COVID-19 Employee Resources
During this challenging time, protecting our vulnerable populations is our highest priority.
WVC COVID-19 Response
- Visit wvc.edu/PublicHealth for COVID-19 specific information.
- Visit wvc.edu/Online for information about how WVC is transitioning services, classes and more online.
- Questions? Email PublicHealth@wvc.edu to reach our COVID-19 response team.
The Washington State Department of Health has established a call center to address questions from the public. If you have questions about what is happening in Washington, how the virus is spread, and what to do if you have symptoms, please call 1-800-525-0127 and press #.
FAQ’s for WVC Faculty & Staff
This is a rapidly evolving situation, the most up to date information will be available at Centers for Disease Control and Prevention (CDC) and Washington State Department of Health. This webpage will be updated with new information regarding changes to employee leave rules.
If you have a medical condition impacting your ability to report to work, you may request an accommodation.
If you are at high-risk, as defined by the CDC, and would like to request an accommodation under the Proclamation, please fill out High Risk Employee Accommodation Request form (available on the HR website/Resources or under links on the right side of this page) and send to human resources at firstname.lastname@example.org.
If you have a medical condition impacting your ability to report to work, contact your supervisor and/or HR regarding options available to you.
If you don’t have a medical condition, but are concerned about workplace exposure to the Coronavirus, you have several options depending on your position:
- Use leave or other benefits if you qualify (see COVID-19 Leave Scenarios & Benefits) under "Links" on this page)
- Request to telework (teleworking agreement, request and work log for classified staff are all located on the human resources webpage)
- Request to temporarily adjust your schedule
If an employee feels fine, not displaying symptoms, but has had close contact with a sick person who has been diagnosed with COVID-19, the employee should notify their supervisor immediately.
Supervisors will work with employees to verify if their work can be done remotely. If the employee is provided the opportunity to telework and declines to do so, the employee must use their own accrued leave or leave without pay.
Request to telework by completing the applicable telework form and submitting to HR. Review the teleworking policy and procedure for more details.
- Teleworking Agreement Form
- Teleworking Request Form
- Teleworking Work Log for Classified Staff
Telework resources for employees:
- 9 Tips to Be Productive While Working at Home During COVID-19
- Make Working From Home Work for You
- How to Work From Home Without Losing Your Mind
If an employee contracts or tests positive for COVID-19, they are required to use their own accrued leave.
Due to school closures or a childcare provider is closed due to COVID-19, you may:
- Use sick leave, compensatory time, vacation leave, and/or leave without pay if you are unable to work because of lack of childcare.
- Request to telework (Note: telework may be approved even if you are the primary provider for child(ren) during telework hours).
Employees may be eligible to apply for Shared Leave, Unemployment Insurance benefits, Industrial Insurance (L&I) benefits or Paid Family Medical Leave (PFML). The Employment Security Department has published COVID-19 Scenarios & Benefits Available, a useful tool to help understand when unemployment, L&I or PFML may be applicable.
Please continue to protect yourself and families, neighbors and colleagues by staying home when sick, covering coughs and sneezes with a tissue, and washing hands frequently with soap and water for at least 20 seconds. Whenever possible avoid close contact with people who are sick, and frequently clean touched surfaces and objects.
Remember to treat individuals and communities impacted by COVID-19 with compassion and support – viruses do not discriminate and neither should we. Please speak up if you hear, see or read stigmatizing comments or misinformation.