Frequently Asked Questions - Staff

Buildings & Access

Q&A related to buildings, facilities and access to them.

What are the current campus operating hours?
On-ground student support services are currently available on Mondays and Thursdays from 8:30 a.m. – 5 p.m. Beginning Monday, Aug. 2, on-ground hours are available Monday through Friday from 8:30 a.m. - 5 p.m. Refer to the coronavirus student services hours webpage for specific student support service department links and hours of operation.

How can student contact the College after 5 p.m. or on the weekends?
With Tri-C 24/7, students can contact the College at any time. They can also contact their campus Enrollment Center or Student Affairs office. E-advising is available, as well.

How are stairwells and elevators maintained to ensure safe distancing, cleanliness, etc.?
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 two riders at a time.

What COVID-19 safety measures are in place for high-risk individuals who are required to work on campus?
We 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 who is not fully vaccinated visiting our campuses. We continue to follow all recommended safety protocols.

What is the College mail delivery schedule?
To support the College’s return to work plan, mailroom schedules will be adjusted effective August 2, 2021. Mail will be delivered throughout the campuses or to individual departments, Monday through Friday as per the pre-pandemic standard schedule. If you have any questions, please contact Jillian DeLong at 216-987-3463.

Is there a plan to reopen the recreation centers, fitness centers, indoor tracks or pools on our campuses?
Campus recreation centers will reopen this fall for on-ground physical education classes, sports and exercise science classes, and some student engagement activities. We can do this safely while meeting academic requirements and providing social and physical fitness benefits to students. The centers will not be open to the public. Swimming pools will remain closed until further notice. Plans will be made once we hire an athletic director and support staff.

Is there any update on when the District and JSTC fitness rooms will reopen?
Fitness rooms will maintain the same reopening schedule as campus recreation centers.

Now that baseball season has begun and the day game schedule has been distributed, will District employees be able to work remotely on early game days?
Parking for District employees will be at the Jerry Sue Thornton Center and a shuttle will be provided to and from District on days where there are afternoon baseball games.

There’s a lot of outdoor construction activity on the Eastern Campus. Can someone provide details about what the grounds will look like once the work is complete, including how the parking situation will be affected? Could you share any architectural renderings?
Construction Phase II is currently ongoing. We’re anticipating as much as $21M over the course of three phases. Phase II includes parking lot refurbishment, adding a walking path, road repair, sidewalks, landscaping and potential future expansion. Additional parking will be available upon completion. View a rendering of the campus on KWeb (additional login may be required).

COVID-19 Questions - travel, testing, etc.

Q&A related to COVID-19.

What COVID-19 safety measures are in place for high-risk individuals working on campus?
We 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 who is not fully vaccinated 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?
In light of new guidelines from the state and the CDC, recommendations for K-12 institutions, and a consensus of other Ohio community colleges, we have decided to relax our social distancing requirements from 6 feet to 3 feet beginning Aug. 9. This Collegewide change will apply to classes, offices and special events. Some classes may require a greater social distancing due to the nature of the activity to be performed.

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. Consider a conference call or Webex meeting instead.

I have an upcoming trip planned. Do I need to do anything before I leave? Will I be required to self-quarantine upon return?
If you’ve been vaccinated, there is no requirement for quarantine after domestic travel. However, the CDC recommends a seven-day quarantine for unvaccinated individuals returning from domestic or international travel. Refer to the Tri-C Travel Guidance webpage for detailed information.

The College’s Office of Compliance and Risk Management asks that you complete a travel disclosure form prior to any travel during this time.

If we’re traveling abroad this fall, do we need to report that to the College?
Please report any international travel to Risk Management. If you aren’t fully vaccinated against COVID-19, you must quarantine for 10 days before returning to campus. Refer to the Tri-C Travel Guidance webpage for detailed information.

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 management. 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 the appropriate duration. 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.

If an employee has mild symptoms of COVID-19 on a Monday or Thursday, or if they are awaiting a test result, can they work remotely or do they have to use sick days?
Always stay home if you have symptoms. Communicate with your supervisor regarding your work hours.

If employees must quarantine, can they work from home, or do they have to use sick days?
If you have COVID-19, report it to Risk Management and work with your supervisor to arrange your work hours.

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 the recommended duration as defined by the CDC. 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 the recommended duration as defined by the CDC.

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 through our community partner Care Alliance Health Center. 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 College exposure notification 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.

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.

Once the FDA grants authorization to one or more COVID-19 vaccines, will Tri-C mandate them? If not, why?
We don’t anticipate requiring employees or students to be vaccinated against COVID-19.

Do we know what percentage of the Tri-C community has been vaccinated?
No, we do not know the numbers of vaccinated individuals. We know we distributed nearly 1,000 codes, but we cannot determine how many Tri-C students or employees have been vaccinated.

Has the College considered requiring the COVID-19 vaccine for health career students who have to do in-person, hands-on labs? Can health career programs recommend or require that their students get vaccinated?
The College has considered requiring the vaccine for all employees and students; however, we are not requiring it at this time. We strongly encourage everyone to get vaccinated as soon as possible.

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 emergency funding available for fall?
We continue to promote the opportunity for various emergency funds for students, includeing HEERF, tuition assistance and student emergency fund. Visit the Student Financial Aid and Scholarships site for detailed information.

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.

Can we submit intra-campus mileage for summer and fall?
Yes, but only for dates on which you are required to work on-site.

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).

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!

If President’ Biden’s free community college plan passes, how could it affect Tri-C?
The plan is designed as an investment in our kids, families and economic future. The major elements include four years of free education, direct support to children and families, and tax cuts for families with children. The provision for free community college comes from the fact that more than 70% of jobs are held by those with more than a high school degree. The act provides up to three years of free community college tuition for those who require it, as well as $1,400 in assistance to low-income students. If it passes, Tri-C students who complete the FAFSA would have their remaining tuition costs paid though this initiative; the remainder would have the entirety of their college experience paid for. Our hope is that the state would not have to pick up any additional costs.

HR Questions

Q&A related to Human Resources, including telework, vacation/sick/personal time, and more.

The email announcing the WFVSIP referred to the College refocusing its "organizational framework" to support "existing and new priorities." What does this mean, exactly?
Organizational framework is our structure — how we look as a College. Existing priorities tie back to the strategic plan, tactical plan and divisional work plans. Our focus remains on access, equity and success as we adapt to an ever-changing environment. We will need to redeploy and apply additional human resources to meet the needs of our students in this new environment.

What is the vision for human capital realignment? What new work opportunities might there be, and how will Tri-C fill those positions?
In some cases, there may be opportunities to reinforce our infrastructure or begin new initiatives. We wanted to be proactive so that we come out of the pandemic environment in a position of strength. This meant reconsidering where some of our workforce is and should be deployed in the future. What that looks like remains to be determined.

Can you leave prior to July 30 if you take the WFVSIP?
No. You must commit to the details of the plan.

If you take the WFVSIP, are you still eligible to teach as adjunct faculty?
Yes. Part-time employment, including adjunct teaching, is allowed.

For those positions that may be realigned, will pay be realigned as well? Could you give an example of a position that may be redirected?
As job responsibilities change, we have a distinct process to evaluate those responsibilities and adapt the pay structure. It’s too early to speculate on positions that may be redirected.

Many critical employees took the VSP last year, and remaining employees have taken on their responsibilities. If more critical employees take advantage of the newly offered separation program, how will the work be managed? Will hiring take place in a timely manner?
Yes. The expanded timeframe between election and separation dates for the WFVSIP provides four to 11 weeks for supervisors to evaluate positions and begin filling them as needed.

Will the VSP option be offered every year?
No, we do not anticipate this to be an annual occurrence.

A number of senior employees are leaving or retiring this summer. Is this a sign of restructuring?
No. Most employees who are leaving or retiring elected the VSP2.

How many faculty and staff chose the VSP2?
46 employees chose the VSP2. Here’s a breakdown by employee type:

12 Faculty
9 Administrators
9 Professional
8 SEIU
6 Non-bargaining support staff
2 AFSCME

Will there be opportunities to continue remote work?
We are committed to cultivating a progressive work culture that meets your needs for work-life balance. The College has been working on a flexible work plan that includes adjusted work schedules and remote work options. These will initially be offered on a pilot basis. To be eligible in this stage, employees must be in good standing (defined as “Meeting expectations,” “Accomplished” or higher on their most recent TEC performance review).

There is no guarantee that a request for a flexible work schedule will be approved, as not everyone’s job function is conducive to such a schedule. When determining whether a request will be approved, the needs of the College, students and department will take precedence. The final decision on an employee’s ability to work remotely will be at the sole discretion of the supervisor/manager with consultation with Human Resources, if necessary. The decision to permit remote work may be revoked at any time. We anticipate providing more details at the end of July and conducting supervisor training in August.

What does flexible scheduling entail? What will the request process be like?
We haven’t laid out the procedure yet. Details will be announced once we ensure we have a full infrastructure in place.

What positions will be most or least eligible for flexible work options? What factors will be considered?
The most important factor is ensuring that College, student and department needs are met. It will be up to each department to determine which positions could be flexible/remote versus which ones require on-site presence.

Is there a timeframe in mind for the availability of flexible schedules?
We plan for the pilot program to last six months, at which time we’ll evaluate its success. Supervisor approval is required for participation in the pilot.

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.

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.

Will there be any flexibility for employees with children on summer break?
For unique circumstances, it’s best to work with your manager to ensure your needs and the department’s needs are met.

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.

If we need to stay at home on a day that we’re expected to be on-site — whether due to COVID-type symptoms (e.g., cough, headache) or another circumstance, such as a service visit to our home — do we have to use vacation/personal/sick time, or can we work remotely?
If you need to stay home on a day you were scheduled to work on-site, you must take the appropriate leave time.

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 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 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.

Are there plans in place to reopen positions for those who were laid off?
Many of those who were laid off have been rehired, and others will be considered as positions become available.

Will the College bring back part-time union positions (especially in Enrollment Centers)?
Additional staffing needs in our Enrollment Centers and beyond are undergoing review as campuses continue to reopen at a greater capacity.

With the College planning on opening more fully, are there plans to bring employees back in areas where staff was cut due to last year’s layoffs and VSP?
Yes, we are doing that already. Campus presidents are working to determine those areas in need based on percentages of classes and on-ground activity.

Several positions are now vacant due to the VSPs. When will these be filled?
We’ve already posted several critical positions resulting from the VSP2. Because the purpose of this second VSP was to allow for workforce flexibility, not all positions will be refilled one-for-one.

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.

A number of employees were displaced or laid off last fall due to the pandemic. Many selected other positions out of necessity. Now that the College is reopening and positions are becoming available again, why can’t employees return to their original positions?
Assuming this pertains to SEIU positions, layoff and recall processes were determined during prior negotiations and must be adhered to. Section 19.9 describes this process, in which the College maintains a recall list and a displacement list. When the College determines it has a need to fill a vacant position, individuals on those lists are notified of the vacancy. Individuals must follow instructions and notify the College of their interest. The position is then awarded to the most senior individual who is qualified.

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.

When a union position is posted, the salary range is indicated. When a non-union position is posted, the salary range is not indicated. Why the inconsistency?
The way salaries are determined for union versus non-union employees differs. Union positions have predetermined salaries based on grade levels. Employees advance on a set schedule each year until they reach the top step of their grade. Non-union position salaries are determined by market data, experience and skills.

What is the timeline for moving displaced SEIU employees into vacant positions they have applied for? How are updates communicated as job postings meet their deadlines?
There is typically a two-week timeframe to express interest in a vacancy. A communication is also sent if an employee expressed interest and was not the most senior or qualified for a position.

If a non-bargaining employee is considered a better fit for an open position than their current position, and all parties agree, can they just transfer into the new position, or will they have to apply and interview for it?
Our intention is to post all positions, though there are circumstances in which a position may not be posted. Those decisions are made at the departmental level with assistance from campus leadership.

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.

Why are the Student Engagement changes being delayed, and what does this mean for Westshore Campus — currently without any staff in that area — heading into the fall semester?
We’re moving as quickly as possible on Student Engagement and athletics, and we hope to have most team members in place by the end of August. Please contact your supervisor or campus president with any concerns regarding staffing.

Can hourly employees who have been doing the tasks of managers and directors due to layoffs and VSPs have their positions re-evaluated for reclassification?
As always, these discussions begin with conversations with your supervisor. If your responsibilities have changed substantially and permanently, your position can be submitted for review.

Return to On-Ground Work Questions

Q&A related to the College's Return-to-Work Guidance and Phases.

Does the return-to-work guidance apply to part-time employees as well as full-time employees?
Yes, the on-ground work guidance pertains to all employees.

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?
From June 3 to July 30, all employees will work on-site Mondays and Thursdays from 8:30 a.m. to 5 p.m. Extended hours may be scheduled as needed.

Beginning Aug. 2, all employees will work on-ground four days a week, 8:30 a.m. to 5 p.m. Extended or adjusted hours will be scheduled as needed in some areas.

A detailed Return to On-Ground Work Guidance, which follows CDC guidelines has been shared and is available online.

All staff will be required to work pre-COVID hours beginning Aug. 2. Does this include evening and Saturday hours for student service areas such as libraries and TLCs, which have been impacted by layoffs?
We will look at evening/Saturday hours to ensure we can provide adequate student support. There will be some 10 a.m. – 2 p.m. Saturday hours, along with some extended hours (6:30 p.m. close) up to two days per week.

Will full-time staff be required to work four days on-site and one day remote throughout the entire fall semester? If so, how will holidays be handled?
Full-time staff will return to on-site work four days per week beginning Aug. 2. Starting the first week of September, that will change to five days per week. There are no holidays in the month of August, so this will not pose an issue.

Since we’re returning to on-site work in September, will we be expected to work remotely during severe weather?
Severe weather days may look different since many employees are able to work remotely; however, that is yet to be determined.

If a staff member wants to work on campus five days a week rather than four days starting in August, can they to do so?
Yes. The College is now fully open, so employees who wish to work on-site five days a week can do so.

While I understand the information for full-time employees return to on-ground work plan, what is Tri-C's expectations for part-time employees?
Part-time employees who have continued to report to work on-site throughout the remote work period - such as Plant Operations or Public Safety employees – should continue to report on-site for all scheduled shifts. Other part-time employees who have shifts scheduled on Mondays and/or Thursdays between 8:30 am and 5 p.m. should report to work on-site during those days and hours. Work for shifts scheduled on other days should be performed remotely.

Will Tri-C continue to let employees work from home 2-3 days per week after the pandemic is over? Does the College see any benefit to letting employees work from home occasionally?
Details haven’t been determined at this time. We are developing flexible work guidelines that may include remote options for some positions.

Do I have to return to campus if a member of my household — or a family member for whom I am the primary caregiver — has a health condition that puts them at increased risk of severe illness from the virus that causes COVID-19?
Employees providing care to a family member who is at increased risk of severe illness from COVID-19 may work with their supervisor and Tanja Foster in Human Resources to find a flexible work arrangement (if compatible with employee’s responsibilities and department goals) or apply for continuous or intermittent FMLA leave. A flexible work arrangement includes at least some on-ground presence unless the employee has a 100% remote work accommodation approved by Human Resources. These arrangements may be modified at any time to meet College needs. Any arrangement made to accommodate an employee’s unique situation will be done at the sole discretion of the College and will not infer, imply or ensure a continuation of such arrangement for any guaranteed period of time.

Do I have to return to campus if I haven’t received the vaccine?
Yes. Tri-C has provided employees with numerous vaccination resources. Given these opportunities, it is the College’s expectation that all employees will return to on-ground work unless they have a 100% remote work accommodation approved by Human Resources.

Can you explain accommodations for remote work? Does a document signed by a doctor allow you to work from home while caring for a relative?
If you have a medical condition that prevents you from returning to campus, your physician should prepare a document for consideration for ADA accommodation. If you need to care for a dependent, you may be eligible for FMLA.

Is submitting an ADA request the only mechanism to request continued remote work? Would the College consider a different process other than ADA requests?
The safety of our College family remains top priority. With that priority in mind, we are gradually and safely returning employees to on-ground work. The College is adhering to recommendations from the governor and/or CDC guidelines to ensure that your employees remain safe.

Moving forward, the recruitment, retention and success of many of our students depends on their access to in-person classes, support services and engagement activities. Expanding the on-ground presence of all employees supports the long-term success of our students and the College.

To that end, all employees will be returning to on-ground work beginning June 3, except those who have a documented medical exception in accordance with Americans with Disabilities Act (ADA) and the Office of Equal Employment Opportunity Commission (EEOC). Please note that any medical information provided to the Office of Human Resources is held in the strictest confidence.

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.

Will face coverings be mandatory when we return to campus?
Anyone who is not fully vaccinated 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 if you are not fully vaccinated.

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 On-Ground Work Guidance section for employees (and the Return to College Guidance for students). All students, employees and visitors who are not fully vaccinated must wear masks on campus. If you encounter someone who has publicly declared they are not fully vaccinated and 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 are not fully vaccinated and refuse to wear masks on campus?
Faculty members should ask students who have publicly declared they are not fully vaccinated to wear masks, and supervisors should ask employees who have publicy declared they are not fully vaccinated to wear masks. Repeat offenders will be suspended from visiting campus for 90 days. Campus Police will assist in enforcing those suspensions.

How should employees respond to directors/managers who have publicly declared they have not been vaccinated, do not wear masks inside College buildings, and make others uncomfortable by saying things like “COVID is a hoax” around the office?
Employees are expected to follow the honor system and to respect one another by wearing a mask if unvaccinated. Those who do not are in violation of the Employee Code of Conduct and should be reported to a supervisor or campus president.

Will the same consequences be enforced for those who repeatedly wear their mask incorrectly?
Yes. If someone who is not fully vaccinated 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 are not fully vaccinated and 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 are not fully vaccinated and 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 On-Ground Work guidelines, do contractors have to follow the same guidlines and are they being monitored?
All people who are not fully vaccinated, 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.

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?
Appropriate business attire is expected at all times, regardless of whether an employee is working in a remote or on-ground environment.

What is the policy on designs on masks/face coverings when on campus?
The same guidelines that apply to clothing will apply to face masks/coverings as well. The guidance on appropriate work attire can be found in the Employee Resource Guide, located on the Employee tab of my Tri-C space.

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.

What is the College’s guidance on holding one-on-one student appointments in employee offices/work spaces? I see guidance on classrooms, group meetings and common spaces but nothing about individual appointments. Is there standard guidance across the College or it this decided at the campus level?
One-on-one student appointments can occur in employee offices/work spaces as long as social distancing and mask wearing occurs (for individuals who are not fully vaccinated). Where offices are not large enough, other accommodations can be made for these meetings. Please work with your supervisor to discuss and plan for options.

I share a desk with someone on different shifts. Will cleaning products be available for me to sanitize the workstation?
Yes, you will have access to cleaning supplies.

Will alternate seating arrangements be made in close cubicle areas? If we notice a team member displaying COVID-19 symptoms, can we work in a different area?
The goal is to separate people as much as possible. If you’re working in the same cubicle area as someone else, you must wear a mask.

At the April Townhall, it was stated that people will not be asked if they were vaccinated or not. Many of us are not comfortable sitting in an open space (like the JSTC cubicles) for 7.5+ hours with unvaccinated people. Would the College consider an option of a floor in the building for vaccinated only people? This would give those of us who don’t feel safe an option.
The College will not be providing separate work areas or facilities based on employee vaccination status, nor will the College require employees to disclose their vaccination status. The College will continue to require that all employees follow CDC guidelines – such as mask wearing and social distancing – to support a safe work environment and mitigate the spread of COVID-19.

Research still suggests that indoor dining can spread COVID-19 because it becomes aerosolized. In open spaces like JSTC, how will the College handle the removal of masks for eating and drinking? This seems to defeat the purpose of wearing a mask if it is removed for eating or drinking and those germs become airborne. Also, will Alere continue to be carryout only?
The College follows the rules and regulations set forth by the CDC and the Ohio Department of Health. On April 8, 2021, the Director of the Ohio Department of Health issued an Amended Order for Social Distancing and Facial Coverings. In paragraph 2b of the Order, the Director states: “The requirement to wear a facial covering does not apply when: the individual is seated and actively consuming food or beverage in a restaurant, drinking establishment, catering or banquet facility.” Additionally, Section 11 of the Order provides that restaurants, drinking establishments and catering or banquet facilities shall require patrons to be seated while actively eating or drinking. The tables should be six feet apart, unless there is a physical barrier, and seat no more than 10 persons per table. Facial coverings are to be worn when not seated, in compliance with the requirements of this Order.

The College has taken many steps to ensure the safety of the College community, including the installation of ionizers that remove 99.4% of the virus from the air. If an individual is uncomfortable eating in the indoor dining facilities they should eat an area where they can do so alone.

At this point Alere is planning on carryout service only, with potential to use out door space in the summer for dine-in, following all CDC and ODH guidelines for restaurants.

Some employees will decide to get the vaccine, others will not. How will Tri-C ensure the workplace is free from bullying and discrimination regarding an individual’s decision to receive the vaccine?
Employees should not ask one another to share their personal health information. If you feel you are being bullied or discriminated against, report it to your superiors, the Office of Institutional Equity or your academic dean.

Technology Questions

Q&A related to technology.

Are there any computers available to use while working from home?
Though we focused on student needs initially, trustees approved the purchase of nearly 300 laptops for staff, which have been delivered and disseminated.

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 were 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 discounted internet services. Please review the Community Resources webpage for information to find what each provider is doing to help their customers. Innovate Ohio has compiled a list of public hotspot locations as well.

The FCC also announced the Emergency Broadband Benefit program to help households struggling to pay for internet service during the pandemic. Eligible households are able to enroll in the program to receive a discount of up to $50 per month off the cost of broadband service from an approved provider. Eligible households can also receive a one-time discount of up to $100 to purchase a laptop, desktop computer or tablet from participating providers if they contribute between $11 and $49 toward the purchase price. The Emergency Broadband Benefit is limited to one monthly service discount and one device discount per household. Enroll through an approved provider or at getemergencybroadband.org. Check out the Broadband Benefit Consumer FAQ for more information, and continue to check the FCC website for program updates.

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.

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.

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