If I become sick, what do I do and who do I notify?
All faculty, staff, and students are expected to report a positive COVID-19 test result by emailing email@example.com.
Additionally, we recommend that Loyola employees feeling symptoms of COVID-19 contact their health provider. 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 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. 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. You can report your exposure to firstname.lastname@example.org to receive guidance.
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?
If I become ill or need to care for a sick family member for three consecutive days or more, what do I do?
Contact Heather Blanchard in Human Resources at email@example.com or 504.864.7896 to determine if there are any other leave regulations or policies, including FMLA, which may apply to your situation.
How do I access the Employee Assistance Program (EAP) for faculty and staff?
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.