Mask Policy
The University will align with the guidelines of the Center for Disease Control. Although masks are not required inside University facilities, the University supports those who continue with the choice of doing so. Taking “personal responsibility” in the effort to mitigate against the spread of Coronavirus is a responsibility of each of us. The COVID-19 vaccine remains readily available and free in most locations. Being vaccinated is the most decisive way in which we can resume more normal-like operations both here on campus, and in our daily lives.
Keeping Work Areas Clean
Employees are encouraged to regularly clean and wipe down work spaces and equipment (with sanitizing wipes) as appropriate.
Travel
International travel will be reviewed on a case-by-case basis. Appropriate distancing and personal hygiene measures should continue to be taken. If the Governor of Montana were to call for travel restrictions, the University would comply with those directives. Employees should work with Direct Supervisor to assess level of risk associated with necessary recruitment/enrollment travel, depending on the area of travel and level of COVID-19 outbreak at any given time.
Meetings
Employees are encouraged to continue to conduct meetings in person, with an option for those unable to attend in person (remote option).
| Shelter in Place | Phase 1 | Phase 2 | Phase 3 |
| Meetings and gatherings are not permitted | Meetings and gatherings should be conducted electronically. | Meetings and gatherings may not exceed 20 persons, unless larger room can be used for distancing. Meetings may be conducted electronically, so long as feasible and possible. | Meetings conducted with expectation of in person attendance (as applicable) without capacity restriction. Remote option remains, to support those unable to join in person. |
COVID-19 Accommodations and Leave
Refer to Employee Handbook in relation to any ADA Accomodations and requests. Department Chairs and Supervisors may 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.
Employees who feel they might have COVID-19, or have been exposed to someone who may have COVID-19, should immediately notify their Supervisor, follow CDC recommended precautions (link is external), and stay at home and/or make alternative work arrangements with their respective Supervisor. Children or other household members needing care cannot accompany employees into the workplace.
Employees who have been traced or otherwise identified as potentially being exposed or known to have been exposed to the COVID-19 virus will be required to follow CDC and Cascade City County Health Department guidelines for quarantine/isolation.
Employees who have been diagnosed or believe that they had COVID-19 may return to work as is outlined in the CDC Guidelines(link is external),
Return to work will include monitoring symptoms and health screenings and following CDC Guidelines for mitigating the spread of the virus(link is external). Additionally, the University of Providence may request that employees submit a doctor’s note certifying fitness-for-duty to resume work.
High Risk Employees
The CDC has identified individuals with higher risk for severe illness from COVID-19 as older adults and people who have serious underlying medical conditions(link is external). Employees in the identified group should consult the CDC’s extra precautions site(link is external) 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.
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. Employees must submit an ADA accommodation request to Human Resources, who will initiate the ADA interactive process with the employee and their management to review the requested modifications. The University of Providence HR department may request that employees submit a doctor’s note certifying the medical condition requiring the need for an accommodation.
The Family Medical Leave Act (FMLA) policy will apply to any employee who meets the criteria for Family Medical Leave and who are unable to work remotely or need work accommodations. As such, a healthcare provider’s certification will be required and will be submitted to Human Resources.
Prepare and Respond Should There Be a Resurgence
If the University of Providence faces closure due to a State or Federal order, 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 member 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 University of Providence.
