Continuity of Work
Carroll College has crafted workforce protection and safety measures to carefully start bringing personnel back to campus in order to increase functionality and essential services. Each department has developed a well-thought-out return-to-campus plan that they have started to implement, that will include a phased-in and staggered staffing approach. The goal is to be fully staffed and operational by the beginning of the fall 2020 semester while continuing to follow the directives provided by the State of Montana, Lewis & Clark Public Health and the Federal government.
Employees traveling from another state or country to work at Carroll College are strongly encouraged to self-quarantine for 14 days at home and work remotely prior to returning to work on the Carroll campus, if possible and feasible through Phase 2. If Carroll College were to move back to Phase 1, the 14-day self-quarantine for anyone traveling out-of-state, or coming in from out-of-state will be mandatory.
Employees are encouraged to continue to conduct a daily self-health screening. If you cannot pass the health screening, please stay home and seek medical guidance if necessary. Self-health screenings should continue through all phases of the Plan.
The screening is designed to assess any new onset of symptoms in order to mitigate the potential spread of the virus. If, after taking the self-health check, you answered "yes" to any of the questions, contact your Supervisor prior to reporting to work. In consultation with the Office of Human Resources and/or a healthcare provider, it will be determined whether you should report to on-campus work. All health information about employee health and illness will be treated as a confidential medical record.
Keeping Work Area Clean
Employees are required to regularly clean and sanitize high-touch workspaces and equipment through all phases of the Carroll College Marching Forward Plan. All exposed hard surfaces such as work counters, tables, desks, chairs, pens, etc. must be sanitized after each visitor. Equipment and tool handles must be sanitized after each use. Cleaning supplies will be provided by the Facilities department.
Employees are encouraged to continue to conduct meetings electronically (via Zoom, Teams, etc.) as long as it is feasible and practical to do so through Phase 2. When meeting in-person, group size must be limited as follows, if social distancing cannot be achieved:
- Phase 1 - No more than10 people
- Phase 2 - No more than 50 people
- Phase 3 - No size limit, but will continue to be cautious with large groups and practice health and safety protocols with enhanced cleaning, hand washing, and social distancing when possible.
Through Phase 2, all meeting participants should wear face coverings when social distancing cannot be achieved. Under Phase 3 of our plan, fully vaccinated individuals are no longer required to wear face coverings.
Department Chairs and Supervisors are encouraged to continue to provide flexible schedules and opportunities for remote work during the COVID-19 pandemic for employees who fall under any of the following categories whenever possible and feasible while continuing business operations:
- They are subject to a Federal, State or Local quarantine or isolation order related to COVID-19.
- They have been advised by a health care provider to self-quarantine related to COVID-19.
- They are experiencing the symptoms of COVID-19 and are seeking a medical diagnosis.
- They are caring for an individual subject to an order as described above.
- They are caring for their child whose school or place of care is closed or unavailable due to COVID-19 related reasons.
Children or other household members needing care cannot accompany employees into the workplace during the pandemic.
The CDC has identified individuals with a higher risk for severe illness from COVID-19 as older adults and people who have serious underlying medical conditions. Employees in the identified group should consult the CDC’s extra precautions site and consult with their healthcare provider. Employees in the high-risk groups who cannot maintain a 6’ distance from others during work and wear a face covering regularly, need to work with their Supervisor and healthcare provider to determine arrangements.
Work Accommodation Request
Any employee who has identified themselves as high risk for severe illness and feels they are unable to work in the conditions provided to them may request special work accommodations in order to successfully perform the essential duties of their position.
Each semester, employees must submit a written proposal on how their work will be accommodated to continue to perform the essential duties of their position AND a healthcare provider’s certification that documents the increased risk for an employee to work on campus. Both documents must be submitted to the employee’s respective Vice President or Department Head. After consideration and review by the respective Vice President or Department Head and the Office of Human Resources, modifications to or approval of the proposal will be sent to the employee, their Department Chair or immediate Supervisor as appropriate, and the Office of Human Resources.
The Family Medical Leave Act policy will apply to any employee who meets the criteria for Family Medical Leave, and who is unable to work remotely or need work accommodations. As such, a healthcare provider’s certification will be required and will be submitted to the employee’s supervisor and to the Office of Human Resources for consideration for accommodations.
Employee Expanded Sick Leave
In an effort to continue to mitigate the potential spread of COVID-19, Carroll College is offering expanded sick leave to employees through September 30, 2021. There are two major sections of the paid leave 1) expanded paid sick leave due to COVID-19 related illness and 2) expanded family and medical leave to care for child(ren) due to school and daycare closures.
A full-time Carroll College employee is eligible for up to two weeks of regular pay (80 or 75 hours depending on the employee’s regular work schedule) and a part-time employee is eligible for the number of hours of leave that the employee works on average over a two-week period who are unable to work or telework, because:
- They are subject to a Federal, State or local quarantine or isolation order related to COVID-19;
- They have been advised by a health care provider to self-quarantine related to COVID-19;
- They are experiencing the symptoms of COVID-19 and are seeking a medical diagnosis;
- They are caring for an individual subject to an order described in (1) or self- quarantine described in (2);
- They are caring for his or her child whose school or place of care is closed or unavailable due to COVID-19 related reasons; or
- They are experiencing substantially similar conditions as those specified by the U.S. Department of Health and Human Services.
Employees with questions about the Carroll College Expanded Sick Leave policy should contact the Office of Human Resources.
Prepare and Respond Should There Be a Resurgence
Carroll College is prepared should the College faces closure due to a State or Federal order. If this happens, the following may occur:
- Immediate remote learning may resume.
- Immediate remote work whenever possible and feasible while continuing business operations. Priority consideration may be given for employees with:
- Children impacted by school or daycare closings.
- Who are of a vulnerable or high-risk demographic.
- With underlying health conditions.
- With household members who are vulnerable or with underlying health conditions.
- Whose work is deemed conducive to remote work and who have adequate technology, as long as working remotely does not affect productivity of other employees or the business operations of the College.
- Return to work will be determined by the location, duration, and severity of the outbreak.