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COVID-19

Frequently Asked Questions

Most Asked

Students

Classes and Tuition:

Housing and Dining

  • 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.
  • What are the isolation and quarantine protocols in place for students who live on campus?

    Students who have tested positive or potentially been exposed to COVID-19 will be notified by officials from South Carolina Department of Health and Environmental Control (DHEC). Clemson Home will temporarily relocate students to a space on campus or near campus designated specifically for isolation or quarantine. Students will be provided a list of University contacts, emergency services and resources.

    Students in isolation or quarantine protocol will be provided:

    • Medical care as needed by Redfern Health Center
    • Meal delivery once a day (around lunchtime) and self-stable boxes of food
    • A microwave and stove in their temporary location
    • Trash pickup service
    • Laundry service
    • Cleaning supplies
    • Prescription delivery
    • Emergency post office pickup service

    Students will be cleared to return to their residential space following the required length of isolation or quarantine and notified via Clemson email. After returning their temporary key, they will pick up their original room key and are able to return.

    Students living in single rooms with private bathrooms may opt to go through isolation or quarantine protocols in their residential space. Sick students also have the option to return home and recover away from campus.

    Students who live off-campus may isolate or quarantine in spaces that are designed as single bedrooms with access to a single bathroom. Students who live off-campus in shared rooms or bathroom spaces may reach out to Clemson Home for assistance with isolation and quarantine, with space offered as available.

Student Workers and Graduate Assistants

Student Testing Requirements

Employees

Employee Testing Requirements

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.
  • 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 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.