Expectations of Supervisors and Action Steps
It is critical that supervisors know the full protocol for how positive cases are handled to:
Ensure that they follow protocol should a case arise in their area.
Help lessen employees' fears.
It is important that supervisors communicate with their teams in a manner that aligns with CMU's established protocols so that we:
Consistently reinforce messages on social distancing, masks, handwashing and using the mandatory CMU health screening app.
Maintain consistent messaging throughout the university.
Maintain reassuring and appropriate communication with employees.
Minimize potential anxiety experienced by employees.
Maintain behavior consistent with CMU Leadership Standards.
If your office has an open floor plan, be sure to maintain at least 6 feet between yourself and others. You may need to change your seating arrangements to achieve safe physical distance and position your chair so you are not directly facing another person.
Each division and department should assess open work environments, shared spaces and meeting rooms, and adopt measures to physically separate and increase distance between employees, guests, visitors and customers, such as:
- Place visual cues such as floor decals, colored tape or signs to indicate where people should stand while waiting.
- Place “keep right” signage for large open workspaces with multiple throughways to increase distance between employees moving through the space.
- Establish expectations:
- Regularly remind employees that they are not permitted to report to work on campus if they are sick or have symptoms such as fever, chills, cough, shortness of breath or sore throat.
- Send an employee home if the employee:
- Exhibits observable symptoms and/or behaviors in alignment with a severe cold, flu or COVID-19.
- Is otherwise "under the weather" in a manner that impacts their ability to successfully perform their duties.
- Remind employees that they should complete the CMU health screening app and notify the supervisor promptly via telephone if the employee tests positive for COVID-19 or if the employee is exposed to a close contact who has tested positive for COVID-19 as defined above.
- Email email@example.com if they learn that an employee tested positive or is a close contact.
- Explain to employees that the guidelines for requesting sick leave and/or Family Medical Leave Act (FMLA) still apply. If an employee is unwell and unable to work, they should use sick time.
- Maintain full confidentiality of any information obtained in connection with an employee request for leave based upon a medical condition and maintain strict compliance with Health Insurance Portability and Accountability Act (HIPAA) requirements and the Americans with Disabilities Act (ADA).
- Encourage a healthy workplace by promoting and requesting that employees adopt recommended infection control practices in the workplace.
- Discourage intraoffice conversations that:
- Blame colleagues for spreading contagion.
- Assume someone has COVID-19.
- Mock those who have COVID-19.
- Disclose the personal health status and medical conditions of others.
- Politicize issues (i.e. face coverings, compliance with public health mandates, vaccination status, etc.).
- Inform employees that offices and common spaces will be cleaned by custodial staff and as directed by Risk Management/Environmental Health and Safety and CMU Health in accordance with latest U.S. Centers for Disease Control and Prevention (CDC) guidance.
- Ask employees to disclose personal health status or medical conditions.
- Discuss, question or list concerns regarding an employee's symptoms or perceived medical condition publicly or in open spaces.
- Threaten an employee's employment status based upon recent travel or based upon their exposure to someone returning from travel.
- Assume an employee has contracted COVID-19 upon return from travel.
- Compromise their composure or leadership when leading in this challenging time.
For HR related questions, contact the HR-Employment Services at 989-774-2010 or firstname.lastname@example.org (staff) or Faculty Personnel Services at 989-774-3368 (faculty). For student employee related questions, please contact Student Employment Services at 989-774-3881 or email@example.com.
The language used in this document does not create a contract of employment between Central Michigan University and any employee. The university reserves the unilateral right to modify, change, suspend, or cancel all or any part of the policies, procedures, and programs described herein at any time, with or without prior notice. When the university develops new or modifies existing policies, procedures and programs, it will notify members of the university community as soon as practical.
This page will be regularly updated as more information becomes available. Last updated July 29, 2021.