Program Compliance Guidelines for Academic Appointees

Issued August 2020

A. Purpose and Scope

Pursuant to all relevant Executive Directives, it is mandatory for all employees to comply with the following, including:

  • Daily Symptom Check
  • Face Coverings

These Guidelines apply to academic appointees on campus and within the College of Health Sciences.

B. Authority and Responsibility

Deans and Department Chairs are responsible for taking appropriate corrective action in consultation with the Office of Academic Personnel.

C.  Guidelines

It is mandatory for all academic appointees to comply with campus safety requirements in accordance with the Executive Directives. However, it is understood that the expectations may be different for academic appointees who work on-site versus those who are working remotely.

Academic Appointees Who Work On-Site

If an academic appointee works on-site and demonstrates a pattern of non-compliance (e.g. consistent failure to comply with one or more aspects of the Working Well program), the Department Chair (or their designee)  should discuss the issue with them to understand if there is a valid reason for not complying. Examples of valid reasons include but are not limited to the following:

  • Any authorized leave of absence (including vacation leave)
  • Technology issues that preclude compliance, and Natural disasters
  • Faculty and other academic appointees are encouraged to be proactive in discussing compliance with these requirements with their Department Chair (or their designee), including any anticipated inability to comply with these

Absent valid reasons for non-compliance, if the department chair has discussed the lack of compliance with the academic appointee and they continue to demonstrate a pattern of non-compliance, in the interests of safety, the department chair should send them home (with pay). The academic appointee will be expected to return to work and comply with these requirements on their next day of work.

If, after the actions described in the paragraph above have occurred and the academic appointee continues to demonstrate a pattern of non-compliance, the Department Chair (or their designee) may pursue additional corrective action consistent with APM016, APM150, or the applicable collective bargaining agreement. Examples of additional corrective action for a continued pattern of non-compliance may include a counseling memorandum, written warning, letter of censures and suspension. The Department Chair (or their designee) should consult with the Office of Academic Personnel to determine the appropriate course of action.

Academics Appointees Not Scheduled to Work On-Site

Academic appointees not scheduled to work on-site are still expected to comply with these safety requirements, including completing the Daily Symptom Check. If an academic appointee is working remotely and demonstrates a pattern of non-compliance with Daily Symptom Check, the Department Chair (or their designee) should discuss the issue with the employee. If the academic appointee continues to demonstrate a pattern of non-compliance with the, the Department Chair (or their designee) should consult with their Chief Personnel Office and/or the Academic Personnel Office to determine the appropriate course of action.

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