Updated: August 25, 2021
COVID-19 Reporting & Protocol
Faculty, staff, and students who receive a positive COVID-19 test result or have been identified as a close contact are required to notify LSU through the TIGER Check Daily Symptom Checker.
The following protocols have been implemented to provide the safest possible work environment for those on campus.
Faculty and staff who have a medical issue preventing the use of a face covering should complete the forms in a “Request Packet due to COVID” for workplace accommodations. Those forms are available on the ADA website within the Office of Civil Rights & Title IX and should be submitted to the ADA Coordinator (instructions in the packet).
If you have a documented health issue that you believe prohibits your return to campus and wish to inquire about FMLA eligibility or use of sick leave, contact LaTausha Duncan firstname.lastname@example.org in the Office of Human Resource Management to discuss accommodations and leave.
Return to Campus
Masks or face coverings are required indoors at all times, except when individuals
are alone in their offices. Masks are also required outdoors within 50 feet of entrances
Face Coverings Required
Masks or face coverings are required indoors at all times, except when individuals are alone in their offices. Masks are also required outdoors within 50 feet of entrances to buildings.
Employees are required to respond to a daily symptom check on days they will be on campus. The daily symptom checker requires respondents to take a one- to two-minute assessment of their symptoms. Once respondents have provided information about their symptoms, they will be provided with feedback. The QR approval may be requested in high traffic campus buildings.
Remote Working Policy
FASOP HR-03: Remote Working Arrangements gives guidance and outlines the various criteria to be considered when an employee wishes to ask their departmental leadership about the possibility of working remotely. It is important to understand that in order for an employee to work remotely, their department head and leadership within their chain of command must agree their position is a good fit and approve them to work remotely.
Remote work decisions will be entirely handled at the departmental and organizational level of the particular unit without HRM approval unless the employee is intending to work remotely outside the physical boundaries of the state of Louisiana.
The provision prohibiting dependent care during the remote work day originally included in this new policy has since been removed given the uncertainty that employees that are currently caregivers currently face due to the pandemic. LSU will revisit that provision once the environment begins to return to normal, but for now that is no longer part of this policy.
Any department or unit that has an interest for physical modifications of the workspace and building to respond to COVID-19 should first get approval for these modifications and any related expenses from the department head or dean, followed by their executive vice president. Following these approvals, the department can submit a request to Facility Services, and Planning, Design & Construction will develop plans for the modification in coordination with EOC. Once plans are finalized, facility services will work with department or unit to complete the project. Contact Facility Services at email@example.com with questions.
Procuring Personal Protective Equipment
The sanitation supplies and PPE to be provided by the University are being procured in bulk quantities and will be available to the entire campus community through University Stores to ensure the safest possible return to campus experience. The items being procured by the University include the following:
- Hand sanitizer and dispensers
- Sanitary wipes
- Disinfectant spray and dispensers
- Paper towels
- Disposable masks
- Nitrile (non-latex) Gloves
Building Services staff will deploy and replenish these supplies and commodities in classrooms, labs, and other public access areas as necessary and consistent with current CDC guidance. Any questions on these specific items should be directed to firstname.lastname@example.org.
If an employee has been exposed to COVID-19 and is a.) subject to a quarantine or isolation order, b.) is experiencing symptoms of COVID-19, c.) has been diagnosed with COVID-19 d.) is caring for an immediate family member as a result of COVID-19, e.) or is caring for a child as a result of loss of care due to COVID-19 and is unable to report to the physical premises for work or perform work remotely, they may use their personal accrued sick, annual, and/or compensatory time in accordance with policy. View expanded sick leave guidelines.
- Employee Hub
- Unemployment Insurance Related to COVID-19
- Request for Off-Campus/Home Storage of Equipment
- Faculty Guide to Geaux Online
- Faculty Research Continuity Planning
- How Faculty Manage Facemask Compliance in the Classroom (PDF)
- Faculty Training for Large Classrooms
Remote Working Tips
- Employee Remote Work Resources and Webinars
- Guidelines for Working Remotely
- Balancing Working and Living at Home
- FBI Tips to Keep Your Information Secure
Each faculty member will determine this and communicate it to their students.
Only courses enrolling 100 or more students are allowed to opt into teaching a hybrid format during peak infection times. Courses under 100 students must remain at full capacity. However, there is an avenue to apply for an accommodation for faculty with personal COVID-related health concerns. If this is the case, the faculty member must submit the request packet due to COVID-19.
It is up to the discretion of the faculty member how they hold their office hours. This can be in-person, virtual, or a hybrid of both.
As always, if a faculty member cannot meet with their class face-to-face, they should coordinate with their department chair to make appropriate arrangements.
No. You should direct students to fill out the daily symptom checker and report positive cases or exposure via that method. For class absences, the student is responsible for providing reasonable prior notification—at as early a date as possible—and appropriate documentation of the reason for the absence. Please review Policy Statement 22 for guidelines on student absences.
No. The student that is positive should report close contacts through the daily symptom checker.
The EOC can advise on whether this is needed depending on the situation.
No, you cannot ask for the student’s symptom checker QR code. However, if the student would like to make up missed work due to COVID-related absences, the student can willingly provide the Daily Symptom Checker result as valid documentation.
No. A student may decide to disclose this information to you, but they should not be compelled to do so. Please keep in mind that some students may not be able to get vaccinated for various health reasons. You may consult the LSU COVID-19 Roadmap Dashboard to see overall numbers for the campus.
You can view testing results on the dashboard. Compliance with required testing is monitored by the EOC and the COVID response team.
We had a high level of compliance with the mask requirement last year, so we do not expect this to be an issue. However, please consult the face covering guidelines should the need arise.
No. Faculty should continue to follow the guidelines in Policy Statement 22 if a student has a valid reason for absence. Faculty maintain the authority to determine the best method for students to makeup the coursework, whether through class recordings or other means. Faculty teaching hybrid courses are required to provide synchronous (live streaming) courses. Ultimately, it is up to the faculty member whether they want to also record the class, but it is recommended.
If you choose to have an attendance policy, you must clearly list it on your syllabus and follow Policy Statement 22 for excused absences.
Requesting online formatting for in-person classes is not an offered accommodation. We recommend students search if online sections are available for the course.