The University’s COVID-19 Community Standards have been updated as of March 10, 2022. For more information, visit the Carolina Together COVID-19 Community Standards page.

Employees who are symptomatic, being tested for COVID-19, have tested positive for COVID-19 or who are asymptomatic with a household member who has tested positive for COVID-19 should review and follow the employee health guidelines on the University’s Environment, Health and Safety webpage before returning to campus. If the guidelines indicate that you should not come to campus:

• Notify your supervisor.
• If you are feeling well enough to work, you may also arrange with your supervisor to work remotely, at your supervisor’s discretion.

Getting your COVID-19 vaccine is the best way to protect yourself and others from the COVID-19 virus. For information about the COVID-19 vaccine, visit the Carolina Together website and the Orange County Health department COVID-19 vaccine page.

To complete your vaccine certification, please log in to the COVID-19 Vaccine Certification form on the EHS site.

There is no campus-wide vaccine requirement for all employees; however, some employees may have a vaccine requirement due to their specific job duties. Information about requesting a medical or religious exemption can be found on the Equal Opportunity and Compliance website.

Booster

The CDC has recommended a booster dose for everyone who is eligible, including those who are moderately or severely immunocompromised. Employees can attest to receiving their booster on the COVID-19 Vaccine Certification form.

Vaccine Sites

Faculty and staff can receive the COVID-19 vaccine at the Campus Health Pharmacy in the Student Stores for free. Appointments are preferred but walk-ins are welcome. Faculty and staff can find other vaccine sites around the state on the North Carolina Department of Health and Human Services website.

Asking about vaccination status

Asking about vaccination status violates an employee’s privacy. If someone chooses to reveal vaccination status, that is their choice. Be mindful of sharing your vaccination status, especially if you are a supervisor as doing so may create a perceived expectation that others should reveal their status as well.

For up-to-date information about testing, visit the Carolina Together Testing Program page. Employees who develop symptoms consistent with COVID-19 should immediately self-isolate and contact their primary care provider or obtain COVID-19 testing at a community testing location.

Mental well-being is just as important as our physical health. Here are some resources for both.

• The Heels Care Network at care.unc.edu makes mental health resources at Carolina easier to locate and access. Find training, get 24/7 crisis support or refer a friend for help — all in one place.
• The Employee Assistance Plan is a confidential counseling and resource program that is designed to help University employees and their families deal with both personal and work-related concerns.
• Work/Life & Wellness pages of the HR at UNC website offer extensive information on various wellness programs and resources available to employees

Facility Services has posted information on updated cleaning protocols and building ventilation on its COVID-19 Operations webpage.

Employees unable to work on campus as directed because of a health condition should request an ADA accommodation through the Equal Opportunity and Compliance Office on the accommodations webpage. We encourage you to carefully review the updated information on the website to evaluate your eligibility.

For information about the flexible work arrangements, including teleworking, please visit the Flexible Work Arrangements for University Employees page on the HR at UNC website.

Flexible schedule special requests due to childcare and other situations created by the pandemic

Managers have discretion to authorize a variety of flexible work arrangements, as outlined in the Flexible Work Arrangements for University Employees policy.

• For teleworking arrangements of 30 calendar days or less in duration, see the Short-term (30 days or less) Teleworking Requests section of the Flexible Work Arrangements for University Employees webpage).
• Teleworking arrangements that will exceed 30 calendar days in duration will be determined by a unit-wide assessment and plan made by the Dean or Vice Chancellor and approved by the Chancellor or designee, rather than by individual request, except in specific limited circumstances, such as an approved ADA accommodation.

Managers should review the Flexible Work Arrangements policy for details and further requirements.

Employees scheduled to work fewer than three days on-site under an flexible work location plan may be eligible for a “flex” parking pass at a reduced rate. Employees interested in an on-campus permit should contact their department parking coordinator (hospital employees should contact the hospital parking office).