UIW Guidance for Supervisors Regarding COVID-19

• We understand employees may be facing challenges related to school closures and are planning for necessary childcare. In many cases, we know that it could impact employees' ability to report to their work location on campus.
• Managers and supervisors should work with their employees and arrange for remote work where operationally feasible.
• Where this is not possible, managers and supervisors should work with employees to see if there are flexible schedules that may allow them to come to work for all or part of their regular work hours.
• If neither of these options is possible, employees may use paid vacation and sick leave to cover their absence from the office. Please see the Pandemic Policy for Sick and Vacation Leave.

• No, employees are not allowed to bring their children to work for safety and health concerns. Please see policy Section 18.2 – Employee’s Children on Campus in the employee handbook.
• Supervisor should speak to the employee and provide options that may be available to them, such as continued remote work or flexible work schedules. In circumstances where flexible work arrangements are not an option, employees will be able to utilize accrued vacation and sick leave to cover absences related to state-mandated school closures. Please see the Pandemic Policy for Sick and Vacation Leave.

• Senior leadership should determine which employees are required to report to work on campus based on the nature of the event that is causing the University to modify its operations.
• In the case of COVID-19, senior leadership should consider what critical functions must continue to be performed and whether those functions can be completed safely and effectively with the employee working remotely.
• If the critical function can be performed safely and effectively with the employee working remotely, leaders are directed to implement a remote work schedule temporarily.
• If the critical function cannot be performed with the employee working remotely, leadership should explore and implement other social distancing measures, such as, creating 6 feet of distance in between individuals in the workspace or interacting with others virtually, rather than in person, as practical for their department.

• Managers and supervisors are to immediately explore and implement social distancing strategies, which includes considering flexible work arrangements for all employees. Where possible, supervisors should make every effort to allow employees to remain engaged in work, while also focusing on their team’s ability to maintain operations.
• Supervisors are encouraged to be proactive, thoughtful, and creative in considering flexible work arrangements, considering challenges created by school closures, quarantines, and increased absences for personal illness or to care for dependents.
• Reassure the employee that the University is taking every precaution and following OSHA and CDC guidelines to maintain a safe and healthy work environment for all employees.
• Contact Human Resources. HR will reach out to the employee, as the employee may have a legally qualifying reason for not wanting to return to work (e.g. ADA, FMLA, etc). 

Show empathy towards the employee and tell them to remain at home. Employee and supervisor should complete the online form reporting illness. 

• Managers and supervisors are to immediately explore and implement social distancing strategies, which includes considering remote work or flexible work arrangements, for all employees including those who are recognized by the CDC as vulnerable individuals (currently age 65+ and those with underlying health conditions.) 
• Supervisors are encouraged to be proactive, thoughtful, and creative in considering flexible work arrangements, in light of challenges created by school closures, quarantines, and increased absences for personal illness or to care for dependents. Where possible, supervisors should make every effort to allow employees to remain engaged in work, while also focusing on their team's ability to maintain operations.
• Lastly, if the above approaches do not resolve an employee's concerns and an employee informs their department of concerns about being in the workplace because of medical reasons, they need to be referred to contact the Director of Human Resources via email at sroot@uiwtx.edu. We also encourage employees to contact their medical provider for any medical advice related to their specific condition.

• Supervisor should speak to the employee and provide options that may be available to them, such as continued remote work or flexible work schedules. In circumstances where flexible work arrangements are not an option.
• Reassure the employee that the University is taking every precaution and following OSHA and CDC guidelines to maintain a safe and healthy work environment for all employees.
• Contact Human Resources. HR will reach out to the employee, as the employee may be eligible for a legally qualifying reason such as the Family Medical Leave Act.

No.

 No.

Yes. Departments are encouraged to promote effective hygiene practices, such as regular hand washing, coughing and sneezing etiquette (into the shoulder), and proper tissue usage and disposal. Every employee is required to complete training on hand hygiene, cleaning and disinfecting, and respiratory etiquette, and complete the safety protocol acknowledgment form.