⚠We're operating, just doing things differently.
Select "learn more" to find out what's open on campus. - Learn More.
Looking for somewhere to get vaccinated? Check out this awesome website: VaccineFinder.
If you believe you were exposed to the virus, or have become ill, you must follow the rules of LCC's Return to Campus Guide before visiting campus. See also: Return to Campus Guide for Childcare.
Visit our Campus Closure and Emergency Information page for more information about what's open on campus.
Apply for emergency financial assistance if you need help paying for tuition and fees, books, rent, food, childcare, technology, or other emergency or COVID-19 related expenses. Emergency Assistance Funding Request Form.
Get more information about the COVID-19 vaccine. View the COVID-19 vaccine phases. Check your COVID-19 vaccine eligibility.
The Washington State Department of Health has established a call center to address questions from the public. If you have questions about what is happening in Washington, how the virus is spread, and what to do if you have symptoms, please call 1-800-525-0127 and press #.
In light of the COVID-19 measures LCC is taking, we are sharing resources on how to help supervisors navigate
these unchartered waters.
Steps for Requesting to Telework:
** Note if a Telework Agreement was already approved, we will automatically extend it through June 30, 2021. Employees only need to resubmit telework agreements if their schedule changes.
All employee types (FT, PTH, Student employees, etc.) must submit a telework request if they plan to telework. Here are the steps for employees that are requesting to telework:
Remote Access to Confidential Information
Normal rules and regulations on confidential information (FERPA, confidential files and documents, etc.) remain. Please be mindful about this when approving work to be done at home.
When determining what is essential travel, the President will consider several factors, including:
If working with an employee confirmed to have COVID-19 infection, LCC will inform employees of their possible exposure in the workplace but maintain confidentiality as required by the Americans with Disabilities Act.
What health and medical organizations strongly recommend | How Human Resources should respond to each issue |
---|---|
Employees should stay home if they are sick. | Encourage employees to stay home if they are sick. Supervisors should provide telework options to employees as feasible. If telework is not an option, employees may use leave in accordance with the attached chart. |
If an employee has a fever and cough or shortness of breath you should send them home. |
Employers should engage in a conversation with the employee to explore whether they can telework. If the employee cannot telework – and after the employer gives extensive consideration for workplace safety – direct the employee to go home immediately. Employees may use leave in accordance with the attached chart. |
If an employee is sent home because of the above symptoms and they have not been exposed to anyone with COVID-19 or tested positive for COVID-19, you should ask them to remain home until they have been symptom-free for 48 hours AND 10 days have passed since symptoms onset. | Allow an employee to telework. If telework is not an option, employees may use leave in accordance with the attached chart. |
If an employee has reason to believe they may have been exposed to someone with COVID-19, they should use the CDC guidance on how to self-monitor and when to contact their health care provider. |
Allow an employee to telework. If telework is not an option, employees may use leave in accordance with the attached chart. If an employee is required under the Centers for Disease Control and Prevention guidelines to self-quarantine but is otherwise healthy (not testing positive for COVID-19), and the employer has determined there are no telework options for the employee, the employee will be released with no loss of pay for no longer than fourteen (14) days. The employee is not permitted to report to the worksite during the time they are in self-quarantine. An employee may be directed to telework during the self-quarantine period. If an employee is directed to telework and declines to do so, the employee must use their own accrued leave or be in leave without pay status for the time in self-quarantine. The employer retains the right to request written verification confirming the circumstances warranting the self-quarantine, which may include a signed affidavit from an employee. |
What health and medical organizations strongly recommend | How Human Resources should respond to each issue |
---|---|
The employer should follow their local public health department and CDC guidance on next steps and direct the employee to go home if they have not been vaccinated for COVID (see next FAQ for info on exposures for vaccinated employees). |
If an employee is required by the Centers for Disease Control and Prevention guidelines to self-quarantine but is otherwise healthy (not testing positive for COVID-19), and the employer has determined there are no telework options for the employee, the employee will be released with no loss of pay for no longer than 14 days. The employee is not permitted to report to the worksite during the time they are in self-quarantine. An employee may be directed to telework during the self-quarantine period. If an employee is directed to telework and declines to do so, the employee must use their own accrued leave or be in leave without pay status for the time in self-quarantine. The employer retains the right to request written verification confirming the circumstances warranting the self-quarantine, which may include a signed affidavit from an employee. |
At the advice of the local health jurisdiction, the employer may consider cleaning the area the employee used with CDC recommended supplies. | At the advice of the local health jurisdiction, take steps to clean the worksite. |
The employer may recommend that the employee contact their local health department for guidance on next steps, visit the CDC website or call their health care provider. | The employer should recommend that the employee contact their local health department for guidance on next steps, visit the CDC website or call their health care provider. |
If an employee has been vaccinated and has an exposure to someone with suspected or confirmed COVID-19, they are not required to quarantine if they meet all of the following criteria:
Are fully vaccinated (i.e. it’s been 2 weeks or more since you received your second dose in the 2-dose series or more than 2 weeks since you received one dose of the single-dose vaccine)
Are within 3 months following receipt of the last dose in the series
Have remained asymptomatic since the current COVID-19 exposure
Please direct any questions to HR.
Yes. Even if an employee has been vaccinated, they still need to follow LCC COVID
safety
procedures (i.e. wearing mask, practicing social distancing and personal protective
behaviors, etc.)
In Proclamation 20-83, Governor Inslee states that because of the new variant of the SARS-CoV-2 virus found in other countries (currently United Kingdom and South Africa), entry into Washington is prohibited unless certain measures have been taken. Employees returning from a country in which this new variant is found must quarantine for 14 days upon return to Washington State. Therefore, they would not be permitted on campus until the end of the 14 day quarantine.
What we recommend
Specifically:
This proclamation remains in effect until further notice.
Telework is an option for all employee types. Contact your VP if a staff member has technology issues. We will make arrangements for technology. If leave is necessary, leave may be used in accordance with this chart.
All employees are required to wear a face mask unless there is a need for an accommodation due to disability, medical condition, or religious reasons. If one of your employees indicates they are unable to wear a face mask, please refer them to HR so HR can assist with the accommodation process.
Can I ask my employee if they are experiencing symptoms of fever and cough or shortness of breath?
Yes, you may ask them this question. Don’t ask them to disclose if they have an underlying medical condition. If they are experiencing these symptoms, they need to stay home and not come to work for 24 hours after fever is gone and symptoms get better, whichever is longer.
Can I ask my employee if they are returning from travel in the CDC defined Level 3 travel zones?
Yes, you may ask them this question. Check the CDC website for the latest guidance and recommendations for each country to which employees may travel.
Do I have to provide telework options for my employees? We’ve never done that before.
You should explore every possible option for teleworking.
Is it ok for me to tell my employees that they should follow proper hand washing techniques? What about cough and sneeze etiquette?
Yes. This is something you should be actively encouraging in your workplace. See the Department of Health’s website for cough and sneeze etiquette and hand hygiene.
If someone you supervise gets diagnosed with COVID-19, there are several steps you can take to help with the administrative side of this event.
Finally … take a breath and know you did your best to manage and minimize the health situation.
Jason Arrowsmith
Student Center Room 106
(360) 442-2270
jarrowsmith@lowercolumbia.edu
Janel Skreen
Health & Science Building Room 324
(360) 442-2273
jskreen@lowercolumbia.edu
Nolan Wheeler
Administration Building, Rm 203
(360) 442-2200
nwheeler@lowercolumbia.edu