If I become sick, what do I do and who do I notify?
All faculty, staff, and students are expected to report potential exposure, symptoms, or a positive COVID-19 test result using the Public Health Portal through SSO in your "Quick Links" section.
Additionally, we recommend that Loyola employees feeling symptoms of COVID-19 contact their health provider or call the Ochsner COVID info hotline 24/7 at 844.888.2772 for free nursing advice. If your illness prevents you from working, notify your supervisor or department chair that you will be absent for the day.
If I am notified that I have had contact with someone with a presumptive or confirmed case of COVID-19, what do I do and who do I notify?
If you believe that you have been exposed to or have COVID-19, contact your health provider or call the Ochsner COVID info hotline 24/7 at 844.888.2772. You should report your exposure using the Public Health Portal through SSO. Both vaccinated and unvaccinated employees should report exposure on the portal.
If my child’s school or care provider is closed or unavailable due to health concerns, and I am considered essential on-campus personnel, can I work remotely?
Depending on your position, your department may be able to support your ability to work remotely. Notify your supervisor and discuss the options for working remotely.
If my child’s school or care provider is closed or unavailable due to health concerns, can I use sick time?
Yes, you can use sick time to care for your dependents. In EWS, this is entered as family sick on your timesheet.
If I have a family member that becomes sick that I have had close physical contact with, what do I do and who do I notify?
If you believe that you have been exposed to or have COVID-19, contact your health provider or call the Ochsner COVID info hotline 24/7 at 844.888.2772 for free nursing advice. You should report your exposure using the Public Health Portal through SSO.
How do I check my voicemail remotely?
Dial 504.865.2000. You will be prompted to enter your extension and voicemail password.
What do I do if I have problems with my Loyola-owned computer or laptop?
How do I access the Employee Assistance Program (EAP) for faculty and staff?
While we are all working remotely our needs for printing are minimal, but what do we do if we have bulk printing or shipping needs?
Any special printing or shipping needs should be referred to Lisa Kibler in Purchasing at firstname.lastname@example.org or 504.865.3189.
I am paying for parking but we are not able to park on campus. Will I be reimbursed?
Parking deductions have resumed with our return to campus. Please check the Parking Services website for more information.
I read that all employees are expected to complete a health assessment. How will I track any symptoms?
We are now utilizing the Medicat Public Health Portal through SSO to assist employees in self monitoring their health. Faculty and staff will ONLY report using the Public Health Portal through SSO when symptomatic, or if they have tested positive for COVID, or have been exposed to COVID.
How will you maintain employee privacy with the use of the health screening app?
Information security is a very important aspect of businesses/schools continuing to function effectively. Universities across the nation are utilizing similar resources. The software is very important to assist employees in self monitoring their health on a daily basis, but it is also very important for the employer (Loyola) to be able to monitor the health and safety of our employees and of the campus.
Ensuring a safe workplace is not only the right thing to do, but it is also a federal requirement under OSHA. Additionally, other federal regulations related to FMLA and ADA also require that we take the appropriate and timely steps with employees who become sick. With that, yes, the software will provide very specific individuals in Human Resources and COVID public health coordinators with the data provided on a daily basis so that we can meet our obligations to do everything we can to provide a safe workplace and to ensure those employees who are ill can be afforded all of the benefits available to them (which then ensures compliance with other federal regulations).
The information is treated as Protected Health Information (PHI) as it always has been. Supervisors do not have access to the information. Notification that someone has been diagnosed with the virus via the software will also ensure that we are able to contact trace on campus, self quarantine those individuals who were in close contact with the employee or student (without ever divulging who was diagnosed), and ensure that the appropriate sanitization protocols are conducted on campus.
If I do not have a smartphone, will I still be able to complete the daily health assessment?
You no longer need to report your daily health assessment results. You may access the Public Health Portal to report symptoms, illness, or exposure through SSO at any time.
If I am still working from home, am I still required to complete the health assessment through SSO?
Yes, we are ONLY asking all employees to report symptoms, exposure or illness regardless if they are working from home, in the office, or in a hybrid format.
Requests for Reasonable Accommodations:
Department heads and supervisors will refer employee requests for reasonable accommodation to Human Resources which will follow the University policy 2-4, Employees with Disabilities. HR, in conjunction with medical experts as needed, will determine reasonable and necessary accommodations. HR will work with departments to implement any reasonable and necessary accommodations in a fair and consistent manner. Information related to accommodation requests, medical conditions, and/or disability-related issues, including information relating to potential COVID-19 diagnoses or quarantines, must be kept confidential, per university policy.
Department heads and supervisors are reminded not to discriminate on any unlawful basis, including in the assignment of work, decisions regarding working remotely, disciplinary matters, scheduling, or other terms and conditions of employment. Throughout this time there may be a heightened risk from COVID-19 to certain populations, such as older persons and persons with underlying medical conditions, department heads and supervisors should not assume that any class of employees or any employee in particular is any less capable of performing work under the current circumstances.
Prohibited Medical Inquiries and Opinions:
Under applicable law, supervisors and department heads generally cannot inquire about employees’ medical conditions, diagnoses, or treatment. This includes instructing employees to seek medical care or requiring employees to monitor their temperature for fever. However, department heads and supervisors may ask employees about symptoms of COVID-19 because of the direct threat it poses to the workplace. If you believe an employee is exhibiting such symptoms, contact Human Resources immediately. Supervisors and department heads must refrain from offering medical opinions. Information regarding COVID-19 and the university’s emergency response official sources and posted on the Loyola coronavirus information page and will be provided in official communications.
Requesting an employee’s vaccination status, as a yes or no question, is allowed. This information allows managers to appropriately apply mandated health and safety requirements in the workplace.
Refusal to Work Due to COVID-19:
If an individual refuses to report to work, department heads and supervisors should contact Human Resources. The University will attempt to determine the reason for the individual’s refusal to work. If the individual or family member has been diagnosed with or exposed to COVID-19, the university will follow the process in place at this time. If the employee indicates a need for a potential accommodation, please refer the employee to Human Resources.
If the employee’s refusal to work is made on a different basis, the university will attempt to determine if there is a health and safety issue or other legitimate concern that may need to be addressed. In the event that the university determines that there is no imminent danger that needs to be addressed, the employee may be required to report to work, may be permitted to use available and appropriate paid time off, or may be granted unpaid leave at the university’s discretion. If an employee is required to report to work and does not do so, then department heads and supervisors should consult with Human Resources to determine whether disciplinary action is appropriate.