The general rule: If you are sick, stay home. Faculty and staff who have symptoms of fever, cough or shortness of breath (unless a cough or shortness of breath is known to be from another ongoing medical issue such as allergies, acid reflux, asthma, etc.) must stay home and should contact their health care provider to determine if they should be tested for COVID-19.
Supervisors (with the support and involvement of HR) should ask employees who are exhibiting such symptoms to go home and stay home until 24 hours after they are free of symptoms without the aid of medication. Please cooperate with supervisors who are taking on this uncomfortable responsibility for the wellbeing of all. Supervisors must not pressure anyone to come to work if they are ill or need to stay at home to care for ill dependents. Conversely, if employees are well, they should not be pressured to stay away from work for reasons such as their ethnic or racial background, home address, having cared for a sick family member (without any indication of COVID-19) or recent travel to an area not identified as CDC Level 3
Saint Martin’s provides personal days, paid sick and vacation leave, which is available for use to care for immediate family members, for all benefits-eligible staff.
Paid time to care for immediate family members
Employees who must provide care to immediate family members who are ill are urged contact the Office of Human Resources to determine their eligibility for Saint Martin’s University Paid Family and Medical Leave or contact the Employment Security Department regarding the Washington State Paid Family and Medical Leave insurance benefit.
Self-isolation or self-quarantine
Employees who choose to or are required to self-isolate or self-quarantine (by public health officials or guidelines, healthcare providers or the University), and whose work is not suitable for working from home, are to notify their supervisor and the Office of Human Resources. Staff will use accrued leave during the period they are in isolation or quarantine.
Non-illness related care
Employees should use personal days, sick or leave to care for immediate family members who are not ill but need care due to any COVID-19 related closures of schools or daycare centers, or for other breakdowns in care arrangements. Employees are not permitted to bring family members to work with them, even if the family member is well.
Insufficient sick leave
Employees with insufficient accrued leave for the uses outlined in any of the above sections should contact the Office of Human Resources.
Reporting use of accrued leave
Staff members who are out sick are asked to enter absences (sick leave taken or leave taken for family/dependent care) in the appropriate timekeeping system promptly. Supervisors have the authority to record the staff member’s leave on their timesheet if necessary.
Return to work
Written medical certification will be required for those diagnosed with COVID-19, documenting that they may return to work without risk of spreading infection. This medical certification must be submitted to the Office of Human Resources prior to returning to work.
Employees at higher risk
Employees who are at increased risk for developing COVID-19 (should they be exposed to the virus) due to underlying health conditions or other factors are urged to consult their physician about steps they can take to protect their health. If increased risks are certified by their physician, employees should contact the Office of Human Resources about potential accommodations.
Other considerations and preparations
For those who will continue to work on campus – because their jobs require it and they are well, are urged to practice social distancing measures (keeping at least a 6-foot distance between people) to avoid exposure to or infection by the virus causing COVID-19. If they have an underlying health condition or concern, they should contact the Office of Human Resources about potential accommodations.