Returning to Normal Campus Operations

Phase 1: Current - Essential Operations

• Facilities
• Auxiliary Enterprises
• Police/Security
• Student Health Center
• University Farm
• Athletics

Phase 2: July 12 - Core Operations

• Business & Finance
• Human Resources
• Information Technology
• Enrollment Management
• Cooperative Extension
• Research and Economic Development
• Legal, Risk Mgt & Compliance
• Administrative Specialists/Support
• Program Specialists/Support
• Lab Coordinators/Specialists
• Business Services Coordinators
• Asst./Assoc. Deans/Directors
• Senior Administrators

Phase 3: July 26 - Student/Academic Services 

• Student Affairs
• Academic Affairs (administrative)
• Advancement
• University Relations
• Library
• Distance Education
• Academic Advisors
• Area Coordinator/Hall Director
• Instructional Design

Phase 4: August 13 

• Faculty
• Remaining Staff

In preparation for returning to campus the Center for Leadership and Organizational Excellence (CLOE) has identified to self-directed online learning programs to assist with the transition.  The two programs are:

• How to Manage Your Manager
• Managing Up Virtually as an Employee

You may also search through the online program catalogue to find additional resources that may be helpful in your specific context.  All linkedin learning programs are free to A&T staff and available just in time when you need them.

To access these resources:

Step 1: Log in at http://learn.ncat.edu/
Step 2: Click on the Shortcut for Online Training with LinkedIn Learning located at bottom left of your screen
Step 3: Log in using your OneID
Step 4: Enter the name of the program you want to take in the search box

As we move toward returning to campus the Department of Human Resources and the Center for Leadership and Organizational Excellence (CLOE) will be offering the following events, programs and resources to help you plan for the transition and engage your teams. 

Department of Human Resources Virtual Office Hours

The department will host virtual office hours Tuesday and Thursday morning from 9:00am – 9:45am and afternoons 3:00pm – 3:45pm starting June 22.  Representatives from Benefits, Employee Relations, and CLOE will be present to share information and answer questions.  You may attend an office hours sessions by using one of the following zoom links

June-22 – July 6 (Every Tuesday - 9:00AM- 9:45 AM)
https://ncat.zoom.us/meeting/register/tJIsc-mvqDktH9GJmqe0wqUVdIRtea0WHNHJ

June-22 – July 6 (Every Tuesday - 3:00PM- 3:45 PM)
https://ncat.zoom.us/meeting/register/tJMrdu2hqDsrHdwQkVy6YWSVDYmAQAMLE0l2

June-24 – July 8 (Every Thursday - 9:00AM- 9:45 AM)
https://ncat.zoom.us/meeting/register/tJcscOuqpjMuHtEAFMpaNEPNx4Fur_fz6D0O

June-24 – July 8 (Every Thursday - 3:00PM- 3:45 PM)
https://ncat.zoom.us/meeting/register/tJEvd-2hqDMqGNxTsBZMpOfDl1z7wUEYkt2j

Center For Leadership and Organizational Excellence Professional Development Workshops

CLOE will offer three new leadership development programs starting June 22.  The first is Returning To Campus: Dealing Successfully with Anxiety, Fears and Resistance.  This two hour workshop is designed to help leaders address with their own concerns as well as those of their team members during this unique transition.  Participants will explore why returning to campus is important for the university, employees and students.  They will also discuss potential challenges they may encounter in the coming weeks and strategies to address them. 

The second program is Best Practices in Leading Distributed Teams.  During this three hour workshop leaders will examine the challenges and best practices of managing a team that has members working from different locations and potentially with different work arrangements.  Participants will explore the importance of clear and consistent rituals, processes, and communication. They will also discuss different leadership styles and learn how to modify their approach to address the needs of each team member. 

The third program is Enabling Change For Teams and Individuals.  Leaders in this program will investigate the science of change as well as the barriers that make it difficult.  They will learn how to overcome the most common obstacles encountered during times of change, including their own change leadership style. 

You can sign up for one of these courses at www.learn.ncat.edu 

CLOE has also curated a set of self-directed online learning modules for leaders that want additional development or cannot attend other scheduled events.  These development resources can be taken individually or in sequence.  They include:

• Leveraging Virtual and Hybrid Teams for Improved Effectiveness
• Level Up Your Remote Team Experience
• Leading Productive One-on-One Meetings
• Leading Virtual Meetings

To utilize these resources:

Step 1: Log in at http://learn.ncat.edu/
Step 2: Click on the Shortcut for Online Training with LinkedIn Learning located at bottom left of your screen
Step 3: Log in using your OneID
Step 4: Enter the name of the program you want to take in the search box

All employees, students, and visitors on the North Carolina A&T campus this fall will be required to wear masks or face coverings in classroom spaces, alternative testing areas, laboratories, health care setting (Student Health Center/Counseling Services), and public transportation (e.g., Aggie Shuttle).

Human subjects' protocols allowing participants to come to campus should follow appropriate mitigation practices (masks, handwashing). In combination with social distancing and daily, consistent attention to cleanliness and sanitization, masks continue to be especially helpful in stopping COVID-19 in its tracks. 

Masks are not required outdoors, including at outdoor sporting events, but are still recommended. Maximum capacity of outdoor meeting and gathering spaces is allowed.

Protecting ourselves and each other is a shared responsibility. We're counting on you to take your part seriously.

Alternative Work Considerations Request Form 

Employee Daily Self-Monitoring

COVID-19 Self Monitoring

COVID-19 Isolation 

Teleworking Agreement

ADA Reasonable Accommodation Request Form

Extended Leave of Absence Request 

• Yes. All employees are returning to work onsite. If you do not want to come back, you must talk to your supervisor for optional work flexibility. If flexibility is needed, then you can provide it based on feasibility, business need, risk assessment, and the burden that the flexibility may place on other employees.
• Any employee who refuses to come back, the manager should consult with Office of Employee Relations to determine if a disciplinary action is needed or other corrective measures are needed.
• Management can be flexible as possible and understanding of employee’s emotions, concerns, and stress that COVID has created for employees.
• Inform employees of the Employee Assistance Program, which is free for all employees and is confidential.

• Different work units have different business needs and abilities to accommodate flexible work arrangements.

• The ideal teleworker is well organized, works independently and requires minimal supervision. Successful teleworkers have a high degree of job skill and knowledge and strong time management skills. Successful teleworkers like working at home or away from the office for at least part of the week and don't mind working alone.
• Teleworking is not ideal or desirable for every employee.

• A teleworking and flexible work schedule agreement may be denied for several reasons, including, but not limited to:
• When teleworking/flexible work scheduling is requested due to special conditions such as needing to provide dependent care in home, recovering from an illness or caring for an ill family member. (Further guidance related to these types of special conditions can be obtained from the Benefits Office.)
• If proper security and confidentiality considerations have not been clearly outlined in the teleworking and flexible work schedule agreement.
• If employees have documented performance or conduct concerns, resulting in the need for closer supervision, support and/or training.
• If employees are unable to carry out duties of their job remotely due to technological issues (i.e. lack of internet).
•  

• If there is no advance notice of absence and the infractions are excessive, the manager should discuss the poor performance issue with the employee.
• The manager may need to follow the disciplinary process. Consult with the Office of Employee Relations before taking any action.
• Reassess the flexible work schedule and determine if it should be revoked or revised.

• The child or dependent must not require the employee's primary attention during work hours or significantly reduce the employee's ability to perform work duties.
• In cases where the dependent requires greater care, Family and Medical Leave, Family Illness Leave, or other leave may be appropriate.

• For adverse weather events, the Adverse Weather and Emergency Event Policy should be followed. The condition levels outlined in the policy provide additional information regarding different circumstances about closures and delays, reduced operations, suspended operations, etc. Depending on the adverse weather or emergency event, a supervisor could approve an employee to telework under the “occasional teleworking” guidance.

• No. If an employee’s supervisor changes, the employee does not need to fill out a new Teleworking and Flexible Work Schedule Agreement Form. The form will stay active until the next review date. However, the new supervisor may revoke the agreement if needed. The employee should discuss the existing Teleworking and Flexible Work Schedule Agreement with the new supervisor to ensure there is an understanding of what is currently in place.

• Yes, a supervisor can revoke a Teleworking and Flexible Work Schedule Agreement at any time, with a three day notice.

• Leave should be handled in the same way as any employee working on campus. Non-exempt employees should be aware of FLSA law and flexing time regardless of the classification. Employees are still expected to complete and submit work time according to the policies and procedures outlined in leave policies and timekeeping guidelines.

• Reassure the employee that you and the University are doing everything to make it safe, and list all of the safety steps taken.
  • Strict social distancing is in place.
  • Staggered shift patterns for exiting and entering the workplace in the department and on campus.
  • Meetings and contact is by Zoom or a limited number of people in a meeting room.
  • Daily deep cleaning of premises>Hand sanitizer provided.
  • Face masks provided.
  • Daily self-monitoring provided.
  • Student Health Center available.
  • Flexibility available

• Talk with your supervisor to determine options to work onsite.
• Some of the available options may be as simple as just a mask, or telework, or a leave depending on the situation.
• You may contact Benefits Office for FMLA consideration or the Office of Employee Relations for reasonable accommodations under the Americans with Disabilities Act (ADA).
• However, the University is not required to provide accommodations that creates an undue hardship, but other alternative accommodations may be considered.
• If you are considering ADA or FMLA, talk to your manager.
• The manager and human resources will discuss best options.

• Yes, only as it relates to COVID-19 symptoms.
• Everyday, employees are to self-monitor and report any symptoms that relate to COVID-19.
• Allow that employee to take time off to get tested and quarantine.
• An employee may be asked for their test results in order to Return To Campus.
• An employee may go to the Student Health Center or seek their own physician and inform the Student Health Center of exposure and possible exposure. Contact tracing will still be done by the Guilford County Health Department, State Health Department or Student Health Center.
• Testing and vaccinations are strongly encouraged.

• You should talk to your supervisor about using leave.
• Vacation leave may be used for: vacation, other periods of absence for personal reasons, personal illness (in lieu of sick leave), illness in the immediate family, and
• FMLA may be used for self and/or family members.
• Sick leave may be used for: illness or injury, medical appointments, to care for a member of immediate family (e.g., mother on temporary disability.
•  

• If a co-worker get COVID, management will notify employees as needed without giving out personal information to send them home. (close contact)
• As a manager, you want to make sure that your employees are safe under the Occupational Safety and Health Act and privacy rights under the American with Disabilities Act, and medical history under Health Insurance Portability and Accountability Act.

• An employee cannot refuse to work based only on a generalized fear of becoming ill, if the fear is not based on objective evidence of possible exposure.
• Inform your supervisor for flexible work options to work onsite.

• The employee may be entitled to a reasonable accommodation under the American with Disabilities Act (ADA).
• FMLA
• Flexible work.

• The employee is not entitled to reasonable accommodation under the American with Disabilities Act (ADA) because of someone in their home who is at high risk.
• This person may use FMLA, approved remote work, or unpaid leave.

• Talk to your supervisor if you live with someone who has COVID or has been exposed to COVID .
• Employees should notify human resources and manager as soon as possible of their exposure.
• You should self-quarantine for 14 days after your last exposure per the Centers for Disease Control and Prevention guidelines (CDC).
• You may consider FMLA by contacting the Benefits Office or the Office of Employee Relations for American with Disabilities Act (ADA) accommodations.
• You may have to show you do not have COVID to return to campus.

• Yes, you may send them home.