Information Pertinent to Faculty:
Continuation of Academics
Faculty are working with the Provost’s Office on ways to conduct classes remotely. Faculty should work with their department chair, program coordinator or academic dean regarding covering their classes in the event of illness, exposure, local school closures or high-risk needs. Please reference the resources and guidance available at library.guilford.edu for more information.
Faculty who are sick and unable to work from home should refer to guidance according to our current policies and procedures related to leave, including time away relevant to the Family Medical Leave Act (FMLA). Existing policies and procedures related to the Family Medical Leave Act apply to all employees who are ill themselves or who must remain at home to care for family members with illnesses, but are unable to work from home. Additional information is available in the College Policy Library under additional information for faculty (here).
Full-time faculty may be eligible for short term disability benefits, should their illness become protracted. Additional information is available in the Benefits Section of the Employee Handbook.
Information Pertinent to Staff
Continuation of Operations
Supervisors will work with each of their employees to identify how work will be completed, in the event their staff have a reason to be away from campus. Together, staff and supervisors will consider the following prior, to working remotely:
- What are the crucial services your office/department delivers?
- What are the crucial functions of your specific job?
- What parts of your work can be done from home?
- How will other faculty, staff, students and members of the Guilford College community communicate with you?
- How will you communicate with others about the changes occurring in your office? On a related note, how will your office receive feedback, questions and suggestions about services and changes and respond to them accordingly?
- What access to technology is needed in order for you to complete your work? What resources are currently available?
- Will you need to revise your out-of-office email or your voicemail message due to your own illness and inability to work? If so, what is the appropriate message?
- What work can you perform on behalf of others if they are unable to work?
- Is your emergency contact information up to date with your supervisor and Human Resources?
Please do everything you can within the constraints of your job to preserve a distance from others and to reduce face-to-face meetings. You should work with your supervisor to determine your work plan.
In the event there is no on-campus or remote work available for a regular employee, their supervisor/ manager will work with you to find alternate work, with the goal of maintaining pay and benefits at their current level for as long as possible. Please be aware that a number of legislative proposals are moving through our government at present that seek to provide base-level support and assurance to workers, employers and families anxious in light of all the uncertainty in recent weeks. We will be monitoring these developments and will communicate updates to employees at Guilford.
Staff Paid Leave
Staff who are sick and unable to work from home should utilize your current emergency and/or vacation leave (see policy for Paid Time Off). If they do not have any accumulated paid time off, staff will continue to be paid for at least up to 10 missed work days, even if it causes a negative balance of vacation and/or emergency leave. As new leave time is accrued going forward, it will be applied to the negative balance until a positive balance is restored.
Full-time staff may be eligible for short-term disability benefits, should their illness become protracted. Additional information is available in the Benefits Section of the Employee Handbook.
Existing policies and procedures related to the Family Medical Leave Act apply to all employees who are ill themselves or who must remain at home to care for family members with illnesses, but are unable to work from home.
Additional Updates for all
We understand that this evolving situation will require flexibility for employees, whose ability to come to work may be impacted by their own personal and family circumstances in addition to Guilford’s policies and procedures. Human Resources is developing a series of FAQs designed to provide additional specific guidance to employees.
The overall health and well-being of our campus community is always a priority at Guilford College. Therefore, all Guilford College employees have access to confidential supportive services 24 hours a day, 7 days a week, through our Employee Assistance Plan (EAP) through www.unum.com/lifebalance and 1-800-854-1446.
We greatly appreciate your patience and understanding. As this virus is a dynamic and developing global health crisis, we will constantly work to make decisions informed by the most current information. We will continue to share as much information as possible as soon as we can, and we will do our best to answer any questions that may come up. Please send any questions to TaskForce@Guilford.edu, or to Human Resources.