of the concern so that sick leave can be requested and approved.

May an employee go home if they don’t want to be exposed?
Yes, with supervisory approval the employee may leave work; however, the employee must use their own paid time off or request an absence without pay and without paid-time-off accruals. With supervisor’s approval, making up the work in the same workweek, working a different schedule, or working from home may be available options.

During a COVID-19 outbreak, can a supervisor cancel an employee's vacation time off request that has already been approved?
Yes, the supervisor has the authority to cancel any pre-approved vacation request, especially in circumstances where there are serious staff shortages as a result of illness. An employee's vacation also could be cancelled if they have been designated as essential staff due to the nature of their job responsibilities. An essential employee is an employee in a position, previously designated by management, in which they are required to work on campus during an adverse event in order to meet immediate and necessary campus or university functions.

I have an employee who has not been previously identified as an essential employee and was not required to report to campus for work. However, they still came into work. What should I do?
Those who are not required to report to the campus for work should be sent home. 
 
I have an employee who was identified as an essential employee, but they did not report to work when needed. What can I do?
If the employee was aware he or she had been designated as an essential staff person and the expectations involved with this designation, talk with them to find out why they didn’t come to work as required. If they have a reasonable explanation, remind them of their responsibilities as an essential staff person. If their explanation is not reasonable given the situation, corrective/disciplinary action may be an option. Contact your HR office.
 
Can a supervisor schedule an employee to work hours or shifts that they do not normally work?
Yes, an employee may be asked to work more hours or different hours than normal, especially if the employee has been designated as an essential employee or the university is short staffed as a result of the COVID-19 outbreak. The supervisor should attempt to provide advance notice if possible.
 
If there is a large number of employees who are unable to come to work because of a COVID-19 outbreak, is there a maximum number of overtime hours a supervisor can require an employee to work?
In the event of a serious COVID-19 outbreak, we all may be needed to work differently to ensure the university continues to function. Everyone may be asked to work more hours or different hours than normal, especially if the employee has been designated as an essential employee or the university is short staffed as a result of the COVID-19 outbreak. Supervisors will make efforts to permit employees to take rest periods and may use their discretion in scheduling additional breaks for employees working additional hours.
 

traveling

I am scheduled to take a non-essential, University sponsored trip – should I still go?

The University has suspended all out-of-state and non-essential travel until further notice.
 

I recently visited an area that has had a COVID-19 outbreak, what do I do?

Per CDC guidelines, employees who visit areas with COVID-19 outbreaks, but not Level 3 destinations, are instructed to monitor for symptoms. Employees should continue to work, either on campus or remotely; working remotely requires manager approval and must ensure continuity of critical University operations. An employee who works remotely, must complete the WVSU Telework Plan Agreement Form prior to remote work. This form should be signed by the supervisor and then forwarded to HR.

Should I cancel my personal travel plans because of coronavirus?

All personal international travel is strongly discouraged by the University and the U.S. Department of State. Personal domestic travel remains a personal choice but an abundance of caution concerning your health is suggested.

What should I do if I’m returning to WVSU after international travel?

The CDC currently requires anyone returning from international travel to be quarantined for 14 days.  If you develop any symptoms, you should stay away from work and reach out to your primary health care provider.
 

NEW! If I have recently traveled out of state, do I need to quarantine before I report to work?

At this time, the University is not requiring those who participate in out of state travel to quarantine prior to reporting to campus for work.  The University strongly encourages all employees to follow our guidance as it relates to social distancing, hand washing, face masks, etc. while on campus.