This COVID-19 resource page has been created to provide HR-related information and resources for employees and supervisors. Please check back often as updates are made in response to new policies and laws.

At this time, all university HR offices are closed and HR staff are working remotely. Please contact us through AskHR via email or 541-737-3103. We are here to help!

Information sessions: Pathway to Fall 2021

Supervisors

Supervisor Tips: Vaccination Compliance

The employee should complete their employee declination and be prepared to test weekly at a Willamette Valley Toxicology location. Weekly proof of testing (not results) will be sent to University HR. If the employee fails to complete the employee declination or fails to complete weekly testing, the supervisor will be contacted via email about possible disciplinary steps.

The employee will receive email reminders for a brief period. If testing still does not occur, the employee and supervisor will be contacted about possible disciplinary steps.

First, be prepared before this happens by re-familiarizing yourself with standards in the Covid-19 Safety and Success policy. Acknowledge that we are all responsible to uphold university policy and many of us have strong opinions about face coverings. Practice working through the situation with someone you trust.

When the situation occurs, ask the person if they are aware of the requirement. If the person self-corrects, thank them. If not, ask person to put on a face covering and thank them if they comply. If person is unwilling to put on a face covering due to personal opinion, you may ask them to leave the building. Alternatively, if the employee refuses to put on a mask and refuses to leave the space, you may leave the space.

Employees who refuse to wear a face covering in public spaces without a legitimate accommodation may be subject to disciplinary action.

Compliance with the vaccination program is an expectation of OSU employment. Employee and Labor Relations will notify supervisors at the point an employee is not in compliance.

If you are in the process of becoming fully vaccinated (i.e., in between your first and second dose), to remain in compliance with the vaccine program you will need to obtain weekly testing until you have received your second vaccine dose. At that time, you can update your attestation to indicate that you are fully vaccinated.  

Compliance with OSU’s vaccine program is a condition of employment at OSU. Consequences of being out of compliance include disciplinary action up to and including termination of employment.

 A supervisor cannot require an employee to leave based on their perception of what the employee is experiencing in terms of symptoms. In this instance, the supervisor should remind the employee about OSU’s COVID Safety & Success policy that requires employees who are experiencing symptoms of COVID-19 to refrain from engaging in work activity associated with their OSU employment. Supervisors should also remind employees of leave options available to them. Supervisor support and further situational guidance is available through a Senior Employee and Labor Relations Officer.

If an employee is sick, it is essential that supervisors express concern for the employee’s well-being and advise the employee to stay home and isolate. Supervisors should advise the employee immediately to contact by phone their primary care provider, or if they are seriously ill, contact by phone an emergency medical care provider. Employees must fill out a Positive Case Communication form to assist in contact tracing. If the employee does not have a primary care health care provider, they can contact Student Health Services or the local county health department in the community in which they reside for referrals. Employees who engage with others outside of their household as part of their work at OSU or have been on-site at an OSU location in the previous 14 days and have tested positive for COVID-19 or have symptoms of COVID-19, are required to inform OSU. Additionally in that case, supervisors must review the Positive Case Notification website to learn about necessary notifications and next steps.

es, as long as supplies are available and as long as OSU deems that this service is feasible and needed. All OSU Corvallis and Bend community members are able to utilize the on-campus testing sites for their testing. Insurance will be billed for the cost of the test.

The decision to test those who are unvaccinated weekly is based on multiple factors, including the size of the OSU community populations in both Corvallis and Bend relative to local health care capacity to respond in the event of a surge in cases. Further, because those who are unvaccinated are more likely to require hospitalization than those who are fully vaccinated, OSU is seeking to limit the number of OSU community members requiring advanced medical care in the event they contract COVID-19, thereby not contributing to stress on local health care capacities. Additionally, the availability of testing for some Oregon counties is variable and, given the smaller population density, may impose undue hardship on individuals.

For tests taken at an OSU location, OSU students and employees will be notified of their results through the secure Student Health Services (SHS) patient portal. Students are already regularly utilizing the portal to communicate information to SHS and receive information from SHS. Employees will receive test results and other messaging through their secured OSU patient portal as well. Employees can access their patient portal by going to https://myhealth.oregonstate.edu and logging in with ONID credentials. Portal messages will also come to employees’ e-mail addresses from “OSU Health.”

The portal will be used to communicate COVID-19 testing results from testing provided by Willamette Valley Toxicology only. Tests taken off campus will not confirm compliance with the university testing requirement.

Vaccines and testing required by OSU may be done during work hours with pre-arrangement through the employee’s supervisor.

Should families have transitional needs for flexibility in the workplace related to securing childcare arrangements heading into fall term 2021, they should discuss these needs with their supervisor. Supervisors may support short-term employee needs associated with organizing for childcare arrangements on a situational basis.

The university recognizes that OSU parents may need to keep children home due to required quarantine or isolation protocols within K-12 schools. This may require an OSU parent or guardian to stay home to provide care.

OSU is providing faculty, staff, graduate assistants and student employees an additional block of 80 hours of paid COVID-19 leave pro-rated based on FTE. This block of leave is intended to support employees at this new stage of the pandemic. This leave may be utilized Sept. 16, 2021, through June 30, 2022. It may only be used for the following reasons:

  • Time off for the employee to quarantine or isolate as outlined in the OSU Quarantine and Isolation guidelines.
  • Time off to care for a family member who is required to quarantine or isolate.

 

Remote work arrangements during this time may also be appropriate depending on the situation and as arranged between the employee and their supervisor.

As a reminder, the university does not support introducing children into OSU work environments during COVID-19. Bringing children, even older teenagers, to work is not an acceptable child care strategy. During Covid-19, supervisors are not authorized to approve such arrangements.

The OSU Family Resource Center on the Corvallis campus is available for consultation regarding child care arrangements. Additional information provided by the Oregon Department of Education Early Learning Division can be found at the Oregon Early Learning website.

OSU’s new employee assistance program Beyond Benefits also can help.

Please contact AskHR@oregonstate.edu with additional questions.

Search committees may choose to continue remote interview processes. On-site campus visits can also be considered at this time. In considering recruitment process design, please ensure equity of opportunity for all finalist candidates and advise visiting candidates of OSU’s face covering and other public health requirements.

 

Language about the vaccine program and testing requirements is being added to job postings and welcome documents.

The requirements under the FFRCA that expanded leave under FMLA expired December 31, 2020.  

In the 2021 legislative session an expansion to the Oregon Family Leave Act (OFLA) was passed. The bill expanded the definition of sick child leave to include providing home care to an employee’s child due to the closure of the child’s school or child care provider as a result of a public health emergency and allows for certain employer verification practices related to requests for this leave.  Employees may contact the Protected Leave Officers in University Human Resources (UHR) at fmla@oregonstate.edu to find out more information about their eligibility for this leave. 

OSU is providing faculty, staff, graduate assistants and student employees an additional block of 80 hours of paid COVID-19 leave pro-rated based on FTE. This block of leave is intended to support employees at this new stage of the pandemic. This leave may be utilized Sept. 16, 2021, through June 30, 2022. It may only be used for the following reasons:

  • Time off for the employee to quarantine or isolate as outlined in the OSU Quarantine and Isolation guidelines.
  • Time off to care for a family member who is required to quarantine or isolate.