COVID-19 Information

See the latest updates and information regarding the COVID-19 pandemic, including a list of University contact information at semo.edu/covid19.

Employee Information

7/22 Employee Information Session Recording

Face Coverings

University Guidance on wearing of Face Coverings and Social Distancing (As of July 10, 2020)

Face-to-Face Instructional Guidelines

Telework Information

Internet Service Providers

Campus Mail Information

Payroll and Timesheet Information

Teleworking Procedures Relative to K-12 Schools Virtual Learning 

Departmental Supplies

Approved supplies must be purchased through Facilities Management.

Facilities Management will be assisting the campus community in the purchasing of appropriate PPE and cleaning supplies. Guidance to assist you in determining necessary PPE for your department can be found on the University’s COVID-19 webpage under Employee Information - Employee Health and Leave category with the question “How does the University classify jobs as it concerns exposure risk, and what are the University’s PPE requirements?” Questions regarding COVID-19 requirements should be directed to Jeremy Gray, Emergency Manager, at (573) 651-2547.

Supplies provided by the University will include items listed on the COVID-19 online order form. Department supervisors should use this form identify and request needed supplies for their department. Facilities Management is working with many different vendors to obtain the necessary items. Quantities and availability will determine when items requested can be supplied. Facilities Management will fill completed orders and notify departments when orders are available. Supplies can be picked up at Central Receiving along with scheduled mail pick-ups. 

All supplies requested, in accordance with departmental Emergency Operations Center (EOC) plans or needed for fall class reopening plans, and not listed on the form, should first be referred to Facilities Management at facilities@semo.edu. As the University’s EOC finalizes fall reopening plans, additional items may be added to the COVID-19 online order form that will be provided by the University.    

Any purchase of supplies outside of those provided through Facilities Management or those purchases denied based on approved plans will require both financial manager and executive level prior approval. These supplies will be charged to the departmental index.

Questions concerning supply orders should be directed to Angie Mitchell at amitchell@semo.edu or (573) 651-2657.

Employee Health and Leave

Classifying Worker Exposure to SARS‑CoV-2

Lower Exposure Risk (Caution)

Lower exposure risk (caution) jobs are those that do not require contact with people known to be, or suspected of being, infected with SARS-CoV-2 nor frequent close contact with (i.e., within 6 feet of) the general public. Workers in this category have minimal occupational contact with the public and other coworkers.

Jobs Classified at Lower Exposure Risk (Caution): What to Do to Protect Workers

Engineering Controls

  • Promote frequent and thorough hand washing, including by providing workers, customers, and worksite visitors with a place to wash their hands. If soap and running water are not immediately available, provide alcohol-based hand rubs containing at least 60% alcohol.
  • Encourage workers to stay home if they are sick.
  • Encourage respiratory etiquette, including covering coughs and sneezes.

Personal Protective Equipment

  • Additional PPE is not recommended for workers in the lower exposure risk group. Workers should continue to use the PPE, if any, that they would ordinarily use for other job tasks.

Medium Exposure Risk

Medium exposure risk jobs include those that require frequent and/or close contact with (i.e., within 6 feet of) people who may be infected with SARS-CoV-2, but who are not known or suspected COVID-19 patients. In areas without ongoing community transmission, workers in this risk group may have frequent contact with travelers who may return from international and domestic locations with widespread COVID-19 transmission. In areas where there is ongoing community transmission, workers in this category may have contact with the general public (e.g., schools, high-population-density work environments, some high-volume retail settings).

Jobs Classified at Medium Exposure Risk: What to Do to Protect Workers

Engineering Controls

  • Install physical barriers, such as clear plastic sneeze guards, where feasible.
  • Promote frequent and thorough hand washing, including by providing workers, customers, and worksite visitors with a place to wash their hands. If soap and running water are not immediately available, provide alcohol-based hand rubs containing at least 60% alcohol.
  • Encourage workers to stay home if they are sick.
  • Encourage respiratory etiquette, including covering coughs and sneezes.

Administrative Controls

  • Consider offering face masks to ill employees and customers to contain respiratory secretions until they are able leave the workplace (i.e., for medical evaluation/care or to return home).
  • Where appropriate, limit customers’ and the public’s access to the worksite, or restrict access to only certain workplace areas.
  • Consider strategies to minimize face-to-face contact (e.g., drive-through windows, phone-based communication, telework).
  • Communicate the availability of medical screening or other worker health resources (e.g., on-site nurse; telemedicine services).

Personal Protective Equipment (PPE)

Workers with medium exposure risk may need to wear some combination of gloves, a face mask, and/or a face shield or goggles. PPE ensembles for workers in the medium exposure risk category will vary by work task, the results of the employer’s hazard assessment, and the types of exposures workers have on the job. In rare situations that would require workers in this risk category to use respirators.

On March 18, 2020, the Families First Coronavirus Response Act (FFCRA) was signed into law. Beginning April 1, 2020, and ending December 31, 2020, eligible employees may be entitled to emergency paid sick leave and expanded family and medical leave benefits. To be eligible for these benefits, employees must be employed as of April 1, 2020 with active assignments.

The FFCRA provides two types of paid leave benefits:

  1. Emergency Paid Sick Leave (EPSL): Eligible employees may take up to eighty (80) paid leave hours at full pay, if unable to work, including telework, under the following situations if the employee:

    a)  is subject to a government quarantine or isolation order related to COVID-19;

    b)  has been advised by a health care provider to self-quarantine related to COVID-19;

    c)  is experiencing COVID-19 symptoms and is seeking a medical diagnosis;

    d)  is caring for an individual subject to an order described in #1 or self- quarantine as described in #2;

    e)  is caring for his or her minor child whose school or place of care is closed (or childcare provider is unavailable) due to COVID-19 related reasons; or

    f)  is experiencing any other substantially similar condition specified by the U.S. Department of Health and Human Services.

    Faculty and staff employees who have already taken any of the 80 paid leave hours provided under the University’s COVID-19 Leave Guidelines for Employees are eligible to take paid leave under any of the applicable categories above.

  2. Emergency Family and Medical Leave (EFML): Eligible active employees who have been employed at least thirty (30) may be permitted to take EFML. However, the amount of leave available will be limited by the employee’s remaining FMLA leave. The FFCRA provides for up to twelve (12) weeks of emergency job-protected leave where the employee needs to care for a minor child (under 18) due to:

    a)  a school or daycare closure; or

    b)  childcare provider is unavailable due to a public health emergency.

    The first two weeks of EFML will be unpaid. These two weeks, however, may be supplemented by using accrued sick leave or EPSL. The remaining ten weeks are paid at 2/3 of salary. Employees may supplement the last 10 weeks of partial pay with any remaining personal leave time.

To apply for these leave benefits, eligible employees must notify Human Resources of their need to take leave as soon as possible. A request for leave form must be completed and accompanied by appropriate documentation and/or information to support the employee’s reason(s) for leave. Documentation will include:

  1. the source of any government quarantine or isolation order;

  2. the name of the health care provider who has advised you or an individual to whom you are giving care to self-quarantine; and/or

  3. child’s school /day-care provider notice of closure publications.

Both the leave request form and the supporting documentation should be submitted to Human Resources. Human Resources will assure proper paid leave through payroll processing.

Employees who believe they are experiencing personal health issues associated with the COVID-19 virus should follow these procedures:

  1. If you believe you have a medical emergency, call 911.

  2. At any sign of illness, immediately self-isolate, stay away from others, continue wearing a face cover, monitor your symptoms, and wash your hands and face frequently. Stay at home.  If symptoms include fever of 100.4 or higher, cough, wheezing, or shortness of breath, employees should contact their primary care provider or one of the local coronavirus nurse hotlines, or an urgent care testing facility.  Visit page 20 of the Protect the Nest Return to Campus Plan for test site phone numbers. 

  3. Contact your immediate supervisor and Alissa Davis, director of Human Resources, at adavis@semo.edu to relay situation circumstances.

  4. Employee will complete both a COVID-19 Persons Under Investigation (PUI) and a Request for Emergency Paid Sick Leave or Emergency Family Medical Leave form.  (Note: The PUI may be shared with the Cape Girardeau County Public Health Center or the appropriate county Public Health Center based on your location).  The public health department, with assistance from Public Safety emergency management staff, when needed, conducts contact tracing interviews with the PUI.  This information will help track the length of quarantine, as well as, any environmental cleaning requirements of University facilities.  Additionally, it will facilitate notification of others for whom quarantine and self-monitoring may be required.

  5. Employee should not return to work until the following criteria are met:

After a Positive COVID Test or Quarantine

  • Public Health determines the length of necessary isolation and provides a letter you can use for missed work.
  • Employees may return to work  when local public health official or a physician issues a release from isolation, based on current CDC guidelines.
  • For those who are asked to quarantine:
    • Public Health determines the length of a quarantine when someone is known to be a close contact of someone who has tested positive for COVID-19.
    • During this time, you should stay in your home or living quarters, limiting exposures to other persons.
      • Do not attend public activities and do not travel.
      • Your health status should be monitored daily to determine if you require treatment.
  • Public health officials or physician will issue a release to return to work based on current CDC guidelines.
  • In cases of isolation or quarantine, employees may be eligible to use FFCRA leave.

After a Negative COVID Test or Sick With COVID-like Symptoms

Because other illnesses have symptoms similar to COVID, care should be taken to evaluate returning to work after recovering from them.  Based on guidance from the Cape Girardeau County Public Health Center, if you are sick with an illness you know not to be COVID-19, you should not return to work until you are:

- Symptom free for three days (without the use of fever-reducing medication)

- Wear a face covering when you return to regular activities

If feasible and in consultation with the supervisor, employees should telework during the three-day precautionary period.

If symptoms re-occur during the three-day precautionary period, teleworking should cease and the employee should seek medical attention.

- The appropriate leave should be recorded on the employee timesheet for the days after seeking medical attention.

- Medical documentation should be provided to Human Resources for determination as to whether the employee can return to their normal work environment at that time.

Employees may also contact e4Health, the Employee Assistance Program, at 800-765-9124 for help with feelings of stress or anxiety about these events. Additional information is available on the Employee Assistance Program benefits.   

 

The Centers for Disease Control and Prevention (CDC) encourages employees to use telehealth services, rather than visiting a doctor's office or clinic, to limit the spread of the disease. University employees may access Teladoc for telehealth services. Teladoc gives you access 24 hours, seven days a week to a U.S. board-certified doctor through the convenience of phone, video or mobile app visits. More information about the CDC’s assessment tool for COVID-19 risk categories.

 

Employees who have symptoms of illness should stay home and not come to work until they are free of fever, and any other symptoms, for at least 24 hours, without the use of fever-reducing or other symptom-altering medicines (e.g., cough suppressants). Employees will be expected to use their available paid sick leave to cover time away from work unless their physician or public health determine the illness is related to COVID-19. 

Employees with concerns or questions about their illness or seeking advice about whether to come to work should contact their supervisor, the Director or Assistant Director of Human Resources and their personal health care provider to manage their situation appropriately. 

 

Employees who are well but have a family member quarantined or the parent/guardian of a child whose school is closed due to COVID-19 may be eligible for leave options under the Families First Coronavirus Response Act (FFCRA).  The FFCRA provisions can be accessed on the Human Resources website.

 

Employees who are experiencing illness due to having a positive or presumed positive test of COVID-19 may be eligible for leave options under the Families First Coronavirus Response Act (FFCRA).  The FFCRA provisions can be accessed on the Human Resources website.

Employees who are a increased risk for complications from COVID-19 due to underlying health conditions are urged to consult their physician about steps they must take to protect their health.  Employees may be eligible for leave options under the Families First Coronavirus Response Act (FFCRA).  The FFCRA provisions can be accessed on the Human Resources website. If an employee at risk for complications from COVID-19 and their physician agree that increased social distancing in the workplace is prudent, but do not feel full removal from the workplace is needed, the employee should contact the Director of Human Resources to discuss alternatives. A physician’s note may be required.

Contact

Mailing Address
One University Plaza, MS 7275
Cape Girardeau, Missouri 63701