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Return to Campus

Working at Clemson

Return to Workplace

In accordance with South Carolina Executive Order 2021-12, the University is executing an expedited plan for the safe return of Clemson employees to in-person work.

The University will continue to provide timely information as it is available and encourage all employees to visit this page often for updates.

Phases of Return

Class schedule and teaching modality do not change for Spring 2021. 

Phase 1:  Week of March 15 

  • Employees in supervisory roles or those with private offices will help prepare the return of additional employees.
  • During this time, efforts will be made to ensure workspaces are configured in accordance with OSHA and CDC guidelines.
  • Meetings will remain virtual in order to accommodate physical distancing.

Phase 2:  Week of March 29

  • Employees whose workspaces meet OSHA and CDC guidelines return to in-person work.
  • Exceptions:
    • Employees whose workspaces require additional time to be reconfigured in accordance with OSHA and CDC guidelines. (Spaces made available for employees without special considerations such as health risk and dependent care will be configured in accordance with OSHA and CDC guidelines.)
    • Employees who have applied for an accommodation to temporarily extend remote work based on their own medical condition (being part of a high-risk category for COVID-19 per CDC guidelines) and are actively pursuing vaccination.
    • Those employees with dependent-care concerns. These employees may continue to work remotely while actively pursuing alternative care arrangements. 

Phase 3:  Week of April 5 

  • Remaining employees whose workspaces needed modifications to meet OSHA and CDC guidelines return to in-person work.
  • Employees who are primary caregivers for children or vulnerable adults who needed additional time to make alternative care arrangements return to in-person work.
  • Exception:

Phase 4:  Week of April 26 

  • All employees returned to normal operations, with very limited exceptions.
  • Limited exceptions:
    • Employees with an approved accommodation to extend remote work, formally granted by Clemson’s Office of Access and Equity.
    • Employees with approved FMLA or Military Leave, formally granted by Clemson’s Office of Human Resources.
    • Employees with a documented pre-COVID-19 Telecommuting/Remote Work Agreement. This agreement would have been established prior to March 1, 2020, for business or financial purposes.

Workspace Evaluation Resources

The University has developed a resource for determining safe occupancy of spaces  which can be used by supervisors, Building Security Coordinators (BSCs) and all employees in safely returning to the work environment. 

If there are remaining questions about workspaces and, the supervisor, BSC or employee may request a recommendation from Occupational and Environmental Safety (OES) and University Facilities by filling out an online service request.

COVID-19 Testing Requirement

The University will require all faculty, staff and students who are working, learning or visiting a Clemson location to be tested for the COVID-19 virus.

Employee testing can be broken into the following:

 

Checking Cleared/Not Cleared Status

Facutly and staff can check their own Clearance Status, and Supervisors can check the Clearance Status of their team members.

Building and Facility Access

Symptom Monitoring Requirement

Team members reporting to work at Clemson locations must conduct daily symptom monitoring using the self-assessment tool or the my.Clemson app — to quickly access the recommended actions someone should take in the event they experience symptoms of COVID-19.

Follow instructions on the COVID-19 Medical Guidance if you are sick, experiencing symptoms of COVID-19, if you have tested positive for COVID-19, if you think you may have been exposed to COVID-19 or if you have been exposed to someone who was exposed to COVID-19.

Telecommuting/remote work

Documented Telecommuting/Remote Work Agreements established prior to March 1, 2020, (pre-COVID-19) for business or financial purposes may remain in place. Otherwise, in accordance with the governor’s Executive Order, employees are expected to return to in-person work as indicated in the University’s Plan for Normal Operations.

Per the directive of the South Carolina Department of Administration, the University is temporarily suspending the approval of new requests for Telecommuting/Remote Work Agreements related to COVID-19 (with the exception of employees with an approved Request for Temporary COVID-19 Health Accommodation to continue to work remotely until they have had a reasonable opportunity to become fully vaccinated or other qualifying accommodation approved by Clemson’s Office of Access and Equity under the Americans with Disabilities Act.)

Accommodations

In addition to typical accommodations permitted under the Americans with Disabilities Act (ADA), the Office of Access and Equity will also consider requests for accommodations to temporarily extend remote work for employees who are in a high-risk category for COVID-19 as defined by the CDC and are actively pursuing vaccination.

Most employees granted this temporary accommodation will be expected to return to in-person work no later than April 26, 2021.

Other requests that may qualify for an accommodation under the ADA—submitted via the Reasonable Accommodation Formwill be reviewed on a case-by-case basis by the Office of Access and Equity.

Employees can find more information on the Office of Access and Equity website.

Dependent Care

According to the South Carolina Department of Administration, all employees are expected to return to the workplace full-time as outlined in the return to workplace plan. Employees with dependent-care situations were granted additional time in the plan to identify alternative care arrangements. Employees in this category are expected to return to work on campus no later than the week of April 5 to allow employees time to make dependent-care arrangements.

The Caregivers Support Task Force has provided a list of area caregiving services accessible for anyone with Clemson University credentials. Accessing the document requires readers to use DUO’s two-factor authentication.

Work Arrangements

Supervisors are encouraged to have an open dialogue with their employees about their particular concerns and needs. Supervisors may consider work arrangements that meet business and employee needs including staggered arrival and departure times, temporary adjustments to an employee’s schedule and compressed workweeks. These options and documentation requirements are available in the University’s Workweek Policy.

Notification of Return to In-Person Work

Supervisors should work with their employees who have not yet returned to in-person work to determine the earliest appropriate date for return. Supervisors are encouraged to send a message via email to the employee to confirm the expected date of return. A return notification template is available for supervisors to use, or they may wish to craft their own short message to the employee. Supervisors should send an individual message to each employee about their specific date of return to in-person work.

COVID-19 Workplace Training

All employees are required to complete the COVID United as Tigers Training through the Tiger Training system.

New employees will be required to complete the COVID United as Tigers Training. No further action is required for current employees who completed the online training in 2020.