HR Message to Employees

Following is an evolving/continuously changing list of frequently asked questions (FAQs) for employees.  Requests for clarification should be directed to the appropriate supervisor(s).  Please note the “Last Updated” date to ensure you are reviewing the most up-to-date information.  Employees are encouraged to check back daily (at minimum), as the questions addressed and answers provided will continue to change as new information is received. 

Employees should read FMLA/Leave policies: What you should know for leave policies starting April 1, 2020 and expiring December 31, 2020.

Frequently Asked Questions

Last updated August 13, 2020

Some face-to-face classes may still be conducted provided they comply to the fullest extent possible with social distancing recommendations (i.e. groups of 10 or less wherein individuals can stay six feet apart).   These classes will be handled on a case-by-case basis.

At present, the College is not closed.  The North Carolina Community College System (NCCCS) has encouraged colleges to stay open for as long as possible.  Colleges are advised to observe the social distancing guidelines put in place by the Centers for Disease Control and Prevention (CDC).  The College is taking every precaution in this situation including the enactment of teleworking (work from home) processes and procedures.

Temporary State of Emergency Leave Policy Related to COVID-19

 Policy

This policy is based on the State of Emergency Leave Provisions (1 – 3) issued by the North Carolina Office of State Human Resources (OSHR*).  The policy enables state agencies to provide paid leave to employees if they are required to be out of work due to certain circumstances resulting from the coronavirus (COVID-19) pandemic, subject to the individual agency’s availability of funds. ACC’s policy applies to full- and part-time benefited employees.

* North Carolina community colleges do not fall under the authority of the OSHR; however, the North Carolina Community College System (NCCCS) has endorsed these provisions for colleges to use as a guide to draft policy at the discretion of their individual Boards of Trustees (BOT).

 Benefits

These provisions enable state-agencies to immediately provide hours of State of Emergency Leave to full- and part- time employees who:

  • have symptoms potentially related to COVID-19 (fever, cough, shortness of breath) [Provision #1: 80 hours March 10-15 or after April 30; Provision #2: 96 hours March 16-31; Provision #3: 80 hours April 1- May 22] / Maximum cumulative hours: 256 (32 days)
    Maximum pay based on $50,000 salary: $6,154.24
  • are sick due to symptoms consistent with COVID-19 or who are caring for a dependent with such symptoms
    [Provision #2: 96 hours March 16-31; Provision #3: 80 hours April 1- May 22] / Maximum cumulative hours: 176 (22 days)
    Maximum pay based on $50,000 salary: $4,231.04
  • cannot work because they have childcare or eldercare needs due to COVID-19-related facility closings
    [Provision #2: 96 hours March 16-31; Provision #3: 80 hours April 1-May 22] / Maximum cumulative hours: 176 (22 days)
    Maximum pay based on $50,000 salary: $4,231.04
  • are unable to telework because their position duties cannot be performed remotely, and reasonable alternate remote work is not feasible or productive
    [Provision #2: 96 hours March 16-31; Provision #3: 80 hours April 1-May 22] / Maximum cumulative hours: 176 (22 days)
    Maximum pay based on $50,000 salary: $4,231.04

Expiration

This temporary policy will expire on April 30, 2020. The policy effective period may be extended if the State of Emergency period is extended beyond April 30, 2020, but may not be extended beyond June 30, 2020 (fiscal year end).

Extended to May 8, 2020
Extended to May 22, 2020

Approval
Chair, Board of Trustees
Effective Date:  April 14, 2020
Policy Owner: Human Resources

Download this policy: PDF or Word

The College has been informed by the Department of Education (DOE) that students employed through the Federal Work Study Program should not report to work until notified the restriction is lifted.  However, they will be paid for their normal work hours during the time period.  Students who are paid by other funding sources will be told by their campus supervisors whether or not to report to work.

At this time, we will not require anyone to quarantine if they travel outside of our state.  When they return to campus, we will ask them to follow our protocol and procedures and take a temperature check, answer the health protocol questions and require them to wear a mask. 

In addition, if there are any concerns about the person's out-of-state travels and their ability to return to campus, the Vice President has the authority to determine what additional precautions should be taken to keep everyone healthy and safe (telework arrangements, testing, etc.)

Yes.  Older workers (age 60 and above) with a chronic health condition as defined by the Center for Disease Control and Prevention who elect to stay out of work and whose jobs are not suitable for telework must use annual leave to be compensated for time away from work.  Employees whose positions are approved for telework will be compensated accordingly when working from home.

Yes.  Employees younger than age 60 with a chronic health condition as defined by the Center for Disease Control and Prevention who elect to be out of work and whose jobs are not suitable for telework must also use annual leave to be compensated for time out of work.  Employees whose positions are approved for telework may also be compensated accordingly when working from home.

If someone in your household contracts the coronavirus you should notify your supervisor and immediately initiate self-quarantine for 14 calendar days.  Should this become necessary and you have not already done so, you may explore the possibility of teleworking with your supervisor.  Contact your supervisor periodically to update him/her of your situation.

No in-person interviews for vacant positions will be conducted by search committees for the foreseeable future.  Search committees may interview candidates via phone or use available technology such as Zoom, Skype, etc.

Employees will continue to have access to NeoGov remotely.  You can log in by visiting neogov.com.  If you have difficulty accessing NeoGov while off campus, please contact Nicole Rone at nicole.rone@alamancecc.edu.  All posted positions will be extended to allow applicants to continue to apply via NeoGov.

All employees who traveled to hot spots such as Washington, California, New York, and Massachusetts; any foreign country; or who were on a cruise ship during spring break are required to immediately inform their supervisor of their travel.  The supervisor will in turn notify Human Resources.

Such employees will be required to self-quarantine for a period of 14 calendar days from the date they returned home.  Affected employees may be able to telework pending approval from their supervisor, dean and vice-president.  Employees whose positions are not compatible with telework may use accrued sick or annual leave. 

Employees reporting to work with symptoms similar to those for the coronavirus such as fever, excessive cough, and shortness of breath may be required by their supervisor to leave work and remain out of work until they can provide documentation from their health care provider verifying they do not have coronavirus.

Employees sent home from work who subsequently test positive for coronavirus will be required to notify their supervisor and remain out of work for 14 calendar days from the date of the confirming diagnosis.  Employees may use sick or annual leave during this period.

Employees interested in teleworking should discuss this with their supervisor.  The supervisor will evaluate the tasks performed by the employee and determine if they can be satisfactorily performed remotely.  In making this determination, supervisors should ask several questions including:

  1. What specific duties does the employee perform?
  2. How essential are these duties to the operation of the department/division?
  3. Can these duties be effectively performed remotely? if so how?
  4. What measures are in place to monitor the quantity and quality of the work the employee will be performing?
  5. Is the work being assigned equivalent to the hours the employee will be working remotely?

If a supervisor determines a job is suitable for telework, the employee and supervisor should sign the Temporary Teleworking Agreement and submit it to the appropriate dean and vice-president for approval.  Employees approved for telework must agree to abide by all terms set forth in the telework agreement.  Approval for telework is for a limited amount of time, as determined by the supervisor, and may be revoked at any time. 

Yes.  Public Safety and other employees designated “mandatory” by their supervisor and dean will be required to report to their work station as needed.  Employees will be notified accordingly. 

Employees are only entitled to refuse to work if they believe they are in imminent danger. Section 13(a) of the Occupational Safety and Health Act (OSH Act) defines “imminent danger” to include “any conditions or practices in any place of employment which are such that a danger exists which can reasonably be expected to cause death or serious physical harm immediately or before the imminence of such danger can be eliminated through the enforcement procedures otherwise provided by this Act.” OSHA defines imminent danger as where there is “threat of death or serious physical harm,” or “a reasonable expectation that toxic substances or other health hazards are present, and exposure to them will shorten life or cause substantial reduction in physical or mental efficiency.”

The threat must be immediate or imminent, which means that an employee must believe that death or serious physical harm could occur within a short time, for example, before OSHA could investigate the problem. Requiring travel to China or Italy or to work with patients in a medical setting without personal protective equipment at this time may rise to this threshold.  Most work conditions in the United States, however, do not meet the elements required for an employee to refuse to work.

 


Self-Quarantine Required for Employees Visiting High-Risk Areas for COVID-19 (Coronavirus)

To minimize the spread of the coronavirus within our college community, all employees who traveled to Washington State, California, New York, Massachusetts, any foreign country, or took a cruise during spring break are required to disclose their travel immediately to their supervisor.  

Employees who traveled to these areas will be required to self-quarantine for a period of 14 calendar days from the date they returned home.  Affected employees may be permitted to telework from home pending approval of their supervisor, dean, and vice-president.  Employees whose positions are not compatible with telework may use accrued sick or annual leave during this period.

Report to Work Option for Employees Age 60+ and/or with Chronic Medical Conditions During COVID-19 (Coronavirus) Pandemic

Older employees (age 60 and above) and individuals in this age group with a chronic health condition as defined by the Center for Disease Control and Prevention (e.g. heart disease, diabetes, and lung disease) are at high-risk to contract the coronavirus.  These employees may elect to stay home (and may be permitted to telework pending approval of their supervisor, dean, and vice-president) for a period of time, as coordinated with their supervisor, and may use accrued annual leave during this period.   

Employees below age 60 with a chronic health condition as defined by the Center for Disease Control and Prevention (e.g. heart disease, diabetes, and lung disease) are at higher-risk to contract the coronavirus.  These employees may elect to stay home (and may be permitted to telework pending approval of their supervisor, dean, and vice-president) for a period of time, as coordinated with their supervisor, and may use accrued annual leave during this period.

Employees Reporting to Work with COVID-19 (Coronavirus) -Like Symptoms

Employees reporting to work with symptoms similar to those for the coronavirus such as fever, excessive cough, and shortness of breath may be required by their supervisor to leave work and remain out of work until they can provide documentation from their healthcare provider verifying they do not have the coronavirus. 

Employees sent home from work who subsequently test positive for the coronavirus will be required to notify their supervisor and remain out of work for 14 calendar days from the date of the confirming diagnosis.