Need to report a confirmed or suspected case, or have a COVID question? Contact us asap at email@example.com.
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.
As LCC transitions towards our “new normal”, we are sharing resources for supervisors in navigating new changes and COVID-related scenarios.
Steps for Requesting to Telework:
** Note if a Telework Agreement was already approved, we will automatically extend it through September 7, 2021. Employees only need to resubmit telework agreements if their schedule changes for summer quarter.
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:
Please note there may be payroll implications for employees teleworking out-of-state.
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.
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)
Have remained asymptomatic since the current COVID-19 exposure
Please direct any questions to HR.
If a fully vaccinated employee does not want to wear a mask, they need to verify their vaccination status with HR. All vaccinated and unvaccinated employees need to maintain 3 feet social distancing.
Please refer to the CDC's current guidance for travel.
What we recommend:
The law defines a “high-risk” employee as one whose:
If the employee is included on the list of those who are at increased risk, as defined by the CDC, (see the CDC’s list) and would like to request an accommodation under HELSA, they need to complete the High Risk Accommodation Form and reach out to Human Resources at firstname.lastname@example.org so we can begin the interactive accommodation process.
If leave is necessary, leave may be used in accordance with this chart.
If one of your employees indicates they are unable to wear a face mask due to a medical reason, please refer them to HR so HR can assist with the accommodation process.
Can I ask my employee if they are experiencing COVID-like symptoms?
Yes, you may ask them this question. Don’t ask them to disclose if they have an underlying medical condition. If they are experiencing COVID-like symptoms, they need to stay home and not come to work. They may return to work with a doctor’s note or when they have been symptom free for 48 hours.
Can I ask my employee if they are traveling outside of the country?
Yes, you may ask them this question. Please refer to the CDC's current guidance for travel.
Is it ok for me to tell my employees that they should follow proper hand washing techniques? What about cough and sneeze etiquette?