Human Resources Guidance Regarding COVID-19

Updated August 11, 2021 (Subject to Change)

We are continually monitoring COVID-19 developments and will update this page as information changes or new information becomes available. We will provide additional communication and guidance for supervisors as developments warrant.

Thank you for all your efforts to help the university fulfill its educational mission while adhering to public health recommendations to keep our campus populations safe and healthy.

We continue to ask that everyone reinforce basic preventative measures including washing hands, covering coughs, and wiping down frequently touched surfaces. For up-to-date campus communications regarding COVID-19, visit our communications webpage

We are providing guidance on COVID mitigation protocols for employees on campus this fall. We seek to ensure consistency across departments while continuing to provide both in-person and virtual options for individuals interacting with our university. The guidance offered is based on current conditions. Requirements, courses, and other elements of university services may be revised or suspended at any time as conditions change. 

Face Coverings

  • WSU recommends face coverings especially for unvaccinated individuals.  Current guidance from the CDC can be found on their COVID-19 webpage
  • Recent guidance also notes the need for fully vaccinated individuals to wear face coverings indoors in areas of high transmission. Face coverings requirements may change as circumstances or as conditions change.
  • Please be respectful and supportive of your fellow Wildcats.
  • WSU will provide KN95 masks to faculty and staff at the beginning of the semester. We will also have additional masks available to students as we have in past semesters. 


  • Facilities Management (FM) will be implementing its normal cleaning protocols in the fall while putting more emphasis on common touchpoints (e.g., door handles, light switches, elevator buttons, hand railing, drinking fountains). FM will continue to clean and disinfect faculty/staff common spaces, meeting rooms, bathrooms, and break rooms on a daily basis. 
  • Historically, FM has not cleaned personal items in these spaces, and that will remain the same.
  • FM will continue to vacuum and empty recycling and waste on the same schedule as in the past. It is the responsibility of faculty/staff to clean and disinfect their offices.

Additional Office Mitigation Efforts

  • Hybrid meetings are encouraged that include the availability of both in-person and virtual meeting options unless it is unrealistic to do so. There are now options in Google calendar appointments for individuals to indicate whether they will be attending a meeting virtually or in person. 
  • Individual offices can implement additional cleaning and mitigation protocols such as the use of plexiglass and the purchasing of masks for individuals visiting office spaces.

Self Screening

Sick Employees & Household Members

  • Individuals who have been fully vaccinated (two weeks after final dose) do not need to quarantine following exposure to individuals who have tested positive unless the exposed individual is exhibiting symptoms. However, you should still get tested 3-5 days after your exposure, even without symptoms. The CDC also recommends wearing a mask indoors for 14 days following exposure or until your test result is negative. You should isolate for 10 days if your test result is positive.
  • If an individual is diagnosed with COVID, they should use accrued sick leave. If an individual does not have available leave or is an hourly employee with no leave, they can request COVID leave by emailing
  • In the event that a child has to quarantine or is ill, employees can follow the same guidelines as above. Individuals requesting to work remotely during their quarantine period, should work with their supervisor. Please see some suggestions for managing working from home with children.


  • If an employee has an underlying health condition that puts them at a greater risk of serious complications from COVID-19, or who have a fear of contracting COVID-19, supervisors should be supportive of their concerns. If possible, the employee and supervisor should explore options to assist the employee. Requests for accommodations for at-risk employees or individuals with a disability will be handled on a case-by-case basis and should be referred to HR.
  • Supervisors should not ask for or gather medical documentation.

Reporting of COVID-19 cases:

  • Supervisors may request that an employee, who is suspected of having COVID-19 symptoms or has indicated they have been exposed to COVID-19 and have not been vaccinated, should go home and self-isolate. This should be a private conversation done with sensitivity to many other causes of the symptoms, particularly during allergy or flu season.
  • Supervisors informed that an employee has COVID-19 should instruct them to submit a self-report form located at You may also report that information to Public Safety (or email, who will inform the local health department and provide you with additional guidance. Please keep this information confidential, as the university follows the guidance of our local health department regarding contact tracing. See Appendix D for more information.

Vaccinations & Testing

  • We continue to encourage all employees to be vaccinated if they are able. Upcoming vaccination clinic information can be found on our COVID website.
  • Symptomatic testing will be available on campus this fall. Information regarding testing options can be found in the testing section of our COVID website.
  • In general, faculty and staff should not ask others if they are vaccinated, or plan to be vaccinated, because that conversation may prompt disclosure of disability-related information.

Any employee who has a concern about COVID-19 or mitigation protocols may email

We will be taking what we’ve learned during the pandemic about the potential benefits of flexible work opportunities for some of our positions. Campus leadership is actively reviewing our positions for their ability to continue flexible work moving forward, and many decisions will be communicated close to our campus return on June 1. Each position will be examined for its potential for complete, partial, occasional, or flexible hours. 

If you are experiencing anxiety or stress about these events, please feel free to utilize Blomquist Hale’s Employee Assistance Program.

During times of great stress and change, it is especially important to take care of yourself and those close to you. Employee wellness has compiled a list of resources from exercises and meditation activities to courses and workshops in which you can participate. Please take a few minutes to review the site, and if you have suggestions for additional resources to include, please email

The Centers for Disease Control and Prevention (CDC) have also shared additional resources regarding mental health and coping including ways to support yourself, your children, and responders

This website is not intended to be all-encompassing and should not be considered to be providing medical or legal advice. In all instances, you should consult with a relevant expert for guidance specific to your circumstances.