Cuyahoga Community CollegeFrequently Asked Questions - Staff
Buildings & Access
Q&A related to buildings, facilities and access to them.
What are the current campus operating hours?
How are stairwells and elevators maintained to ensure safe distancing, cleanliness, etc.?
Can I still work on campus/in my office if I prefer to do so?
What arrangements are being made for employees who are retiring and need to empty out their offices?
Am I able to access my office computer? There are documents there that I need.
Is anyone working in the mailroom during this time? How and when we will be able to get our mail?
Is there a plan to reopen the recreation centers, fitness centers or pools on our campuses?
Will the College consider closing?
What are the current campus operating hours?
Currently campus access is limited to staff involved in critical areas of operation (Campus Police, Plant Operations and key administrative functions), limited student support services and approved courses. The College remains open and most on-site College operations, including classes and services, are being performed remotely. Student support service department links and hours of operation are posted on the College’s coronavirus student services hours webpage.
Only being open during the day, two days per week creates challenges for some students. What options are there for them?
Some evening and Saturday hours were available this semester. We also have Tri-C 24/7, which gives students constant access to reach the College about services, financial aid and more. We’re considering options for summer and fall and will share that information soon.
How are stairwells and elevators maintained to ensure safe distancing, cleanliness, etc.?
All College employees received a memo explaining certain changes that took effect July 1. We have a new contractor for night janitorial services, and Plant Ops staff is at full capacity. Crews continue to wipe down all high-touch areas throughout the course of the day, and a thorough cleaning takes place every night. Regarding elevators, we encourage only one rider at a time.
What COVID-19 safety measures are in place for high-risk individuals who are required to work on campus?
We recently added 230 ionizers across the College that remove 99.4% of the virus from the air. Plexiglass has been placed in all areas, and furniture has been arranged to allow for social distancing. Touchless systems have been added for doors and water stations, and thermometers are available throughout the College. Masks are to be worn by everyone visiting our campuses. We continue to follow all recommended safety protocols.
Can I still work on campus/in my office if I prefer to do so?
Access to Tri-C buildings is limited to staff involved in critical areas of operation (Campus Police, Plant Operations and key administrative functions), limited student support services and approved courses. Support service department links and hours of operation are posted on the College’s coronavirus webpage.
If you must retrieve something from your office, contact Campus Police at 216-987-4325 or your campus president's office to coordinate. Please remember that one of the most important ways to mitigate the spread of the coronavirus is to stay at home. Think very carefully about how necessary it might be to come to the College.
Faculty and staff can arrange to retrieve items from their office; however, they will not be permitted to work from their offices without previous approval from your campus president. We are intentionally limiting campus accessibility to comply with safe distancing guidelines. If there is truly no alternative, faculty may use their offices to conduct classes; however, we ask that they schedule access with their campus president first.
What arrangements are being made for employees who are retiring and need to empty out their offices?
Contact Campus Police at 216-987-4325 to make arrangements to retrieve your belongings.
Am I able to access my office computer? There are documents there that I need.
If you must retrieve something from your office, contact Campus Police at 216-987-4325 to coordinate. Please remember that one of the most important ways to mitigate the spread of the coronavirus is to stay at home. Think very carefully about how necessary it might be to come to the College.
Do not use a jump drive to save these files. Instead, use the opportunity to move files from your office computer to your H:\ drive or a departmental drive so that they are secured, backed up and remotely accessible. It is always recommended that you store files on your H:\ drive or departmental drives (not on your desktop or in the "Documents" folder on your office computer). Saving files on a College drive ensures they are backed up in the event of computer hardware failure.
Is anyone working in the mailroom during this time? How and when we will be able to get our mail?
Yes, there is mailroom service with limited mail distribution to specific sites and pick up availability at other sites. Refer to the July 30 memorandum on College mail service for details including pick up days, times and locations.
Is there a plan to reopen the recreation centers, fitness centers or pools on our campuses?
As of this moment, there are no plans or dates for reopening those areas.
Will the College consider closing?
Only if directed to do so by federal or state executive officers, or federal, state and/or local health departments. Until then, the College will remain open and take precautions to safeguard the health and well-being of students, faculty and staff.
COVID-19 Questions - travel, testing, etc.
Will the College stop all in-person classes if the county goes purple?
If we go purple, will students still have in-hospital nursing clinicals?
Will the 6-foot spacing requirement be relaxed this fall?
I traveled internationally. Can I come back to campus?
Are COVID-19 tests covered by insurance?
How long does it take to get results back from Care Alliance testing?
I tested positive for COVID-19. Do I need to notify the College?
How many students and/or staff have tested positive for COVID-19? What steps has the College taken?
Will the College serve as a vaccination site?
Are there plans to vaccinate Plant Operations staff since they are in-person essential workers?
Will we be required to submit proof of vaccination?
Will the College stop all in-person classes if the county goes purple?
If the county moves to Level 4/purple:
- The College will go fully remote until the county returns to a lower level. This means that all on-ground classes, as well as student and administrative services, would take place remotely.
- Make-up skills labs would occur at a time TBD if the county has returned to a lower level.
- Faculty can use their offices for remote teaching with campus president approval.
- A minimal number of Plant Operations and Public Safety staff, working in rotation, will be on-ground to maintain and keep watch over our facilities. There may be other specialized exceptions, such as staff to care for animals in the Vet Tech program.
If we go purple, will students still have in-hospital nursing clinicals?
In that scenario, it would be up to our clinical locations. The Nursing program will inform students of any changes.
What COVID-19 safety measures are in place for high-risk individuals who are required to work on campus?
We recently added 230 ionizers across the College that remove 99.4% of the virus from the air. Plexiglass has been placed in all areas, and furniture has been arranged to allow for social distancing. Touchless systems have been added for doors and water stations, and thermometers are available throughout the College. Masks are to be worn by everyone visiting our campuses. We continue to follow all recommended safety protocols.
What disciplinary measures are being taken against faculty who allow their on-campus classes to violate social distancing orders?
Every situation is different, but we assure you there will be follow-up and disciplinary action. We have a code of conduct we expect all employees to follow.
Will the 6-foot spacing requirement be relaxed this fall?
We have no plans to relax social distancing requirements at this time.
My position at the College requires me to travel frequently throughout the state. Is my ability to travel to partner locations restricted at this time?
Yes. All employee travel for work purposes is suspended until further notice. Please reach out to those with whom you have meetings scheduled to advise them that you are unable to meet in person and will reschedule when able. Consider a conference call or Webex meeting instead.
I traveled internationally. Can I come back to campus?
If you traveled to or through any Level 2 or Level 3 country, you must self-isolate for 14 days from the time you left the area of risk.
The College’s Office of Compliance and Risk Management asks that you also complete a travel disclosure form.
Visit cdc.gov/coronavirus/2019-ncov and odh.ohio.gov/wps/portal/gov/odh/home for the latest travel warnings and information.
I have an upcoming trip planned. Do I need to do anything before I leave? Will I be required to self-quarantine upon return?
The College recommends avoiding personal travel to or through any country with a Level 2 or Level 3 designation from the CDC. The CDC has designated a Level 3 Travel Health Notice for numerous countries at this time. Consult the CDC website for updates.
The College’s Office of Compliance and Risk Management asks that you complete a travel disclosure form prior to any travel during this time.
Currently, quarantines are limited to international travel to or through any Level 2 or Level 3 country. Should this change, the College will communicate updates to its travel guidelines via Tri-C email and at tri-c.edu/coronavirus.
Are COVID-19 tests covered by insurance?
The test is 100% covered under the Medical Mutual Healthy Saver and Preferred plans.
How long does it take to get results back from Care Alliance testing?
If one tests positive, their test results are issued within 24-48 hours. Negative results can take up to seven days. Reporting could take longer during periods of high-volume testing.
I tested positive for COVID-19. Do I need to notify the College?
Employees should notify their supervisor, who will notify the applicable vice president and risk manager. Risk Management will notify Plant Ops of any areas visited by the employee for special sanitization.
The employee should describe, in detail, any members of the College community with whom they have come in contact during the two-week incubation period (i.e., from the date they began exhibiting symptoms). These details should include date, time, exact location (campus, building and room number) and duration of contact. The employee should also disclose the date they first began to exhibit symptoms. Notice will be given to those exposed individuals to self-isolate for 14 days. Efforts to protect the privacy of the employee will be taken.
If a staff member who has been working remotely tests positive for COVID-19, should they still report it to Risk Management?
Yes. It will help with contact tracing.
What is the College’s plan if a student, faculty or staff member tests positive for COVID-19? Will their classes switch to remote delivery? Will their department close?
We will continue to follow current protocol for those who test positive, requiring them to remain home until they are symptom-free for 14 days. If a student/faculty member has been in class, affected classrooms will be taken offline and cleaned before they are returned to use. If an employee tests positive, their department will not close; however, it may move to a remote environment or different area while the affected area is closed for cleaning. Any employees who had contact with the infected individual will be required to work remotely for 14 days.
How many students and/or staff have tested positive for COVID-19? What steps has the College taken?
All information is available on the College's COVID-19 dashboard webpage.
In all instances, notifications were issued to all students and employees who may have been exposed to the virus. Out of an abundance of caution, the College sanitizes and disinfects the campus areas visited by individuals.
As always, we recommend that individuals exposed to others who have tested positive should self-monitor for any COVID-19 symptoms. They may also take advantage of free testing on campus through Care Alliance Health Center or at Care Alliance's main facility. As we work together to keep our community safe and healthy, we ask that you stay at home if you are experiencing any kind of illnes.
The daily exposure emails mention follow-up cleaning protocols. Why do some places get “fogged” and others only “sanitized and disinfected” after notification of a COVID-19 exposure?
Sanitization and disinfection occur immediately in every area in which an exposure is reported. Fogging is a specific sanitization method performed only in certain environments due to its potential to cause damage to electronics, fabric and other surfaces. All rooms are sanitized and disinfected to the same degree regardless of whether they are hand-sanitized or fogged.
How does the College plan to transition after the COVID-19 vaccine becomes available? Will the vaccine be required in order to work from campus? Will employees have the option of continuing to work from home if they aren’t comfortable getting the vaccine right away?
There is a priority order in terms of how the vaccine is distributed. The CDC has not yet developed a timeline for colleges and universities. Our Risk Management, HR and Legal teams are working to come up with answers to these questions as we await more information. In the meantime, we ask that you continue to adhere to the precautions established by the CDC as you work on-site, including mask-wearing, social distancing and handwashing. Vaccine information can be found at tri-c.edu/vaccine.
Are there plans to include higher education personnel in one of the upcoming phases of vaccine distribution? Are in-person staff included with K-12 employees, or will we have be vaccinated with our age group as phases allow?
We’ve requested that community colleges be included in the K-12 phase of vaccine distribution; however, this has not yet happened. Higher education employees are not included in the K-12 group if their schools are holding hybrid or on-ground classes. While the state hasn’t provided reasoning, it’s likely that limited availability is a factor.
If and when higher education is provided access to the COVID-19 vaccine, will those who have been working on campus receive priority consideration?
We’re not sure what direction the governor will give us when we are approved to vaccinate our population. Looking at K-12 gives us some indication, as those teaching on-ground are being vaccinated first.
Will the College mandate that employees receive the COVID-19 vaccine prior to returning to in-person work?
No. While we strongly encourage individuals to take the COVID-19 vaccine, it will not be mandated.
Will the College serve as a vaccination site?
We are exploring opportunities to serve as a vaccination site, but arrangements have not been finalized. We will make an announcement once we have concrete details.
What is the status of vaccinations to be administered through Tri-C to faculty who work on-ground with students?
The governor has not set a classification for faculty to receive a priority vaccine. We recommend that employees receive a vaccine when they become eligible based on the state’s rollout plan.
Are there plans to vaccinate Plant Operations staff since they are in-person essential workers?
We can ask Care Alliance if we can make that happen, particularly for those 50 and older.
Will we be required to submit proof of vaccination?
No. The CDC and state have not required it at this point.
Financial Questions
Q&A related to financial items.
Is CARES Act funding available?
Can we not require special conditions for Full Tuition Assistance?
Will the $5 tuition increase per credit affect CCP rates?
Can part-time faculty and staff take advantage of Full Tuition Assistance program?
Do we still have to pay a parking fee if we are working remotely?
Will part-timers also receive their raises retroactively?
Will retention bonuses be given for those who reached a milestone?
How can I donate to the Student Emergency Fund?
Is CARES Act funding available for summer?
We continue to promote the opportunity for CARES Act funding, as well as other emergency funds for students, and will do so through the summer session.
Can we not require special conditions for Full Tuition Assistance?
A special conditions request is for assessing a student’s income change since FAFSA completion. The student must submit a request, along with updated income information, so we can determine what they’re eligible for.
Will the $5 tuition increase per credit affect CCP rates?
No. Tuition will not change for CCP students.
Can part-time faculty and staff take advantage of Full Tuition Assistance program?
Our focus on the Full Tuition Assistance program is on individuals who have suffered loss of income or employment as a result of COVID-19. Individuals who are eligible for tuition remission are not eligible for the Full Tuition Assistance program.
Do we still have to pay a parking fee if we are working remotely?
Yes. Similar to the institutional fee that students are assessed as part of their tuition, the deduction for parking is not for a specific parking space at our College campuses. It is, however, used to ensure the maintenance, security, seasonal upkeep and lighting for all College parking lots and garages. Though the parking lots are mostly empty right now, there is still a need to maintain them.
Do merit and/or cost-of-living increases also apply to adjunct faculty? Will adjuncts receive deferred compensation for their Fall 2020 assignments?
Yes, cost-of-living increases apply to adjunct faculty as well. The rate per ESU will increase by 1%. Adjuncts who taught in Fall 2020 will receive retroactive payment. Administrative and support staff and faculty will receive their deferred compensation on March 5. Adjuncts will receive their deferred compensation on March 19.
Will part-timers also receive their raises retroactively?
Yes. Part-time non-union employees will also receive a rate increase of 1% retroactive to July 1, 2020. Administrative and support staff and faculty will receive their deferred compensation on March 5. Adjuncts will receive their deferred compensation on March 19.
Will retention bonuses be given for those who reached a milestone?
Service recognition payments for those who met those milestones were paid out on July 10, 2020.
Part-time non-bargaining employees are frequently excluded from performance-based and cost-of-living raises. Will the College include this group in compensation increases?
College leadership is constantly evaluating Tri-C’s financial position, closely monitoring both internal and external impacts of the pandemic to the College’s annual budget and long-term financial stability. There are several key indicators — including State Share of Instruction, student enrollment and property tax revenue — that must be considered. As we evaluate these revenue sources, we will consider restoring previously deferred compensation measures, including cost-of-living increases for eligible full- and part-time employees. Though part-time non-bargaining employees are not eligible for performance-based increases, they have always been eligible for cost-of-living raises (with the exception of this past year, when this increase was deferred for all non-bargaining employees).
When will non-bargaining employees who are eligible for merit increases be notified what that increase will be?
We will not provide employee-specific notices on merit increases; however, you can calculate that amount fairly easily. First, eligible non-bargaining employees will receive a 1% cost-of-living adjustment (COLA). In addition, you may be eligible for a merit increase based on your performance rating. Both increases are effective as of July 1, 2020. Increases by merit rating are as follows:
Accomplished (4): 1%
Exceeding (5): 1.5%
Transforming (6): 2%
So, if your FY20 year-end performance rating was Accomplished (Found on the “Overall Year-End Manager Summary” page of your Year End Performance Review FY20 in TEC), you will receive a 1% COLA plus a 1% merit increase for a total increase of 2%. Review your pay stub in my Tri-C space to calculate the exact amount. (Multiply your gross earnings by your COLA % plus merit % to determine your biweekly increase.) Administrative and support staff and faculty will receive their deferred compensation on March 5. Adjuncts will receive their deferred compensation on March 19.
For those serving in interim positions, will pay be updated once they receive the COLA and merit raises, which impact their base pay (used to calculate interim pay)?
Yes, interim pay will be recalculated at that time.
Many schools provide laptops, tablets or other technology to students automatically upon enrollment. Is this something we can do in the future?
In an effort to keep our tuition and fees as affordable as possible, we have chosen to address student technology needs through Foundation support versus an increase in fees for all students. We will continue to monitor student technology needs and adjust as required. Refer to the Student Laptop Program for information.
How can I donate to the Student Emergency Fund?
Visit tri-c.edu/give to pay by credit card, or sign up for payroll deduction (you will need to enter your S-Number and password.) Our students need us now more than ever. Together, we are making a difference for them. Thank you for donating!
HR Questions
Q&A related to Human Resources, including telework, vacation/sick/personal time, and more.
Will Tri-C consider making any positions remote on a permanent basis?
Is going part-time an option for those working with children at home?
Can I change my work hours if I telecommute?
Will we be allowed to carry over additional unused vacation hours to the next fiscal year again?
How long do we have to use our comp time?
How does remission of fees impact the College?
Is there any way to get a refund from a dependent care account besides using it for child care?
I manage a department that has seen significant layoffs. I’ve been informed that I’ll get two staff positions back, but not the employees who held them. Why can’t those individuals be called back into their roles? How quickly will these positions be filled?
Are there plans in place to reopen positions for those who were laid off?
Is the College still on a hiring freeze?
How will staff be informed of open positions?
Are there plans to increase employment for shorthanded departments?
Is there a status update on interim positions?
How will I keep my staff accountable?
When will those of us who are 65+ and/or otherwise high-risk be required to return to work? Can we continue to work from home? If so, for how long?
We will share more information on who will physically return to campus once we determine specifics as to what the return will look like. These decisions will be based on the nature of an employee’s work rather than their age and/or other risk factors. We encourage you to discuss any concerns with your physician, who can contact leave administrator Megan Whitmore for additional guidance on accommodations.
Will people who can successfully work from home be allowed to continue to do so? Taking leave puts those employees in a spot where they have to choose between the safety of themselves or their loved ones or getting paid normally.
The College will follow guidelines to determine who will return. We have adopted protocols to reduce risk to individuals on campus. Should you be at risk, we encourage you to discuss concerns with your doctor before reaching out to the College for accommodations.
Will Tri-C consider making any positions remote on a permanent basis?
We don’t know at this point. We’re continuing to discuss what the College will look like in the future.
As the College considers how and when to come back, will staff have the opportunity to provide input?
We’re talking with staff and faculty now as we consider our footprint for summer and fall. We’ve discussed the fact that we need to empower supervisors and managers to address staff concerns and relay their suggestions.
Is going part-time an option for those working with children at home?
Full-time employees must work full-time hours. If you’re having child care issues, speak with your supervisor and discuss flexing your hours. You may also request vacation if you need to adjust your hours.
Can we use personal time to take time off due to lack of child care? Will you consider amending the definition of personal time?
We consider that a personal emergency, so there is no need to adjust the policy.
My supervisor said my job is essential to campus operations. I would prefer to telework. What should I do?
At this time the option to telework is not available to employees in job roles deemed essential. However, the hours of the on-site shifts will be limited, based on operational needs and determined by the department supervisor in order to maintain critical campus operations. Whenever possible, supervisors will schedule on-site coverage on a rotational basis.
Can I change my work hours if I telecommute?
Work hours (including breaks and lunches) are defined by your direct supervisor. If you wish to temporarily alter the established hours, you must obtain supervisory approval in advance; otherwise, your hours will remain the same as before the teleworking arrangement commenced.
If an employee is unable to work remotely, do they need to take unpaid leave or could they use sick time?
Nothing is different now than it has been before. Regardless of whether you work on campus or remotely, you are expected to perform your work duties. If you cannot complete them, you will have to apply for a leave of absence or take vacation days.
If I’m feeling sick, should I still telework? If I need to stay home to care for myself or a family member, can I also do work and not use my sick time?
The priority in any situation requiring sick time is to attend to your own or a family member’s needs. This time should be accounted for through the utilization of sick time or possibly vacation or personal leave. In most cases, this means that working from home would not be feasible.
How should vacation time be documented and calculated while everyone is working remotely and, in some cases, canceling vacations?
Vacation should be documented and calculated per normal procedures. You’re expected to work your normal schedule and hours per week. Submit vacation requests to your supervisor through the normal process. Approved vacation will be recorded on timesheets like normal. If your vacation plans have changed, notify your supervisor that you’ll be working instead.
Do you anticipate modifications to the sick time policy, such as an option for telework if healthy enough to work but not well enough to be on-site?
We do not anticipate amending the policy at this time.
Will we be allowed to carry over additional unused vacation hours to the next fiscal year again?
Though we made an exception last year, it is important that individuals take time away from the office to rest. We currently do not plan to allow additional vacation hours to be carried over.
What is the maximum number of vacation hours that can roll over, and how long do we have to use comp time?
The maximum carryover for vacation hours is 45 days. As of now, comp time (for those who qualify) must be used by June 30, 2021, though the College expects to make an additional announcement regarding this soon.
How long do we have to use our comp time?
Employees with a comp time balance have until June 30, 2021 to utilize accrued time.
How does remission of fees impact the College?
Employees should continue to utilize the tuition remission program, as it does not have a negative financial impact on the College.
Is there any way to get a refund from a dependent care account besides using it for child care?
IRS rules govern the use of dependent care funds, so there is no way to get a refund except for reimbursement of child care expenses. You can adjust your dependent care FSA if you have a life event change. Please direct any questions Josh Longo.
Since medical providers are limiting patient care/contact, how will this affect those who are paying for dental, flex spending and medical benefits?
There is no impact on premiums for medical or dental. They are established and do not vary throughout the year. IRS guidelines prohibit changes through the year for FSAs. Should you have funds remaining at the end of the calendar year, up to $550 can roll over to 2021.
I manage a department that has seen significant layoffs. I’ve been informed that I’ll get two staff positions back, but not the employees who held them. Why can’t those individuals be called back into their roles? How quickly will these positions be filled?
Union-related positions must adhere to the collective bargaining agreement. We understand that there will be a learning curve for those coming into these positions. A shift in staff and roles is to be expected after layoffs and VSPs. When someone new is added to a department, it brings new creativity and approaches, so we encourage you to keep an open mind. Thank you for your patience through this process.
Are there plans in place to reopen positions for those who were laid off?
We have started recalling some employees who were laid off. The decision to recall an employee is largely based on the area in which they worked. We are looking at specific areas affected by enrollment declines and on-campus presence. We will continue to assess enrollment and what our on-ground operations look like to determine whether or not to bring back more laid-off employees.
Our union told us that the College has the right to move employees between campuses as long as a two-week notice is given. However, since the number of essential staff was decimated by layoffs and VSPs, and essential student services were already overwhelmed during summer and fall, how can the College justify moving union employees to lower-enrollment campuses?
As administrators, we have to look at the Collegewide staffing level as well as enrollment to balance out the responsibilities and staff to handle various duties. These decisions are not solely based upon the number of students at a campus; they are also based on staffing needs within departments. Given current circumstances including changing enrollment and state subsidy, we must determine how to most effectively utilize our team members across the entire College.
Is the College still on a hiring freeze?
There is no longer a hiring freeze. We are currently filling critical positions.
How will staff be informed of open positions?
The Careers at Tri-C website lists the dates that positions are posted. Currently posted positions are expected to be filled at some point in time, though we do not have any specific dates. We have removed positions we don’t expect to fill.
Are there plans to increase employment for shorthanded departments?
The same process we used for evaluating staffing changes and enrollment upon shifting to a remote environment is now being done in reverse as we look at return-to-campus needs.
Is there a status update on interim positions?
We realize this has been a long haul. We’ve started to make decisions on interim positions, and the AL&S team is discussing this weekly. We hope to have recommendations on final positions by the end of March. We would be happy to talk to interims about any concerns, though supervisors and campus VPs can provide the most up-to-date information.
What is the College doing to address policies and procedures regarding performance reviews, tenure and promotion that address caregivers who have faced significant role strain due to COVID-19, especially as it relates to productivity?
We’ve altered deadlines, procedures and requirements for faculty to complete service credits and are offering options for tenure. We’re working with faculty leaders to listen and be flexible moving forward. Since this issue has Collegewide implications, it deserves a bit more deliberation. We’ll provide a more substantial response at a later time.
What disciplinary measures are being taken against faculty who allow their on-campus classes to violate social distancing orders?
Every situation is different, but we assure you there will be follow-up and disciplinary action. We have a code of conduct we expect all employees to follow.
How will I keep my staff accountable?
These are factors that must be decided between the supervisor and staff member. Working from home means that communication must be more formal and intentional. Consider set times each day/week for calls to discuss progress, check in or get updates. Explore the use of technology to provide face-to-face interactions so that all the nuances of communication can occur. Refer to the IT resources available to you in the ITS Service Catalog.
Returning to the Office Questions
Q&A related to the College's Return-to-Work Guidance and Phases.
Do you anticipate the College reopening by fall?
Will face coverings be mandatory when we return to campus?
What is the protocol for those who refuse to wear masks on campus?
Will the same consequences be enforced for those who repeatedly wear their mask incorrectly?
What is the mask policy for people walking and working outside?
Can the College provide basic mask-wearing training or guidance?
Is the College providing masks/face coverings and gloves for all employees?
Does the face shield replace a mask?
Will the dress code be relaxed when we return?
Is Counseling included in the June return-to-work timeline?
Do you anticipate the College reopening by fall?
At this point, it’s too soon to tell. We don’t know how things will progress, so we will monitor the situation semester by semester. Our plan is to move slow and steady as we continue to increase our on-ground footprint.
What is the timeline and procedures for staff to return to campus? Will employees have to use protective gear and safe distancing rules? What will be the protocol for monitoring and responding to the potential recurrence of COVID-19?
The transition back to the physical space at the College will be a gradual one. It will require us to operate on a skeletal basis with individuals using PPE to carry on student transactions. Part of our effort is to ensure a limited number of people on-site at any given time. Schedules are staggered among essential personnel to prevent them from staying on-site for long periods. We’re dedicated to protecting your well-being and that of your families. Gloves and face coverings are available. Plexiglass shields have been installed between staff and students wherever possible. Safe distancing measures are enforced. Employees must accept the Statement of Personal Responsibility once per semester and perform a daily health assessment upon their return. We feel strongly about the personal health and well-being of students and staff.
Return-to-College Guidance, which follows CDC guidelines has been shared and is available online. Its purpose is to reduce transmission of the virus among students, employees and visitors, with the goal of maintaining a healthy work environment and operations. The Return-to-College guidance only addresses illness related to COVID-19; it does not address other potentially contagious diseases.
Some departments require employees to work on campus, while other employees are given a choice. What guidance have supervisors received in the event that few or no volunteers are available to cover a shift? Also, having a choice whether or not to work on campus is a privilege that doesn’t appear equitable across the College. Is this inequity recognized by leadership, and will it be addressed?
Supervisors have been directed to work with their campus teams to cover all on-site shifts, as we remain committed to providing access to our students. We know this is a balancing act. We also understand that some employees cannot be on-site due to medical reasons. We’ve encouraged supervisors to work with their supervisors, all the way up to the campus presidents. We’re doing the best we can to meet our staffing needs while accommodating employee concerns.
What happens if an employee refuses to accept the Statement of Personal Responsibility when they return to work on-site?
Employees must complete the Statement of Personal Responsibility in order to return to their worksite. If they refuse, their supervisor may consider it insubordination; however, we are willing to work with employees on any concerns they may have with the form and/or process. We need everyone to comply in order to keep the virus from spreading on our campuses.
Our employee partners and adjunct instructors are concerned about the College’s decision to get rid of daily temperature checks. What was the thought behind this?
We considered the size of each campus, as well as the number of people and the number of entrances, and it became clear that we wouldn’t be able to cover all the entrances. Some corporate and evening programs, by contract, will continue to take temperatures. We’re now asking individuals to take their own temperatures and accept the Statement of Personal Responsibility before returning to campus.
Will face coverings be mandatory when we return to campus?
Yes. Everyone must wear face coverings that completely cover the nose and mouth at all
times, including during all classes and labs and while within 6 feet of another individual.
Can those who are working in private offices remove their face coverings if the door is closed? Will those in cubicles be required to wear masks at all times?
Face coverings aren’t required in personal offices where the door can be closed. They must be worn in all other areas while inside.
Is there a Collegewide policy for enforcing masks in classrooms and other high-traffic areas on campus? If a student or patron refuses to wear a mask, can we ask them to leave?
The College’s policy is available at tri-c.edu/coronavirus, under the Return-to-College Guidance section. All students, employees and visitors must wear masks on campus for as long as state pandemic guidelines are in in effect. If you encounter someone who isn’t wearing a mask, it’s appropriate to ask them to put one on in accordance with College policy. If they refuse, we encourage you to involve the compliance team or the campus president.
What is the protocol for those who refuse to wear masks on campus?
Faculty members should ask students to wear masks, and supervisors should ask employees to wear masks. Repeat offenders will be suspended from visiting campus for 90 days. Campus Police will assist in enforcing those suspensions.
Will the same consequences be enforced for those who repeatedly wear their mask incorrectly?
Yes. If someone is clearly not wearing their mask correctly and repeatedly fails to comply, they will be considered in violation of policy.
If an employee is banned from campus for 90 days for refusing to wear a mask, would that time be paid or unpaid?
HR would be involved in determining this; however, employees who do not wear a mask on campus are in violation of College policy and therefore subject to being sent home without pay.
What is the mask policy for people walking and working outside?
People are not required to wear a mask outdoors; however, it is highly recommended if they will be within six feet of others.
Can the College provide basic mask-wearing training or guidance?
The College created a short video to demonstrate proper mask-wearing. A flyer also exists and is posted around campus.
While all faculty, staff and students must follow the Return-to-College guidelines, including wearing a mask, it doesn’t appear that contractors are following the same guidelines. What requirements do they have to follow, and are they being monitored?
Face covering requirements did change, so all people, including contractors, must wear a face covering while in any public space. The majority are following that request; however, our compliance team roams campuses to remind contractors to wear face coverings. If you see a contractor not wearing one, note the campus, building, date and time, and report it to Joe Amschlinger or Cindy Leitson.
Is the College providing masks/face coverings and gloves for all employees?
Yes.
Does the face shield replace a mask?
No. If you choose to wear a face shield, you still must wear a mask.
Will the dress code be relaxed when we return?
Returning essential workers may wear Tri-C shirts and apparel. However, please continue to maintain a professional appearance.
I understand that we’ll have to check our own temperatures. Will students check their temperatures as well?
Yes. We are asking everyone to perform a daily health assessment at home, which includes a temperature scan. If your temperature is 100.4 degrees or above, please stay at home. If you do not have access to a thermometer at home, no-touch temperature scans are available at the Campus Welcome Stations. If your temperature is 100.4 degrees or above, you will be asked to leave the campus.
Is there a plan for preventing gatherings of more than 10 people (per governor’s orders)? How will student appointments accommodate that requirement? Will barriers be installed?
We will phase everything in slowly, including meetings. When we return, all meetings will be virtual. We don’t anticipate any in-person meetings occurring.
Plexiglass barriers have been installed in student-facing areas, and we’ve created appropriate space between cubicles, work areas and gathering spots. We’ve done a lot of planning and preparation for these employees, which will continue throughout the fall and winter. Additional measures will be instituted as needed.
Since the governor has mandated only 10 people per gathering, how will the number of students/employees be monitored on campus and in any other part of the College?
In accordance with Gov. DeWine’s orders, there can be more than 10 persons on campus at a time, as long as there are no more than 10 per gathering. Phase I will see a limited number of people on campus. Meetings will remain virtual, and most services continue to be delivered remotely. Classes will meet in groups of 10 or fewer in our largest classrooms to accommodate social distancing, and instructors will be required to complete an attendance tracker.
As the College reopens, how will staff who are currently working remotely and who fall into high-risk groups, or have household members who fall into high-risk groups, or have young children be affected?
We will continue to follow Equal Employment Opportunity guidelines and respect the privacy and confidentiality of employees. If an employee has a documented medical condition that renders them unable to return to work, it will be taken into consideration. Additional distancing and PPE will also be considered for high-risk employees.
High-risk employees may still work remotely. Those with underlying medical conditions should contact a doctor for medical guidance. You may be eligible for a leave of absence or FMLA.
Parents with children at home should consider the Family First Coronavirus Response Act, which was detailed in an email sent by Human Resources on April 1 and can be found on the HR Kweb site.
Is Counseling included in the return-to-work timeline?
No. Current student support operations include enrollment centers, financial aid offices, registrar’s office, TLCs and bookstores only.
Dr. Johnson mentioned four phases, and he described the first one in great detail. What are the other phases? Why are there so many? What is the estimated completion date of the last phase?
Phase I included remote summer instruction and some face-to-face programs for technology and certain health careers. Phase I was extended into fall semester 2020. Phase II may see an increase in that type of configuration, as well as more individuals returning to campuses. During Phase II, your supervisor will notify you at least one week in advance if you are required to come back to campus. We’re trying to get things accomplished while taking certain factors into consideration, such as number of COVID-19 cases, testing availability, and the development and availability of a vaccine. We expect to operate in this environment for the next 12-18 months, so we ask for caution during that period.
Technology Questions
Are there computers available for faculty/staff to use while working from home?
Since 300 laptops will be given to staff, can the College also provide printers and scanners?
I don’t have access to a reliable internet connection for teleworking. What should I do?
I have never accessed the VDI/VPN or the campus network remotely. What do I need to know?
Where can I find information on Webex and Webex Teams?
Does Tri-C have a pro account with Zoom?
Am I able to access my office computer? There are documents there that I need.
Are there any computers available to use while working from home?
Though we focused on student needs initially, trustees have approved the purchase of nearly 300 laptops for staff. They were ordered and have arrived. We’re now working with campus presidents to prioritize distribution. We will begin distributing over the next few weeks.
Faculty can use professional development funds up to $1,200 to purchase equipment. If you previously submitted a request that was limited to $800 of reimbursement, you may now resubmit those purchases to be reimbursed up to an additional $400. To receive additional reimbursement for prior technology purchases, please work with your associate dean to fill out the faculty development Excel form and ADD a comment that this is for the remaining balance. You must scan your original receipt again in resubmitting. Associate deans are asked to confirm travel balances and confirm the original amount. If you have any questions with these reimbursements, please contact Karen Mrak in accounts payable.
Adjuncts should work with their campus president or dean to identify available resources.
Why were part-time non-bargaining employees excluded from the CARES Act-funded employee laptop program?
Because many part-time employees share desktops when working on campus, there is not a 1:1 ratio of desktops to part-time employees. Tri-C used COVID-19 relief funding to purchase laptops that would permanently replace many, though not all, College desktops for individuals who have a dedicated device. Knowing that we would have a limited number of laptops to distribute, the effort focused on full-time employees. Employees with individual technology needs should consult with their VP or campus president, as there may be a limited number of loaner devices available.
Since 300 laptops will be given to staff, can the College also provide printers and scanners?
Additional miscellaneous equipment was approved in September. Laptops will be packaged with docking stations, monitors and a headset. If you need additional equipment, work with your manager and campus presidents for consideration.
I don’t have access to a reliable internet connection for teleworking. What should I do?
The teleworking employee is asked to use their best efforts to establish and maintain appropriate telephone communications and internet connectivity. Several companies are providing free or discounted internet services. The College has compiled a list of many commonly used residential and wireless internet providers in Cleveland. Please review the list to find what each provider is doing to help their customers, self-service and tele-troubleshooting options, and free WiFi hotspot information. Innovate Ohio has compiled a list of public hotspot locations as well.
If an employee is unable to access these options please contact your supervisor if use of Wifi is essential for job performance.
Are there any additional state, county or other initiatives to make quality broadband service more widely available to our students and/or community members? Can we offer hotspots at the Access Centers, similar to those available in Tri-C campus parking lots?
Several local organizations (e.g., Greater Cleveland Partnership, Cleveland Foundation, PCs for People, RET3, DigitalC) are actively engaged in providing solutions. In regards to our Access Centers, we don’t control those buildings or their parking lots. Our ITS team is working with Access Center partners to create a configuration that enables students to work inside the building with appropriate social distancing.
I have never accessed the VDI/VPN or the campus network remotely. What do I need to know?
Certain online Tri-C services do need to be accessed using VDI/VPN – these can be reviewed on the "When to Use VDI for Telework" located in the ITS Service Catalog. Anyone with specific technical questions should contact the ITS Customer Care Tech Support via helpdesk@tri-c.edu.
Where can I find information on Webex and Webex Teams?
Webex information can be found in the ITS Service Catalog. Anyone with specific technical questions should contact the ITS Customer Care Tech Support at helpdesk@tri-c.edu. Webex Teams is available to all faculty, staff and students and can be installed through Cisco’s website.
Does Webex have captioning?
No, Webex does not have a closed captioning feature. ITS is researching other available options, such as third-party providers. We recommend that students and faculty contact Student Accessibility Services for assistance.
Does Tri-C have a pro account with Zoom?
We don’t have a pro Zoom license ― Webex is the preferred option for College use. It offers many of the same tools as Zoom. Webex training is available to help you locate and use the features you need.
Am I able to access my office computer? There are documents there that I need.
If you must retrieve something from your office, contact Campus Police at 216-987-4325 or your campus president's office to coordinate. Please remember that one of the most important ways to mitigate the spread of the coronavirus is to stay at home. Think very carefully about how necessary it might be to come to the College.
Do not use a jump drive to save these files. Instead, use the opportunity to move files from your office computer to your H:\ drive or a departmental drive so that they are secured, backed up and remotely accessible. It is always recommended that you store files on your H:\ drive or departmental drives (not on your desktop or in the "Documents" folder on your office computer). Saving files on a College drive ensures they are backed up in the event of computer hardware failure.
Dr. Miller mentioned that the College is helping students with financial challenges obtain technology (e.g., computers, internet access, cameras). Does that include students enrolled in short-term programs as well? If so, where can we direct them for information?
The Student Laptop Program applies to students enrolled in at least six credits or in a workforce program that offers a certificate or credential. Refer to the Student Laptop Program webpage for information.
Western Campus has a computer lab that students can reserve for synchronous online classes if they don’t have the necessary equipment or space at home. Is a similar setup available at other campuses? How are students being informed of this resource? How can we spread the word, particularly to prospective students?
This is a pilot program led by Sam LiPuma at the Western Campus. Metro and Eastern campuses have webcams available in their TLCs during campus hours, while Westshore works with students on an individual basis. These efforts are currently being evaluated. We continue to communicate that TLCs are open during campus hours for students who need access to equipment. If the process continues to grow, we will absolutely communicate this to both current and prospective students.
Other Questions
Q&A that does not fit in any above category.
What is Tri-C doing to resolve internal racism against students, faculty or staff?
Is there a reason the terminology “non-resident/alien” is used instead of “undocumented”?
I’m feeling anxious. Who can I talk to?
What percentage of spring classes are being held on campus?
How is the College involved in helping add to the talent pool for health care workers?
What is the College’s plan to support departments in reimagining their processes to implement the service model of the (post-COVID) future?
Considering the uncertainties that still surround the pandemic, we know that although certain programs (particularly workforce programs) will continue to be delivered mainly on-ground, any future model must allow for robust remote delivery of all programs. We’re working with the business community and program managers to ensure that students receive appropriate training that aligns with workforce needs. We’ve already changed many procedures and the way we work, and conversations will continue across the College regarding how the future may look.
In looking to the future, has any consideration been given to researching operations, models and/or framework of fully online institutions in order to learn best practices?
Absolutely. We’re looking at corporations, online institutions and other colleges and universities at the forefront of this work. We’re also seeking feedback from employees who have either worked at these places in the past or have participated as a student in order to learn from their experiences.
We’re going through a time of tremendous change. How will the College meet the challenge? How will changes impact students? What will be asked of staff?
We are recalibrating our institution by reimagining teaching and learning with a focus on meeting student needs. We’re also realigning our approach to resource allocation. We will work to increase our share of SSI by maintaining a consistent graduation rate and ensuring that students complete subjects at certain times. We want to create a Virtual Center of Excellence with a focus on online course delivery to ensure students have access to 24/7 services. Our focus on access, equity and success will remain intact. We hope to see a decline in the spread of COVID-19 as more individuals get vaccinated so we can see a 50-55% return to campus. Our plan moving forward is to continue to meet the challenges presented by COVID-19. We’re seizing this opportunity to advance students and the institution.
What is Tri-C doing to resolve internal racism against students, faculty or staff?
The first thing we need to do is bring these instances to light. A number of students have complained about the way they’ve been treated and have accused people of racism. We need to understand what racism looks like and show students that we aren’t that kind of institution. We’ve launched a project to focus on racial equity and healing to help us come to grips with these issues as an institution, to ensure knowledge and understanding, and to make sure we have the right programs in place. It’s something we must continue to work on, and we will.
We received an email from Dr. Johnson about the events in Washington, D.C., but nothing regarding the riots and violence that took place last summer. Why?
In a message dated June 3, Dr. Johnson addressed last summer’s violence in relation to the unrest in Cleveland and the damage extended to our Hospitality Management Center as a result. In a more recent email, he stated that he found the acts of violence shocking and disheartening, adding that peaceful protest is a precious American right. Destruction in support of any cause is reprehensible. Tri-C has a responsibility to ensure that individuals understand viewpoints beyond their own and to engage in creating a citizenry that is both knowledgeable and prepared to make decisions about their lives. The College will continue to carry out this mission in support of our nation.
Is there a reason the terminology “non-resident/alien” is used instead of “undocumented”?
“Undocumented” doesn’t refer to this category of student. “Alien” is a citizenship status and official code used when students complete certain documents for federal and state governments.
It appears the College is focusing solely on enrollment rather than on enrollment and retention. It seems we would have to work less at enrolling new students if we focused on retaining the ones we already have. Are there plans to focus on retention efforts?
We look at enrollment and retention as one and the same. This semester is no different than any other, with an all-hands-on-deck approach — especially during peak enrollment. The retention work begins as soon as students are enrolled. Everyone is part of that effort. Though it may seem like we’re focused on enrollment, enrollment and retention go hand in hand.
Is there any explanation for why enrollment went down in Fall 2020 compared to last fall, while summer was the same compared to last summer?
The student population differs between summer and fall/spring. Summer term attracts more part-time students and transient students who attend four-year schools during the year. Fall semester attracted more full-time students who may not have been comfortable with an online format and were waiting for on-ground courses. Many students who would normally attend classes in the fall are facing employment, financial and health challenges right now as well.
Is there a way to assess how our students are doing in various areas, such as online learning, mental well-being and access to tutoring and resources?
We just completed a student survey on what they’d like to hear in future town halls, and some of the top responses were that they wanted to hear more about tutoring, virtual learning tips and student support services. This confirms what we thought — that students still need support in those areas. We will continue to look at their success data in terms of course modalities. We will know more after fall semester.
Is there any way to offer limited, socially distanced, face-to-face tutoring? Many students are begging for this.
We understand that some students prefer face-to-face tutoring sessions, and campuses continue to consider expanding on-ground services to include tutoring. The safety of our students and tutoring staff are of the utmost importance. Meanwhile, students may continue to schedule virtual appointments with College tutors (1x1 and group) or use other virtual services such as the Writing Center and Smarthinking.
Has the College discussed the future of its campus food pantries and/or researched opportunities outside of the annual Harvest for Hunger campaign to assist smaller food banks near the campuses?
Each campus food pantry has been working with other local food banks. The Metro Campus food pantry is moving/expanding and is set to open in 2021. The Tri-C Social team raised more than $4,000 to support smaller food donation sites throughout the city, and the Combined Campaign raised more than $127,000 for community partners to address food insecurity.
I’m feeling anxious. Who can I talk to?
The College recognizes the anxiety and emotional strain that you may feel during this time. Remember that Tri-C’s employee health plans offer comprehensive coverage for both physical and mental health care. To speak with a counselor or a mental health professional at any time, contact the College’s employee assistance program, IMPACT Solutions, at 800-227-6007; visit myimpactsolution.com (login: ccc); or refer to the College’s Help Is Here webpage and/or app.
Does the College have resources for part-time, non-SEIU employees like those described in the Impact Solutions presentation at a previous town hall?
The Impact EAP website is available to all employees. You can also contact a College counselor; the Alcohol, Drug Addiction and Mental Health Services (ADAMHS) Board of Cuyahoga County; or United Way 2-1-1 for services.
Tri-C also supports and encourages self-care during these stressful times. Remember that sleep and exercise work together to promote a healthy immune system.
What percentage of summer classes are being held on campus?
At the moment the Summer schedule reflects approximately 40% on-ground or hybrid courses. In the fall and spring, we learned this percentage changed quite a bit from the time the schedule opened to the time classes began because we added and canceled courses based on student demand. Most on-ground courses involve hands-on training that require face-to-face instruction and access to specialized equipment. The majority of summer courses continue to take place online — a decision that allows students to limit potential exposure to the coronavirus while continuing to work toward graduation.
The social distancing protocols and health monitoring we’ve grown increasingly accustomed to are in place.
A robust selection of online courses are offered in a variety of formats, including:
- Online classes with set meeting times.
- Online classes with no set meeting times.
- Online classes with some on-site components.
More details on the continued phased reopening of College campuses and sites will be made available at a later date. Adjustments may be made if deemed appropriate by public health officials.
Some area colleges (including CSU) are eliminating spring break for Spring 2021 and delaying the start of the semester by one week. Has Tri-C considered this?
Spring break (March 15-21) is canceled, and Session B (second eight-week) classes will begin March 15 rather than March 22.
How is the College involved in helping add to the talent pool for health care workers?
Many programs have been creative in getting students to complete so they can get out and work. For example, the Tri-C Police Academy is the first in Ohio to be approved for remote instruction. Many program managers are working to find alternative ways to help students complete hours and labs to avoid graduation delays.
Is Tri-C using its 3D printers to create face shields, ventilator components or other supplies to help protect people from COVID-19?
As an institution, we continue to support the needs of our health care community during the pandemic. Our Additive Manufacturing team worked with essential personnel and local manufacturing companies to make face shields. They also developed two prototypes for doctors, as well as an intubation box to support patients and keep doctors safe. In addition, the College donated ventilators to area hospitals and distributed excess supplies to support first responders.