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Frequently Asked Questions

Fall Semester

Why is Clemson delaying the start of in-person classes?

The safety of our students, employees and communities is paramount. After extensive analysis of the progression of COVID-19 in South Carolina and surrounding states, we believe that delaying the return to in-person classes and activities is in the best interest of everyone concerned.

How does this decision affect Clemson’s innovation campuses and other locations?

All instruction statewide will be online until Sept. 21. Extension Offices, Research and Education Centers and other locations will continue to follow the return to the workplace guidelines previously established by the University, which are designed to provide maximum flexibility and safeguard employee health to the greatest extent possible.

What do you expect will change in a month that would allow you to resume in-person classes in late September?

The situation around this disease continues to be extremely fluid. Delaying the start of in-person instruction and activities by a month provides valuable time to assess the prevalence of the disease in our region and also to learn from other universities’ approaches to re-opening their campuses.

What happens if the situation has not improved by mid-September?

We remain committed to offering in-person classes and activities in the Fall, but as has been the case since the start of the pandemic, our decisions will be guided by the best available science and data. We will assess the situation at that time and make a decision with the safety of our community as our top priority.

What will it take to allow a return to in-person instruction and activities?

We continue to closely monitor the progression of COVID-19 in our state and region for signs that the disease is waning and will be guided by science as we have been from the start. Additionally, we know that exercising basic precautions – such as wearing a mask, maintaining proper physical distancing and frequent hand-washing – are among the best ways to slow the spread of the disease.

We are encouraging everyone in our Clemson community to do their part to slow the spread so that we can return to in-person activities and instruction as soon as possible.

Why not go ahead and make the full Fall semester online?

Clemson offers a rich residential experience on its main campus, and we are steadfastly committed to offering that experience to our students when it is possible. A return to in-person instruction and activities in September, even with modifications, would still provide the type of meaningful on-campus experience that our students want and expect.

Students

Classes and Tuition:

Can I opt for the entire Fall semester to be online because of COVID-19 concerns?

Yes, students can request to modify the mode of instruction for their Fall courses to remain online for the entire term. Click here to fill out an application through Student Accessibility Services. You will receive an email upon receipt of the application and another detailing the process and required acknowledgements. The deadline for requests to be made is Monday, Aug. 17.

Are you going to discount tuition for the first month of the semester?

Clemson has invested significantly in technology and training over the summer in anticipation of offering a hybrid teaching model in the Fall, and that investment will allow us to offer a rich online learning experience to start the semester.

How does this impact Bridge students?

Clemson and Tri-County Technical College are working together to adjust classes and move-in dates for Bridge students. More information regarding course delivery was communicated the week of July 27 through students’ Tri-County email account and online. Move-in information will be communicated through students’ Clemson email.

My SAT/ACT test date has been canceled. Can I still apply for fall 2021 admission?

Yes. Clemson has adopted a test optional policy for the 2021-22 academic year. Click here for more information.

Housing and Dining:

Will housing and meal plan costs for students be reduced?

Yes, bills reflect a credit toward those fees for the first five weeks of the semester. Special Note: The full original amount of housing and dining fees will be noted on the student bill because of requirements associated with financial aid. Questions about the amount of reduction can be directed to clemsonhome@clemson.edu.

When will residence halls, apartments and dining halls open?

Most of these facilities will not open until mid-September. However, the Fresh Food Co. at McAlister Hall is open for limited dining opportunities. View the dining home page for the latest openings. Students should not plan on coming to campus on the date you previously scheduled your move-in appointment.

When will I receive a new move-in date?

Adjusted move-in appointments are planned to begin Monday, August 17 through the Housing Portal. Move-in activities are currently planned for September 13 to September 18. Final dates will be provided when appointments are sent.

Student Workers and Graduate Assistants:

Since the University has moved to online instruction, am I still required to work?

Maybe. Even during periods of modified operations, you may still be required to fulfill your contracted job duties, as directed by your supervisor. Your supervisor may modify your duties due to changes in operations. Consult your supervisor for more information and direction.

I am a student worker with a special medical consideration. Who should I consult regarding my Clemson work?

Contact the Office of Access and Equity regarding possible accommodations, and communicate concerns with your supervisor.

What resources are available if I still have questions?

Human Resources will continue to work with other University offices to clarify questions they receive regarding the continuation of student employment. Please check the COVID-19 website for up to date information concerning University operations, and consult with your supervisor for more information and direction.

Student Testing Requirements:

I am a student employee who works on campus: am I required to complete testing?

Yes. Testing is required for student employees within five days prior to returning to the workplace. A negative result is required prior to returning to regular on-campus site work at any Clemson facility. Full testing details can be found by clicking here.

Officials recognize five days for obtaining PCR test results may not be ideal due to current backlog in labs returning test results, and employees are encouraged to work with their supervisors if situations arise where test results are not available in advance of the employees required time to return to campus.

What kind of test is required for students?

The accepted method of testing for students is a negative polymerase chain reaction (PCR) test via nasal pharyngeal, throat or saliva taken within five days prior to their arrival on campus. Full testing details can be found by clicking here.

Where can students get tested?

In conjunction with the Medical University of South Carolina (MUSC), Clemson will provide PCR nasal pharyngeal testing for students at a near-campus location. However, students living on campus are encouraged to be tested at a location that will allow them to submit results to Clemson prior to their arrival.

Students living off campus are not required to obtain a test prior to returning to campus. Approximately 600 off-campus students will be randomly selected for testing each week for a four-week period beginning Monday, Aug. 17. Full testing details can be found by clicking here.

Do I need a CUID?

Yes, you need to show your CUID if you are tested at the NewSpring Church testing site.

What if I do not have a CUID?

TigerOne Mobile IDs will also be accepted at the site. If you also do not have or cannot obtain a Mobile ID by following the instructions on the TigerOne Site, please contact tigeronecard@clemson.edu to make arrangements for the card to be printed and picked up at the Hendrix Student Center (map).

If I get a PCR test at my own provider or other testing site, will the results be accepted?

Those being tested at any site other than the NewSpring location will be required to upload their results into the COVID-19 Test Result Upload Tool.

How do students submit test results?

Results from those who have tests administered at the NewSpring location will be reported automatically to the University, and positive results will initiate an automated process to notify administrative areas of the University to begin cleaning, access protocols and contact tracing. Those being tested at any site other than the NewSpring location will be required to upload their results into the COVID-19 Test Result Upload Tool.

I am a student employee tested at NewSpring: what if I have not received my results?

For student employees who have been tested at the NewSpring location and are awaiting results, please call 843-985-8888 or email of drivethruresults@musc.edu.

Does the University still plan to test students during the semester?

Yes. Testing and contact tracing are key components of the University’s plan to return to in-person instruction and activity. A weekly random sample of students who live off campus will be PCR nasal pharyngeal tested to monitor trends in infection rates over a four-week period beginning Monday, Aug. 17.

What if I test positive?

Visit the medical guidance page on the COVID-19 website. Students testing positive should share information with Redfern Health Center. Students are required to receive clearance from Redfern Health Center prior to returning to any Clemson University property. They will evaluate if clearance criteria have been met and either extend isolation/quarantine or provide a letter allowing you to return to Clemson.

Employees

What does it mean now that students are returning to in-person instruction on Sept. 21?

The University will continue to bring back employees only as needed and will continue to exercise caution and flexibility in its approach. Employees should work with their supervisors on the specifics of individual decisions.

How do I know if I am an COVID-19 On-Premise employee?

If you are required to report to a Clemson University facility by your supervisor or University official, use the COVID-19 on premise guidance for the time you are on premise.

I am a salaried exempt employee. Why do I have to track/enter my time each day?

You may not need to. Please utilize the following information to determine if action is needed.

  • Working 100% remotely? No action needed.
  • Working from a Clemson facility or building? If you used your TigerOne card to access your workplace - no action needed. Each day you access your workplace without a TigerOne card, please contact ASK-HR and a representative will get from you the necessary information so your work day will be recorded as 'on premise.'
  • On leave? If you are in a leave eligible position and are taking leave for the day, take action to input leave by noon daily. If it is COVID related leave, and you are taking leave because you are unable to work remotely, use one of the COVID-19 specific leave codes. Otherwise, use regular leave codes.

We recognize there may still be questions, so please reach out to us at ASK-HR. Our representatives are ready to assist.

I am a salaried nonexempt employee. Did anything change for me?

Maybe. Please utilize the following information to determine if action is needed.

  • Working 100% remotely? No action needed.
  • Working from a Clemson facility or building? If you used your TigerOne card to access your workplace, no immediate action is needed. However, when you enter your time in Kronos, remember to log your time on the appropriate line - ‘on premise’ or ‘remote’ work time (if not a Kronos user, track your actual work time in the normal manner).
  • Each day you access your workplace without a TigerOne card, please be sure to take action by noon daily to properly record your ‘on premise’ work in Kronos. If you do not use Kronos, please contact ASK-HR and a representative will obtain the necessary information so your work day will be reported to the state as ‘on premise.' However, you still need to track your actual work time in the normal manner.
  • On leave? If you are in a leave eligible position and are taking leave for the day, take action to input leave by noon daily. If it is COVID related leave, and you are taking leave because you are unable to work remotely, use one of the COVID-19 specific leave codes. Otherwise, use regular leave codes.

We recognize there may still be questions, so please reach out to us at ASK-HR. Our representatives are ready to assist.

I am an hourly non-student employee. Did anything change for me?

Most everyone is working remotely, so maybe not. If you take no action except to follow your typical reporting, all your work time worked will be reported as remote.

If, however, you take leave or are working from a Clemson University facility, you have a noon deadline that day to submit your leave or log your ‘On Premise’ work time from a computer, a mobile device or a timeclock. Refer to the Hourly Employee On Premise Job Aid.

Working Remotely:

What do I need to work remotely?

Prior to telecommuting, an employee should have a good understanding of their role and their supervisor’s expectation. An employee should have all the necessary files and equipment needed to telecommute. CCIT offers many online resources.

Do I work the same schedule while I telecommute?

A supervisor and employee will work together on the employee’s schedule and if flexibility is needed. Employees are encouraged to work as close to their scheduled work hours as is possible, including a lunch period.

Do I need to work at home when I work remotely?

An employee may choose a location that is conducive to complete their work, which may or may not be their home. The idea of social distancing should be considered when choosing an alternate work location.

How should I record my time worked when working remotely?

An hourly or salaried nonexempt employee should record work time according to the timekeeping method established in their college or division, i.e. Kronos, Excel or paper timesheets, AIM. If you work in a division still using timesheets, follow any guidance published by your college, division or department for submitting timesheets.

Employee Testing Requirements:

What are the testing requirements for employees?

All University employees, including student employees, must obtain a negative COVID-19 test result before returning to campus. Full details about testing requirements can be found by clicking here.

Officials recognize five days for obtaining test results may not be ideal due to current backlog in labs returning test results, and employees are encouraged to work with their supervisors if situations arise where test results are not available in advance of the employees required time to return to campus.

Employees who have already participated in University-provided testing at NewSpring, and received a negative COVID-19 test do not need to take a second test.

What kind of test is required?

Accepted methods of testing include a negative polymerase chain reaction (PCR) test via nasal, throat or saliva taken within five days prior to reporting to campus, or positive serologic antibody tests obtained within 40 days.

Where can I get tested?

In collaboration with the Medical University of South Carolina, Clemson will provide multiple days of testing availability in the parking lot at NewSpring Church just west of main campus. In an effort to coordinate the large number of tests to be administered, employees will be asked to sign up for a testing window within five days of their required return to campus. Sign up by clicking here.

Future testing dates. All times 7 a.m. until 1 p.m. (times and dates subject to change):

  • Aug. 10, 11, 12
  • Aug. 17, 18, 19
  • Aug. 24, 25, 26
  • Aug. 31 — Sept. 2
  • Sept. 7, 8, 9
  • Sept. 14, 15, 16

For non-main-campus employees, MUSC has expanded mobile testing locations around the state, and an updated list of those locations is available HERE.

Do I need a CUID?

Yes, you need to show your CUID if you are tested at the NewSpring Church testing site.

What if I do not have a CUID?

TigerOne Mobile IDs will also be accepted at the site. If you also do not have or cannot obtain a Mobile ID by following the instructions on the TigerOne Site, please contact tigeronecard@clemson.edu to make arrangements for the card to be printed and picked up at the Hendrix Student Center (map).

If I get a PCR test at my own provider or other testing site, will the results be accepted?

Those being tested at any site other than the NewSpring location will be required to upload their results into the COVID-19 Test Result Upload Tool.

How do we submit results?

Results from those who have tests administered at the NewSpring location will be reported automatically to the University, and positive results will initiate an automated process to notify administrative areas of the University to begin cleaning, access protocols and contact tracing. Those being tested at any site other than the NewSpring location will be required to upload their results into the COVID-19 Test Result Upload Tool.

What if I have not received my results or they have not been submitted?

For those tested at the NewSpring location who are awaiting results, please call 843-985-8888 or email of drivethruresults@musc.edu.

Do I take leave while I take time to get tested?

Employees are not expected to have to use their leave to get tested. However, a supervisor should set expectations on the timeframe that they go and get tested.

What if I am a temporary employee or contractor who does not have a CUID?

Clemson is supporting the testing of contractors (third-party employees) who have Clemson as primary place of work. Not including third-party individuals who come to Clemson daily as part of their larger job for deliveries, maintenance or weekly meetings, etc. Contractors with an existing CUID, should be tested at the appropriate time and place and bring their CUID, government issued identification and insurance card.

Contractors (third-party employees) who do not have a CUID must bring their completed Clemson University Contractor COVID-19 testing letter with them to the testing site, government issued identification and an insurance card if they have insurance.

Note: Employees are asked to wear a mask to the testing site and bring an insurance card if they have one. Insurance is not required, however, the CARES Act does require MUSC to bill insurance providers if individuals do have insurance.

What if I work at another Clemson University location and have been working or am required to return to my work location prior to Sept. 13?

In an effort to ensure there are free PCR (Polymerase Chain Reaction) testing locations to handle the increased load within proximity to your location throughout the state, we have verified there are testing sites within reasonable proximity to your location.

The following testing options exist:

Your choice of medical testing facility needs to perform PCR tests and provide you with proper medical documents with testing results.

What if I test positive?

Follow guidance provided on Clemson’s COVID-19 site. Employees testing positive should share information with the Sullivan Center. After following appropriate isolation/quarantine requirements, the employee is to call the Sullivan Center to request an evaluation and clearance to return to Clemson University properties. The provider will evaluate if clearance criteria have been met and either extend isolation/quarantine or provide a letter allowing the employee return to work on Clemson properties. The employee must share this information with their supervisor before being authorized to return to work.

Critical Personnel:

Will I be expected to travel for work while COVID-19 is still a national concern?

The University will continue to make travel decisions and recommendations based on CDC and local DHEC guidance. Currently, all work-related travel requires approval by the Executive Vice Presidents. For the foreseeable future, minimal business-related travel is recommended.

May I choose to travel for personal reasons?

Personal travel is not restricted by the University; however, travelers may be subject to quarantine or other measures per DHEC.

What if my co-worker or someone I must interact with is showing signs of COVID 19?

Report any concerns of this nature to your supervisor. Please remember that it is critical for people who are sick to stay home. This includes all faculty, staff and student workers. Do not assume all illnesses are COVID-19.

Are departments required to take daily temperatures in the office?

At present there are no plans to have temperatures taken in office. Employees conduct self-assessments prior to arrival to work.

Will plexiglass barriers be added to desks/areas that frequently interact with people/the public, etc.?

Discuss recommendations and plans for plexiglass with your supervisor if your workspace is in a high-traffic or public-facing area like a reception desk. Supervisors can place a workorder with Facilities for customer facing areas where large numbers of people are likely to wait. Procurement Services is working to obtain some free-standing units that are more appropriate for individual desks and interactions, however quantities are limited. These barriers should be considered for use where higher than normal volume of personal interaction is required at a workspace – not just as an extra convenience for individuals work areas.

Supervisors

I supervise someone who is sick. Who do I report this information to?

If an employee reporting to a Clemson facility shows signs of being sick, the supervisor should send the employee home to avoid other co-workers contracting the illness. If the employee has symptoms of COVID-19, instruct the employee to contact a healthcare provider.

  • Due to HIPAA requirements, supervisors of student employees who are ill should instruct the student to contact Redfern Health Center.
  • Due to HIPAA requirements, supervisors of employees who are ill should instruct the employee to contact the Joseph F. Sullivan Center Center.

If an employee tests positive for COVID-19, healthcare providers will work with the employee for a safe return to work. Supervisors who have a sick employee or an employee who believes they have been exposed to COVID-19 should contact Occupational and Environmental Safety (OES) to discuss proper cleaning procedures for the work space.

Who can telecommute?

The decision to telecommute is made by the employee’s supervisor based on the function of the position and is not limited to position type.

How do I know if my position is eligible to telecommute?

Employees and supervisors should have a conversation to determine if the employee’s job functions can be performed remotely.

If approved to telecommute, do I need to fill out a formal agreement?

A formal telecommuting agreement is not required at this time, but at a minimum an email between supervisor and employee is encouraged to communicate work expectations. The Telecommuting Policy is a good source of information to help provide guidance for both supervisors and employees.

Is there any guidance for supervisors on how to manage their employee’s telecommuting and/or resources?

More guidance can be found on the COVID-19 webpage under Supervisor Resources.

What if telecommuting is not an option?

While the standard job duties for the employee may not qualify for telecommuting, the supervisor is encouraged to find alternative, meaningful work-related activities for the employee to complete in order to telecommute.

  • If this is not an option, for employees who accrue leave, the supervisor should discuss the option of using annual or sick leave to accommodate the absence. Clemson University received permission from State HR to utilize either annual or sick leave during the COVID-19 epidemic. In addition, the provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave.
  • For the COVID situation, for employees who accrue leave, Kronos will allow up to 15 days of advanced sick leave. This means employee who accrue leave may go into the negative for up to 15 days based on their daily standard hours. Employees should submit sick leave via Kronos, using the typical sick leave code in the Kronos system. Upon returning to work, the employee will have all earned sick leave applied to the leave deficit at the rate of 1¼ days per month (or if part-time, the monthly earning rate) until the deficit has been eliminated; and if an employee separates from employment before satisfying the leave deficit and returns to state employment, the leave deficit will need to be satisfied upon reemployment.
  • If the salaried employee does not accrue leave and is not able to telecommute, the employee should submit Leave Without Pay via Kronos for time not worked. For hourly employees who do not accrue leave, no leave entry is needed. In addition, the provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave.

What are some examples of alternative, meaningful work?

Supervisors are asked to seek creative options with your staff members to develop duties to be performed during this period of modified operations. Alternative, meaningful work may differ for each position. Perhaps there were important projects that were delayed previously but these can be started now. By way of examples, a supervisor may assign online professional development training through Percipio, assign a special project, document business processes, create forms/templates, review and/or publish protocols, and possibly research best practices in your field, etc.

What if I cannot telecommute, because I am taking care of young children who are not in school or a family member who is sick?

In these cases, the supervisor should discuss the option of developing a flexible work schedule or using sick and/or annual leave during the absence. All absences should be recorded in Kronos. In addition, the provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave.

I supervise an employee with a disability covered under the American with Disability Act. Should they work from home during this time?

If an employee you supervise has a disability covered under the Americans with Disability Act (ADA), they may qualify for an accommodation to telecommute due to COVID-19, even if they are deemed essential. Supervisors should direct their employee to contact the Office of Access and Equity.

What type of leave should I take while the University is under modified operations while facing the COVID-19 situation?

An employee should first communicate with their supervisor about the option to telecommute. If telecommuting is not an option, per state HR, an employee may utilize either sick or annual leave during this COVID-19 situation. In addition, the provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave. If an employee is approved for leave under the provisions of this Act, they will be provided with guidance on what leave codes to use.

What if I have not accrued enough sick or annual leave to cover my leave during the COVID-19 situation?

For employees who accrue leave, Kronos will allow up to 15 days of advanced sick leave. This means employees who accrue leave may go into the negative for up to 15 days based on their daily standard hours. Employees should submit sick leave via Kronos, using the typical sick leave code in the Kronos system.

Upon returning to work, the employee will have all earned sick leave applied to the leave deficit at the rate of 1¼ days per month (or if part-time, the monthly earning rate) until the deficit has been eliminated; and if an employee separates from employment before satisfying the leave deficit and returns to state employment, the leave deficit will need to be satisfied upon reemployment.

In addition, the provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave

Where should I enter leave?

Employees should enter their leave request through Kronos.

What if an employee does not accrue leave and telecommuting is not an option?

The provisions of the Families First Coronavirus Response Act (FFCRA) may provide an alternate or additional option for employees, even employees who are not normally eligible for paid leave. In the event provisions of the Act do not apply to the employee, salaried employees submit Leave Without Pay in Kronos for time off; hourly employees submit no leave entry.

Do we know if this time will be forgiven?

At this time the Governor of South Carolina has not addressed this topic. If this decision is made, it will be shared with the university community.