COVID-19 Preparedness Plan
Communications for CSP Employees
Governor Walz is allowing the #StayHomeMN order to expire effective at the end of the day on May 17. Consistent with the Governor’s “turning the dial” perspective, CSP will begin the transition of having its employees return to campus. Supervisors are asked to work with their teams to determine how to “dial-up” their department’s return to campus with a goal of all employees fully returned by June 1.
The health and well-being of our community are of the utmost concern and we want to ensure a safe environment for all to return. It is our hope that this transitional return will help us all learn our “new normal” for campus before the greater community returns.
Please note that employees who may be eligible for a COVID-19 related accommodation from a physical return to campus are encouraged to contact Human Resources to initiate an interactive process for requesting an accommodation or a remote work agreement as follows:
- Employees who must care for a dependent family member (child, elderly, or unable to care for self due to a qualifying condition under the ADA) due to the physical closure of a care facility should take the following steps:
Employees with a defined underlying health condition (or a report of one) as determined by the CDC and MDH who are required to work from campus need to submit a COVID-19 Request for Reasonable Accommodation to continue remote work in lieu of a campus return.
Given the unprecedented time, we know that some of our colleagues may feel fear or stress with a return to on-campus operations. Supervisors should work with their employees to talk through concerns and all are encouraged to utilize the resources on the COVID-19 Information for Employees page for ideas on how to navigate this change. In addition, our Employee Assistance Program is available to talk via phone or web for consultation.
Concordia is excited that its employees have this two-week window of opportunity to transition to campus work-life while implementing the Guidelines before students and prospective families begin returning.
Blessings to all as we continue to turn up the dial!
The Concordia Pandemic Leadership team continues to meet and adapt our practices following CDC and MDH guidelines to ensure the successful reintegration of internal and external members of our learning community. This team will continue to evaluate and adapt as the circumstances and federal and state leadership set guidelines.
Concordia St. Paul’s Sodexo partner continues to respond to the complexities presented by COVID-19 by proactively maintaining a safe and clean environment for the entire CSP campus community. Read how Sodexo is keeping campus safe here.
Everyone can work to reduce the spread of COVID-19. Please follow these guidelines to help keep you and your family safe:
- Cover your coughs and sneezes with your elbow or sleeve, or a tissue and then throw the tissue in the trash and wash your hands afterward.
- Washing your hands often with soap and water for 20 seconds, especially after going to the bathroom or before eating. If soap and water are not readily available, use an alcohol-based hand sanitizer that contains at least 60% alcohol.
- Avoid touching your face – especially your eyes, nose and mouth – with unwashed hands.
- Stay home if you have cold- or flu-like symptoms, for 10 days after your illness onset and three days after your fever resolves without fever-reducing medicine (whichever is longer), and avoid close contact with people who are sick.Up-to-date guidance from the Minnesota Department of Health on recommended community mitigation strategies can be found here.
Sodexo has begun the process of providing disinfectant kits to all classrooms and departments on campus. The intent is to have a kit in each classroom for instructors to use between classes this fall. Each department will also receive one kit within the next few weeks. The disinfectant kits will be deployed in phases, with priority given to the most active areas.
Each kit includes:
- 1 bottle of Oxivir (cleaner)
- 1 roll of paper towel
- 1 box of gloves
- Safety Data Sheet on how to use Oxivir (lamented document)
- Cleaning Procedures (laminated document)
Please contact Nina Lee (Nina.Lee@sodexo.com) if you have any questions.
Accessing Employee Assistance Program telehealth benefits from the comfort of your home
Your Concordia Health Plan includes access to CIGNA’s Employee Assistance Program (EAP) — so you can get support for everyday issues, even the stressful ones. The services are available from the comfort of your own home through their virtual counseling option. You have access to six free sessions of mental health counseling over the phone.
You’ll get real solutions for a range of different topics, including:
- Caregiver concerns
- Stress management
- Family and relationships
- Financial or legal issues
- Grief and loss
- Job and career support needs
- Emotional health
- Community resource needs
Services for all of these concerns — and more — are confidential and available to anyone in your household.
To access your EAP benefits you will need to create an account at MyCigna.com, even if you have your regular medical coverage through a different medical plan.
Go to MyCigna.com.
If it’s the first time logging in, click “Register,” otherwise enter your user ID and password.
If a new registration: Enter your first and last name, date of birth and home zip code on the following pages.
When asked how you want to register your identity, select “I want to register for the Employee Assistance Program ONLY.”
Enter LCMS as the Employer ID on the following page.
Set-up two security questions.
Create a user name and password and identify your preferred email address.
Once signed in, go to “Find Care & Cost” tab and search for Virtual Counselor under Doctor by Type.
You may also call CIGNA for assistance in locating a virtual telehealth or other mental health professional at 866-726-5267.
Some clarifying Q&A’s from Cigna regarding the telehealth EAP services:
Q. What kind of device can I use?
A. Use your smartphone, tablet or computer with camera for virtual counseling.
Q: Do I need prior authorization to see a virtual telehealth provider?
A: No, access to the virtual telehealth services do not require prior authorization.
Q: Will I have to pay for the telehealth EAP visits?
A: No, your first six sessions are free. If you want or need to continue your counseling after the six free sessions, the benefit will transfer to your health plan and you will be responsible for the applicable deductible, co-pay or co-insurance for each additional visit.
Q: Is my EAP telehealth provider in the same network as my medical coverage if I need more than the six free visits?
A: Maybe, you will want to check with your medical options (i.e., Blue Cross Blue Shield, UMR) provider network when you identify the CIGNA EAP telehealth provider to see if they are in the network. This will ensure a consistent provider experience if you need to continue beyond the six free EAP sessions. If the CIGNA EAP provider is not in your medical option network, the services after the first six free visits will cost you more as they will be considered out-of-network benefits.
Q: What if I have trouble registering on MyCigna.com? Is there a help desk or contact number?
A: Yes, customers can contact CIGNA’s helpdesk via website or connect via chat. The “support center” link on myCigna.com will provide access to the helpdesk phone number (800-853-2713) or a customer can use the chat option.
The Crisis Response team continues to closely monitor announcements by the CDC, Governor and Minnesota Department of Health. As CSP has moved to remote work and limited staff on campus, the business office and human resource department have the following updates.Business Office:
- Beginning Thursday, March 26, the business office will reduce their hours to Monday through Friday from 10:00 a.m. until 2:00 p.m.
- Expense reports will continue to be processed using modified procedures. You may complete the Excel expense report form along with copies of your receipts and then send them along via email for appropriate approvals. Do not throw away your receipts. When operations return to normal, visit the Business Office to sign your reports and submit the original receipts. The Business Office will keep track of all reports needing signatures and original receipts.
- At this time, our hope is that we will be able to retain all employees at their full hours. However, if employees experience a reduction in hours and do not have enough PTO to cover non-working time, unemployment may be an option. For questions or more information, please click here for the state of Minnesota Unemployed Insurance FAQs regarding COVID-19.
- At this point, any and all forms that are typically submitted via paper should be sent via email. Simply complete it on your computer and send it through your regular approval string. Those who receive a document that requires approval should send it to the next person in the approval string with the following message in the body: “This email is evidence of my approval.” This will allow us to upload one email string as opposed to filling our inbox with duplicates.
- New employees who were scheduled to begin work must still meet the Form I-9 requirement. Please reach out to Elizabeth Coleman to schedule a time during an employee’s first day on the job to complete this. Please be sure your new employees are prepared to provide their documents for verification on their first day.
Thanks to Joe Nelson, interim lacrosse head coach, who also works with LinkedIn for sharing the following training courses for work-from-home success:
- Working Remotely – 1 hr
- Time Management: Working From Home – 1hr 25 min
- Being an effective Team Member – 31 min
- Productivity Tips: Finding Your Productive Mindset – 59 min
- Leading at a Distance – 36 min
- Balancing Work and Life – 28 min
- Thriving @ Work: Leveraging the Connection between Well-being and Productivity – 41 min
- Managing Stress for Positive Change – 57 min
Concordia Technology Updates
From a technology view, our campus has done a great job of shifting to online learning and flex remote work. The necessary technology resources for all of you continue to be monitored by the IT department. Support continues to be available for you through our Help Desk at firstname.lastname@example.org or 651-641-8866. When it comes to technology notes and resources, you are directed to look at our Covid-19 technology support page at the IT Help Desk page. With the feedback and questions that are received from campus, this page will continually be updated to support the needs of the campus. Here are a few additional reminders:
CSP will notify you as additional developments occur. Be well and blessed.
- The campus is encouraged to leverage Google Hangout Meet for videoconferencing needs. For classroom videoconferencing, please utilize Blackboard Collaborate which is built into Blackboard. Resources for these platforms can be found on our Covid-19 technology support page.
- Cisco Jabber softphone needs to be utilized through Forticlient VPN. Resources for Cisco Jabber and FortiClient VPN can be found on the Covid-19 technology support page.
- Please remain vigilant in practicing good cybersecurity practices when working from home. Cybersecurity resources can be found on the Covid-19 technology support page.
- Faculty are encouraged to continue to utilize the LMS support team at email@example.com with any questions you have in moving the classroom online. There are a number of faculty resources available on our Covid-19 technology support page.
- Departments are encouraged to centralized documentation for your department on a Shared Google Team Drive. Resources for Google Drive can be found on the Covid-19 technology support page.
- Please remember that technology resources worldwide are being utilized in ways they have never been utilized. We continue to receive communication from companies like Blackboard and Google indicating that these companies are responding to the skyrocketing volume of users. These companies continue to add resources to meet worldwide needs. We remind our campus to remain patient if a technology system isn’t functioning as would be expected. Please report any major issues, so the IT department can submit necessary support tickets.
As you know, the University has been making real-time, difficult decisions as COVID-19 continues to present new challenges daily. Today, Dr. LaMott communicated the University’s decision to allow any and all employees who are able to work remotely the opportunity to do so through the Easter break.
As we all prepare to enter this new work paradigm, our core beliefs remain steady and true:
- CSP cares about its community members, each and everyone, and wants them to be safe and productive.
- CSP will continue to serve our students (past, present, and future) with an All Are Welcome spirit even in these challenging times.
- Our promise statement is our guiding principle to serve all our learners.
This week, our department leaders were:
Asked to assess business processes to determine the essential physical presence for their operational area.
Empowered to collaborate with their teams to plan for adequate coverage while allowing flexible work operations
It’s important to note there are positions requiring a physical presence where work simply cannot be done off-site. Individuals in those roles are asked to continue risk mitigation through other flexible means like early morning/evening hours, rotating schedules, or using technology in new ways.
Employees with high-risk factors or caring for individuals with high-risk factors are asked to work remotely and not come to campus to ensure the best opportunity to mitigate health risks. Employees in essential roles or those who wish to voluntarily work from campus, who fall into this category are asked to connect with HR for an exception.
To ensure operational continuity during the flexible work period, we offer the following guidelines:
Student engagement experiences should strive to equal current levels of access and support
Support will likely look different between departments. We ask all individuals to trust one another to be accountable for the continued workflow between departments without interruption.
Please use the tools provided and supported by IT (Google Hang-outs, Jabber, and VPN) as they are most efficient to troubleshoot, and also use this tool for successful technology access while working remotely.
Ensure your electronic files are accessible to your team so you may be quickly supported should the need to arise.
We understand the challenge of competing priorities. Thank you in advance for your best efforts to complete as much of your daily duties as possible.
For those welcoming phone calls into the University, please attend to them via Jabber during regular business hours each day, returning calls efficiently.
Please ensure as much business accessibility as possible between the hours of 10 a.m and 2 p.m.
Remain a willing participant in meetings whenever possible, whether by phone, Hang-Outs, or in person. Your teammates need your collegial spirit!
Know that this flexible arrangement will not prohibit employees from campus. Those who do not have an essential physical presence may elect to come on-site but are not required.
Flexibility means some employees will come before or after regular business hours. To continue limiting access to the general public, we are transitioning to a holiday access schedule. Please park in lot A and enter the facilities via the Pearson Commons doors, where able. Campus buildings not connected through the tunnel will maintain key-card access, available only to employees. To access facilities before 7:00 a.m. or after 4:30 p.m. during the week or at any time on the weekend, please contact security at 651.641.8278 and allow a slight delay for them to get to you.
Continue to offer assistance where you can. Many colleagues have already been asked to serve other departments in new ways to assist in areas of growth. Great thanks to those learning new duties to help in times of need!
CSP is known for providing a high level of service to our students and each other as we fulfill our institutional mission, and we have no doubt that excellent service will continue.
Until we get to the other side of COVID-19, you are encouraged to do what you can, take care of yourself and your family, and join us in prayer that we will all emerge stronger.
COVID: Christ Over Viruses and Infectious Disease
Joshua 1:9 “Have I not commanded you? Be strong and courageous. Do not be frightened, and do not be dismayed, for the Lord your God is with you wherever you go.”
Concordia University, St. Paul and the Crisis Response Team continues to monitor the outbreak and spread of COVID-19 and its impact on our students, employees, and their families. The Concordia community has been blessed to have avoided any confirmed or suspected cases of COVID-19 at this time.
We pray for all those affected by this illness.
At this time, the Minnesota Department of Health has not recommended closure or ceasing operations for epidemiological reasons related to COVID-19. However, in observation of decisions by colleague institutions, guidance from external sources, and feedback from the campus community, the University has decided to cancel classes on Friday, March 13, 2020. In addition, on-campus classes will be moved to online delivery beginning Monday, March 16, 2020, until further notice. This decision allows us to heed recommendations regarding social distancing and to mitigate the anxiety caused by this rapidly-changing health concern. Our proactive approach seeks to leverage our online resources, enabling students to seamlessly continue their learning experience while limiting exposure through large group activities.
The health and safety of our community are paramount. While we are transitioning classroom delivery to online, we want to reiterate that health agencies have not recommended ceasing operations or one-on-one interactions and small group collaboration at this time. As such, University operations will continue on campus and employees are encouraged to maintain health-conscious hygiene and social distancing. In addition, large group meetings of 20 or more individuals are encouraged to transition to collaborative tools such as Collaborate meetings, conference calls, and the use of Google Drive.
In addition, to guide on-campus interactions, we are providing the following protocols:
Due to the many resources providing information to the general public that is at times confusing and conflicting, the University is following guidance from the Minnesota Department of Health (MDH) and the Centers for Disease Control and Prevention (CDC). We do ask that forwarding online resources to leaders across campus be minimized to reduce conflicting information.
In addition, we have established an email for the purpose of ensuring timely delivery and response by individuals tracking updates as they are available. Please email firstname.lastname@example.org for questions specific to COVID-19.
While University operations will continue on campus, the Remote Work policy has been adapted as follows to prepare for the potential move to online delivery of all services:
University-Imposed Remote Work arrangements are initiated by the University in response to a medical or natural emergency that moves University operations online to preserve the health and well-being of students and employees alike. The arrangement is intended to persist only for the period of time during which the University has determined a need. The University is unable to honor requests for remote work for the purposes of self-imposed isolation. Documentation from a healthcare provider or other medical professional must be submitted to Human Resources for approval in the case where an employee requests a remote work arrangement for the purposes of elective self-isolation.
Employees who seek additional information about how to manage potential implications of COVID-19 are encouraged to see the FAQ’s listed below. As additional determinations are made, updates will be posted on the COVID-19 webpage.
The University Crisis Response Team continues to monitor the situation regarding the Coronavirus Disease 2019 (COVID-19) and is prepared for business continuity and the safety of all community members in the event that action is required.
CSP is uniquely prepared to move classroom delivery to online and to allow exceptions to the work from home policy should the need arise as we’ve done in the past for inclement weather. Concordia, St. Paul will communicate with the entire campus community if/when our pandemic plan is activated and/or we receive guidance from St. Paul, Minnesota and national health authorities to do so.
Until such point that this occurs, employees are encouraged to continue serving the CSP community with faith and dedication, keeping in mind students are observing our response and demeanor. Remember, if we remain calm and faith-filled, so will they.
All community members are encouraged to observe the following best practices:
- Wash hands frequently with soap and water for at least 20 seconds or use an alcohol-based sanitizer
- Cover coughs and sneezes with a tissue and then dispose of it immediately
- Avoid contact with your eyes, nose, and mouth with unwashed hands
- Clean and disinfect surfaces with which you have frequent contact
- Limit exposure to others who have been ill
- If you become ill, utilize our generous PTO policy to stay home except to receive medical care
The campus has taken proactive measures to ensure that the potential of spreading germs is minimized. Additional hand sanitizing stations have been installed, reminders about proper hygiene are posted, and the cleaning frequency of common hard surfaces such as door handles and table surfaces has been increased.
Symptoms of COVID-19 may be flu-like, ranging from mild to serious, and may include fever, cough, and difficulty breathing.
In the case where state agencies have heightened response to COVID-19 but the University decides to remain open, employees are urged to use their own discretion in determining whether it is safe to come to campus. Per policy, those employees who choose not to come to campus will be granted an authorized but unpaid absence. Paid time off (PTO) may be substituted for those who are eligible for accrual.
More current information specific to the state of Minnesota can be found here.
Remote Work Policy
Should CSP make the decision to move University operations to online delivery, the Remote Work policy has been adapted to ensure operations may continue through online delivery as noted:
University-imposed remote work arrangements are initiated by the University in response to a medical or natural emergency that moves University operations online to preserve the health and well-being of students and employees alike. The arrangement is intended to persist only for the period of time during which the University has determined a need. The University is unable to honor requests for remote work for the purposes of self-imposed isolation. Documentation from a healthcare provider or other medical professional must be submitted to Human Resources for approval in the case where an employee requests a remote work arrangement for the purposes of elective self-isolation.
Should CSP make the decision to move University operations to online delivery, the Remote Work policy has been adapted to ensure operations may continue through online delivery as noted:
The purpose of Paid Time Off (PTO) is to provide time off from work with pay due to illness or disability, vacation, appointments, emergencies, or personal convenience. PTO may also be used for the purpose of safety leave in order to provide or receive assistance because of sexual assault, domestic abuse, or stalking.
PTO begins to accrue at the start of employment and may be used after 60 days of employment (the pay period after it becomes available on the pay statement). If an employee requests to use PTO before 60 days, hours taken will be considered unpaid time off.
Employees are accountable and responsible for managing their own PTO hours to allow for adequate reserves to cover time off from work. Employees must use available PTO before they can take any unpaid leave. Requests are to be submitted for advanced approval from the employee’s supervisor. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. Upon review, requests are honored based on the date submitted. Employees may be asked to schedule alternate time off if, in the opinion of management, the request does not allow for the continued day-to-day operation of business.
Employees who are unable to report to work due to illness, injury, or a critical safety issue should notify their direct supervisor before the scheduled start of their workday, or as soon thereafter as practicable. The direct supervisor must also be contacted on each additional day of absence. Absence due to illness in excess of three consecutive days requires reasonable documentation from a diagnosing professional that the employee is ready to return to work.
Unscheduled absences are defined as time away from work that is reported after the start of a shift or with insufficient time to cover the duties and responsibilities of the absent employee. Unscheduled absences will be monitored and an employee will be counseled when the frequency of unscheduled absences adversely affects the operations of the department. The supervisor may request the employee to provide a statement from his or her health care provider at any time concerning the justification for an unscheduled absence.
PTO is specific to an individual employee and is not eligible to be transferred to others.
Frequently Asked Questions- Employees
Per the Minnesota Department of Health and the CDC epidemiologists, definitions are as follows:
Social-distancing is defined as remaining out of congregate settings, avoiding mass gatherings, and maintaining distance (approximately 6 feet) from others when possible.
Self-monitoring means watching carefully for any symptoms, including mild to severe respiratory illness with high fever, cough, or difficulty breathing.
Self-quarantine means you don’t have any symptoms of COVID-19, but were notified that you were potentially exposed to a case, or you traveled to an area/country with widespread sustained COVID-19 activity (see CDC website for most recent list). You should say at home and monitor your health for 14 days from either your exposure to a case or from after returning from the impacted area. If you begin experiencing symptoms, you should contact your health care provider.
Self-isolation means you are exhibiting symptoms consistent with COVID-19 and were notified that you were exposed to a case, or you have symptoms consistent with COVID-19 and recently returned from an area/country with widespread sustained COVID-19 activity (see CDC website for most recent list). You should stay home and must be in contact with a healthcare provider about your health, testing recommendations, and when you can return to regular activities, such as work, school, etc.
If you are fit and well, you should continue to attend the workplace in line with your usual work schedule. The University is continuing to operate as normal at present per guidance from MDH and CDC.
If you are ill, there is no expectation that you should work, remotely or otherwise. You should report your absence due to illness in accordance with the procedures in your department. Those who are required to submit a timecard should reflect such time as Paid Time Off (PTO).
If you have been advised by a healthcare provider, MDH, or the CDC to self-quarantine or self-isolate, then you should do as instructed. Please inform your manager and provide documentation of this advisement to Human Resources.
Documentation of a required self-isolation or self-quarantine must be provided to the University Human Resources office. In the case of required self-quarantine (meaning no symptoms present), upon expiration of the required quarantine period, a return to work authorization from a healthcare provider is not required.
Our goal is to preserve the academic experience as much as possible while considering the health and safety implications for students and employees alike. In the event that the University moves operations online, in part or wholly, employees will be required to work remotely unless they are ill. Illness during a University transition to online operations must be reported and protocol regarding documentation of advisement by a health care provider, including a return to work release, must be followed.
In preparation for the potential of moving University operations online, you must take steps to familiarize yourself with the necessary software to work remotely.
Preparedness for working from home
Make sure you have dual authentication on your account and use Duo software to validate at login.
Familiarize yourself with our Google platform – This provides access to your email (Gmail) and the opportunity to collaborate (Google Drive). You will be able to access these features from off-campus via a web browser (Chrome, Safari, etc). Please contact the Helpdesk (email@example.com) for individual assistance.
In the instance of moving University operations online, the University policy limiting Virtual Private Network (VPN) access only to exempt (salaried) employees will be temporarily waived and all employees will be granted access to the network. Ensure that you are familiar with VPN so that you are able to do everything you do on campus. Depending on the speed of your home broadband, some activities may be slower than when you are physically on campus. You will need to use this software to access Banner, CRM, and other University operating platforms. Important Note: You do not need to use the Cisco AnyConnect VPN software to access email and some student-facing services like Blackboard. Indeed, it is helpful if you do not use the VPN to access these services as this will maintain speed and access for those who need it.
Cisco Jabber – a software that provides instant messaging (chat) functionality and the ability to make and receive calls using your University telephone extension, from your device – is a tool that helpdesk is able to install on your computer, but it does require them to have your hardware to do so.
In addition, any office phone may be redirected to a mobile phone or landline using the “CFwd All” button on your University Cisco telephone. Please note that, if using this option on a landline shared by family, all voicemails should be viewed as property of the University and handled in a confidential manner.
You are encouraged to discuss the health condition with Human Resources to request support or a reasonable accommodation.
When requested, guidance issued will be specific to the employee’s role. For example, those who are in roles who have a large amount of face-to-face contact are in a different position to those who work in an isolated way. Management is recommended to work with the individual and consult with Human Resources to agree how they are best protected. We will manage this sympathetically on a case-by-case basis, considering individual circumstances.
COVID-19 Request for Reasonable Accommodations Form
If you have been advised by a doctor, the Center for Disease Control, or the Minnesota Department of Health to self-quarantine or self-isolate, you should do as instructed. Please inform your manager of this advisement and provide to Human Resources documentation from the healthcare provider or other medical professional or agency providing the guidance. If you are not ill, the University requires you to work remotely. This is a positive step because it means pay and other benefits continue normally.
The University is unable to allow staff who wish to self-monitor without medical advice to self-isolate or self-quarantine. If you have specific reasons for wishing to self-monitor, you should discuss them with Human Resources to make a determination.
I have been asked to self-isolate or self-quarantine and work remotely for more than 3 days due to COVID-19, but I am unable to receive a return to work release from my healthcare provider. What should I do?
We recognize that it may be difficult for employees who are required to self-isolate or self-quarantine to obtain a return to work releases to cover absence beyond 3 days as required by policy. If you find yourself in this situation, please contact Human Resources and advise them of the situation. We would ask that you continue to attempt to obtain a return to work release during your absence but will manage these situations on a case-by-case basis.
If you have sudden caring responsibilities because of the COVID-19 illness of others, you should provide documentation to Human Resources of the diagnosis and work remotely to maintain pay. Please inform Human Resources of this situation and continue remote work through the duration of the family member’s illness.
Employees who do not accrue Paid Time Off and are required to submit a timecard are able to take Earned Sick and Safe Time for their own absence due to illness, to take care of an ill dependent family member, or if their child care center or school is closed. Please see the Earned Sick and Safe Time (ESST) policy on the employee policies webpage for more information regarding eligibility and reporting time in this situation.
Most campus events will be rescheduled or moved online. Decisions regarding specific events will be communicated as they are made. Athletic operations have also been suspended.
The utilization of university resources such as the Ganglehoff center or classroom spaces will be suspended until further notice in order to minimize access to campus.
At this time, University-sponsored travel for staff and faculty to areas identified by the Center for Disease Control (CDC) to be high risk, has been canceled. Non-essential travel (defined as not necessary to complete the essential functions of one’s position) is to be determined by the individual, considering distance and mode of transportation and keeping in mind that situations and conditions surrounding COVID-19 are dynamic and could change while traveling, potentially complicating return logistics. Note that an employee’s preference to cancel non-essential travel should be communicated with the employee’s direct supervisor and will be supported by the University. We do ask that cancellations be made as soon as possible in order to secure full refunds where possible.
Determinations about continuing travel deemed as essential should be made in collaboration with the employee’s immediate supervisor.
Concordia University is committed to creating an inclusive climate for all of our community members. The CDC offers guidance on countering stigma related to this virus. If you believe that you are experiencing discrimination or bias related to your national origin, race, or other protected characteristic, please contact International Student Services, the Diversity Center Director, or Human Resources for support and guidance.
Concordia University recognizes this is a stressful situation for many members of our community. For scholars and employees who are eligible for employee benefits, please contact the Employee Assistance Program. For students, please the International Student Services Center for support and assistance.
Blessings to all as we navigate this situation in the best interests of our students and employees.
In light of the University moving classes online, managers are encouraged to collaborate with their direct supervisor to determine if their student position is considered essential (i.e. helpdesk, residence life, and hand-in-hand child care). Students in essential positions are asked to continue coming to campus to work if they feel comfortable doing so. Positions determined to be non-essential should be released from work at this time, consistent with our efforts to reduce the number of people entering and leaving campus.
Students should not be pressured to report for work and those who choose not to work should not be penalized. Students are encouraged to notify their supervisor immediately of their decision and are welcome to begin working again when on-campus classes resume.
Should the University move to fully online operations, all community members are required to engage in their roles and responsibilities from alternate remote locations. Individuals who do not have internet access from home are recommended to find a publicly available location (i.e. library or coffee shop) for access.