COVID-19 Guidelines for Employees
We will make adjustments to the academic calendar, including to the normal spring break schedule, throughout the course of the semester to make up for the delayed start. More information on this to follow. The Spring semester will end as scheduled with Graduation being held on May 14, 2022.
Please remember to practice social distancing and wear a well-fitting mask at all times when you are not alone in your office space. N-95 masks offer the best protection and are recommended as they are now available to the public.
The State University of New York (SUNY), on January 3, 2022 released their Spring ’22 guidance for all campus as the COVID-19 virus continues to evolve. In following the guidance for SUNY, NYS DOH, and/or the CDC the following protocols have been updated. All protocols are subject to change as the COVID related conditions develop.
In addition to the SUNY COVID-19 vaccination policy that remains in effect for the Spring ’22 semester (read below), SUNY is also mandating that ALL students with an on-campus presence receive a COVID-19 booster shot when eligible to do so. Boosters must be received and proof provided to the Health Services office within one month from date of eligibility. Failure to do so can result in your withdrawal from the institution.
Student must verify their vaccination status with SUNY here after receiving their booster shot, and a copy of your updated vaccination card MUST be provided to the Health Services office.
Any student(s) who tests positive and are mandated to quarantine by the NYS Department of Health are required to immediately report such information to Health Services at 845-434-5750, ext. 4247, or firstname.lastname@example.org.
Students who wish to submit proof of vaccination can do so by emailing it to email@example.com, or faxing it to 845-434-3628.
ALL students are required to wear their SUNY Sullivan student ID card at all times while on campus property and it must be visible. ID cards can be obtained in our One Stop (located in Building E) after students have been cleared through the Student Billing Office. Failure to adhere to the policy will result in violations to the Student Code of Conduct.
Spring 2022 UPDATED COVID Protocols
SUNY has updated its spring 2022 COVID-19 guidance with new language that allows individual campuses to consider lifting their local, indoor mask mandates, while also explicitly providing that the individual campuses may decide to continue those mandates.
Fully vaccinated SUNY Sullivan students will be permitted to be unmasked on the campus, starting on Wednesday, March 2.
- Students who are BOTH vaccinated AND boosted are not required to wear a mask, but any student who would like to continue to wear a mask is invited and encouraged to do so.
- Students who are NOT fully vaccinated, or who have not yet received their booster, regardless of eligibility, MUST continue to wear a mask while inside campus buildings.
- Special consideration. Pursuant to the CDC, “A person with a disability who cannot wear a mask, or cannot safely wear a mask, because of a disability as defined by the Americans with Disabilities Act (42 U.S.C. 12101 et seq.)” may submit a request to the Health Services Office for consideration of an exemption from mask wearing based on a medical accommodation, regardless of vaccination status.
- All individuals on campus should continue to social distance to the greatest extent possible at all times.
- Community transmission. Additional requirements may be imposed by SUNY Sullivan or System Administration based upon any increasing COVID-19 transmission rates on campus and in the community.
SUNY Sullivan emphasizes the importance of respecting student views on masking. Teasing or differential treatment of students based on mask wearing will not be tolerated, and is subject to disciplinary action through the student code of conduct.
Fully vaccinated staff and faculty may choose to be unmasked, and can begin to test monthly rather than weekly.
Unvaccinated staff and faculty will need to continue to mask unless they are alone in their offices, and will need to continue to test on a weekly basis.
All visitors to the campus will need to show proof of vaccination or wear a mask in order to be in the building.
Testing for Students:
Mandatory weekly testing will continue to be required for any person who has a physical presence on campus and who has not been fully vaccinated. Weekly testing will take place in the Health Services office, H016 via appointment on Monday and Tuesdays from 9am-2pm.
Fully vaccinated students will be required to pool test monthly effective the end of the current week ending March 7, 2022. First monthly testing for March will take place upon our students’ return from Spring break. Testing will be held Monday, March 21, 2022 from 9am-4pm, and Tuesday, March 22, 2022 from 11am-6pm in J-021. Outsourced test results must be submitted by Thursday of each week testing is required.
- Symptomatic Cases. Diagnostic (PCR) testing of all symptomatic persons, including vaccinated persons who display COVID-related symptoms, will continue.
In-season Student Athletes will be tested weekly regardless of vaccination status until further notice.
SUNY Sullivan reserves the right to make changes to the testing plan including the frequency of testing and types of testing based on the environmental changes and needs of the College.
Testing for Employees:
Vaccinated employees are expected to test monthly and to report to the Health Services office one of the two days in which testing is offered or, submit proof of a negative through our form linked here.
Unvaccinated employees are required to test weekly for COVID-19 until further notice and can report to the Health Services office one of the two days of the week in which testing is offered, or, submit proof of a negative test every Monday through our form linked here. Employees who have not submitted proof of a negative test will be contacted by Tuesday.
We test on campus weekly on Mondays from 9-11 am and 2-4 pm as well as on Tuesdays from 3-6 pm both in room J021. If you are unable to make any of those days you need to get a COVID-19 off-campus and submit your results through our form linked here.
Testing is being conducted by Health Services and you need to make an appointment to test. You can make an appointment using the link here. If you would like to volunteer to assist with test administration, please contact Health Services.
Employees who have tested positive for COVID-19 in the last 90 days and have alerted Human Resources, you do not need to test. If you are unsure of when you should begin testing again, please reach out to Human Resources. If you have tested positive for COVID-19 in the last 90 days and have not alerted Human Resources you need to do so as soon as possible. If you have any questions please contact Human Resources.
Employees who fail to report for testing, or to submit test results, will not be allowed on campus and must use benefit time until they are in compliance and eligible to return to work. Disciplinary action will be taken for employees who are repeat offenders.
Pursuant to the CDC, “A person with a disability who cannot wear a mask, or cannot safely wear a mask, because of a disability as defined by the Americans with Disabilities Act (42 U.S.C. 12101 et seq.)” may submit a request our ADA compliance officer, Lynn Liebowitz-Whitehead at firstname.lastname@example.org for consideration of an exemption from mask wearing based on a medical accommodation, regardless of vaccination status.
SUNY Sullivan emphasizes the importance of respecting members of the campus community views on masking. Teasing or differential treatment of others based on mask wearing will not be tolerated and will be subjected to disciplinary action.
SUNY Sullivan will continue to disinfect high touch areas such as common areas and shared workstations, at least once a day and regularly clean and disinfect other surfaces as necessary given the level of traffic and type of individuals who use the space and general risk of community transmission of COVID-19. SUNY Sullivan will continue to provide hand hygiene stations and supplies within workplaces for individuals to use.
Due to the current public health environment, it is important that we take precautions to keep the campus community safe. That being said, we are conducting a phase-in return to work after the winter recess in order to reduce the potential exposure risk on campus. What this means is that the campus reopened on January 3, 2022 with limited staffing. Employees who need to be on campus to perform the essential functions of their job will return to work on campus as normal. In addition to that, departments will develop staffing plans to support the operational needs of the campus with limited and staggered staffing schedules. The expectation is that offices are to be open and those departments should operate during their normal business hours as agreed upon through their area Director/Dean, Vice President, and/or President. Community resources/public areas (such as the library) will be closed to the public during this time.
All non-teaching staff are expected to resume to a normal work schedule as of January 24, 2022. All teaching staff are expected to attend Faculty Development Day on January 20, 2022, which will be held virtually
In addition to the phased-in return, we are also making adjustments to our testing plan as we return to work from the Winter Break. All employees will be required to either return to work with a negative COVID-19 test taken up to 72 hours prior to their arrival date or get a rapid test in the Health Services office immediately upon their return. Supervisors will need to help ensure this is done as Human Resources and Health Services will not know who’s returning on what days.
Rapid tests will be administered in the Health Services office January 3-January 24. If you do not return to work with a negative COVID-19 test, this must be your first stop upon your return to campus. It doesn’t make sense to spend half a day here then be tested as you’ve already created an exposure risk if you have COVID-19. Individuals with negative tests will be permitted to stay on campus, individuals with positive tests will need to leave campus immediately.
As we expect a large number of employees to return for the first time on January 24, we will have testing set up in the Field house, to allow for multiple employees to be tested efficiently and safely. All employees returning this day must make the field house their first stop of the day. You will be required to wait at the fieldhouse for 15 minutes after your rapid test for the results. Employees who have a negative test will be permitted to stay on campus, employees with a positive test will be asked to leave immediately.
Please keep in mind you can bypass the wait by arriving that day with a negative COVID-19 test taken up to 72 hours prior. The negative test results either need to be emailed to email@example.com within the 72 hours but prior to that morning or you will need to check in at the Field House that day with the negative test results. Home tests will not be accepted.
The rapid test is the BinaxNow Rapid Antigen test, it is not an oral saliva sample but rather it requires each nostril to be swabbed for 5 seconds. It does not go up the nasal cavity.
After the initial return to work from winter break, pool testing will resume. There may be location and frequency changes depending on the situation in January, we will continue to update and inform everyone as we have the information and decisions are made.
All Students are required to be fully vaccinated or have an approved medical or religious exemption prior to the start of the spring semester.
All commuter students are to test within the first week of return from the semester or winter break.
All resident students are required to be fully vaccinated, and will test 3 days prior to arrival to move in.
All non-vaccinated individuals will test weekly.
The college reserves the right to test athletes in competition weekly, based on local positivity rates.
Mandatory weekly testing will continue to be required for any person who has a physical presence on campus and who has not been fully vaccinated or who has not shown proof of vaccination. Fully vaccinated students and employees (including auxiliary workers and vendors with a regular on-campus presence) may opt-out from mandatory weekly testing upon the submission of documentation showing completion of a full vaccination series.
- Symptomatic Cases. Diagnostic (PCR) testing of all symptomatic persons, including vaccinated persons who display COVID-related symptoms, will continue.
- Reporting. Campuses must continue to report testing results daily through the SUNY Health Portal.
- Noncompliance. Any incidents of non-compliance with campus testing will continue to be handled through the individual Campus Code of Conduct for students and Human Resources for employees.
Mandatory monthly testing will continue for all vaccinated individuals who have a physical presence on campus.
Student Athletes will be tested weekly regardless of vaccination status.
SUNY Sullivan reserves the right to make changes to the testing plan including the frequency of testing and types of testing based on the environmental changes and needs of the College.
Getting vaccinated is the most effective method of ensuring individual and campus health and safety. At this time, SUNY Sullivan requires all MC and non-union employees to be vaccinated. However, it is strongly encouraged that all SUNY Sullivan employees who can, get vaccinated. All SUNY Sullivan employees who receive a COVID-19 vaccine are required to share proof of their vaccination with the Human Resources Department if they want to opt out of the weekly testing. Employees who have not received an FDA-authorized vaccine (or who chose not to report their vaccination information) will be considered to be unvaccinated.
Employees are expected to act honestly and ethically and to observe required health and safety measures in all workplace settings. The college will not routinely check whether individuals not wearing masks on campus or in the workplace are vaccinated, absent credible complaints or in rare cases where precise documentation is needed to provide appropriate accommodations. However, the college retains the right to undertake compliance review as needed to protect the community, and any employee found to be falsely claiming to be vaccinated, or failing to properly mask, will be subject to discipline for violating New York state COVID-19 directives and College policies.
SUNY Sullivan does not tolerate bullying. Employees should refrain from making comments on vaccination status that may be offensive to fellow co-workers.
Visitors will be allowed to access campus facilities, as appropriate and will be required to follow the same protocol as employees which will be communicated via signage.
Pam Jones will continue to be SUNY Sullivan’s Campus Safety Monitor and can be reached with questions or concerns by email at firstname.lastname@example.org.
Any student who has not demonstrated that they have begun the vaccine series or are fully vaccinated, or been granted a medical or religious exemption, will either be unenrolled, or may revert to fully remote instruction if that is an available option based on the student’s course of study and is otherwise permitted by the campus, and will no longer have access to any in-person campus activities or services.
Students must voluntarily consent to authorize SUNY to access information about their vaccination status here: https://www2.sysadm.suny.edu/studentVax/.
These updated protocols are subject to change as COVID-related conditions evolve. In addition, nothing herein limits the authority of campuses to impose additional COVID regulations within its current authority if not enumerated in the following guidance. Campuses must continue to comply with any additional requirements imposed by SUNY and local health departments.
CONTINUITY OF OPERATIONS PLAN FOR A STATE DISASTER EMERGENCY INVOLVING A COMMUNICABLE DISEASE
(As of April 1, 2021)
To ensure the continuation of services provided by the State of New York and the health and safety of the public sector workforce, each New York State agency and authority must prepare a plan for the continuation of operations in the event that the Governor declares a state disaster emergency involving a communicable disease.
Applicable agencies and authorities must post finalized plans by April 1, 2021 in (1) a clear and conspicuous location (e.g., bulletin boards or other similar location where employees normally view information posted by the employer), (2) in their employee handbook if they have one, and (3) on either their intranet or internet website.
A list and description of the types of positions considered essential in the event of a state-ordered reduction of in-person workforce.
Effective February 1, 2021, the College considers the following to be “essential” employees.
- Essential shall refer to a designation made that a public employee is required to be physically present at a worksite to perform his or her job. Such designation may be changed at any time in the sole discretion of the employer.
- A description of protocols the employer will follow for non-essential employees to telecommute including, but not limited to, facilitating or requesting the procurement, distribution, downloading and installation of any needed technology, including software, data, and the transferring of office phone lines to work or personal cell phones as practicable or applicable to the workplace, and any devices.
- Non-essential shall refer to a designation made that a public employee is not required to be physically present at a work site to perform his or her job. Such designation may be changed at any time in the sole discretion of the employer.
- A description of how the employer will, to the extent possible, stagger work shifts of essential employees in order to reduce overcrowding on public transportation systems and at worksites.
- A description of the protocol that the employer will implement in order to procure the appropriate personal protective equipment for essential employees, based upon the various tasks and needs of such employees, in a quantity sufficient to provide personal protective equipment to each essential employee during any given work shift. Such description shall also include a plan for storage of such equipment to prevent degradation and permit immediate access in the event of an emergency declaration.
- A description of the protocol in the event an employee is exposed to a known case of the communicable disease that is the subject of the state disaster emergency, exhibits symptoms of such disease, or tests positive for such disease in order to prevent the spread or contraction of such disease in the workplace. Such protocol shall also detail actions to be taken to immediately and thoroughly disinfect the work area of any employee known or suspected to be infected with the communicable disease as well as any common area surface and shared equipment such employee may have touched, and the employer policy on available leave in the event of the need of an employee to receive testing, treatment, isolation, or quarantine. Such protocol shall not involve any action that would violate any existing federal, state, or local law, including regarding sick leave or health information privacy.
- A protocol for documenting hours and work locations, including off-site visits, for essential employees. Such protocol shall be designed only to aid in tracking of the disease and to identify the population of exposed employees in order to facilitate the provision of any benefits which may be available to certain employees on that basis.
- A protocol for how the public employer will work with such employer’s locality to identify sites for emergency housing for essential employees in order to further contain the spread of the communicable disease that is the subject of the declared emergency, to the extent applicable to the needs of the workplace.
- Any other public health requirements determined by the New York State Department of Health (DOH) that are designed to reduce transmission of infectious diseases, such as face coverings, contract tracing, diagnostic testing, social distancing, hand and respiratory hygiene, and cleaning and disinfection protocols.
Essential shall refer to a designation made that a public employee is required to be physically present at a worksite to perform his or her job. Such designation may be changed at any time in the sole discretion of the employer.
SUNY Sullivan President will be responsible for final determinations as to which functions or employees are essential based on how the crisis is developing or present on campus. Employees determined to be essential will be notified by management in writing. In addition to campus leadership such as the Campus President, essential functions at the campus level also include functions required to support the well-being of individuals who remain on campus as well as the maintenance of SUNY Sullivan properties and resources. Below is a list of positions/functions at the campus level that may be essential in responding to a disaster emergency involving a communicable disease:
|Mission Essential Position||Description|
|Vice President of Academic & Student Affairs||Executive Leadership|
|Dean of Communications & Admissions||Executive Leadership|
|Director of Executive Operations & Administrative Assistant to the Board of Trustees||Executive Leadership|
|Associate VP Planning, Facilities, and Human Resources||Executive Leadership|
|Director of Finance||Executive Leadership|
|Assistant Controller||Office of Finance|
|Principal Account Clerk||Office of Finance|
|Senior Account Clerk||Office of Finance|
|Bursar||Office of Finance|
|Coordinator of Purchasing||Office of Finance|
|College Affiliate Accountant||Office of Finance|
|Director of Human Resources||Office of Human Resources|
|Assistant Director of Human Resources||Office of Human Resources|
|Administrative Associate for Human Resources/Administrative Services||Office of Human Resources|
|Director of Public Safety||Office of Public Safety|
|Assistant Director of Public Safety||Office of Public Safety|
|Building & Ground Maintenance Director||Building Operations and Management|
|Building & Ground Maintenance Supervisor||Building Operations and Management|
|Building & Grounds Maintenance Worker II||Building Operations and Management|
|Special Electrician||Building Operations and Management|
|Facilities Support Technician||Building Operations and Management|
|Maintenance Worker||Building Operations and Management|
|Director of IT||Office of Information Technology|
|Coordinator of Network Services||Office of Information Technology|
|Assistant Coordinator of Network Services||Office of Information Technology|
|Coordinator of Info Tech Operator||Office of Information Technology|
|Dean of Student Development Services||Office of Student Development Services|
|Director of Recruiting and Admissions||Office of Admissions|
|Dean of Student Success and Workforce Development||Office of Admissions|
|Senior Administrative Associate||Office of the Vice President|
|Dean of Liberal Arts and Sciences and Health Sciences||Division of Liberal Arts & Sciences & Health Sciences|
|Director of the Catskill Hospitality Institute||Faculty|
|Administrative Associate to the Dean of Liberal Arts, Sciences, and Health Sciences||Division of Liberal Arts & Sciences & Health Sciences|
|Director of Registration Services||Office of Registration Services|
|Registration Services||Office of Registration Services|
|Database Specialist||Office of Registration Services|
|Director of Financial Aid||Office of Financial Aid|
|Financial Aid Officer||Office of Financial Aid|
|Counselor I||Office of One Stop|
|Director of the Liberty Partnership Program||Office of LPP|
|Office Manager for Learning Center/Commons||Office of One-Stop|
|Admin Assoc to Dean of Student Development Services||Office of Student Development Services|
|Associate Dean of Student Engagement||Office of Student Development Services|
|College Nurse||Office of Health Services|
|Instructional Assistant Health Sciences||Division of Health Sciences|
|Technical Assistant Theater||Theater|
|Technical Assistant I-Science Labs||Division of Science|
The Governor’s Office of Employee Relations (GOER) has the authority to establish a Statewide, uniform, telecommuting program which outlines how agencies/authorities manage telecommuting. In the event of a future state disaster emergency involving a communicable disease, SUNY Sullivan will receive direction from GOER on the rules and guidelines applicable to telecommuting and will take the necessary steps in order to implement and operationalize any official telecommuting program, where applicable, for SUNY Sullivan, including:
- Protocol for procurement, distribution, downloading and installation of needed technology:
There are a variety of technological tools available to support a remote workforce. In addition to software tools, we may provide access to desktops and lab computers, and loaner laptops, Chromebooks, tablets and other technological resources.
- Protocol for phone coverage and transfer of office phone lines to work or personal cell phones:
SUNY Sullivan employees have access to check their voicemail remotely. Employees should check with the Help Desk to see what is available. Additionally, cell phone use is prevalent, and many employees choose to use their cell phones as their primary contact.
SUNY Sullivan will periodically assess its technology needs for telecommuting and work with IT to ensure that appropriate information technology resources are available.
In the absence of a Statewide telecommuting program, SUNY Sullivan will work within the confines of current labor management structures to determine the appropriateness of employee presence on campus, to include the possibility of assigning alternate work locations. Until a decision is made by the College about the nature and extent of the emergency, or a closure by the Governor, all employees
should report to work as usual. Thereafter, management will determine and communicate which functions are essential and if any essential personnel will be excused from reporting to work and/or a physical work location.
SUNY Sullivan will ensure that essential employees can continue to fulfill their work responsibilities within the confines of what is advisable by the WHO, CDC and/or required by NYS or its DOH. In a future communicable disease event, current procedures and guidelines for workplace safety protocols will be adjusted to fit the specific threat and be distributed to all employees. Considerations will be made, within the confines of collective bargaining agreements and civil service laws, rules or regulations, to modify working hours, shifts, and schedules in such a way that social distancing and other workplace safety protocols can be enforced. We will ensure that appropriate physical and social distancing is followed for those physically present at work. These guidance documents include the following key elements:
- Employees required to physically report to the office may work with their supervisor on an individualized work schedule that will meet specific operating requirements and their personal needs. Subject to operating needs, an individualized work schedule can include:
- Permitting essential employees to flex their schedules around available childcare, working some or all of their hours on evening and/or weekend shifts when alternate care options are available, dependent on operational needs.
- Adjusting building access (hours and security) to support flex schedules.
- Office Social Distancing:
- During the current emergency, SUNY Sullivan evaluated and adjusted its individual and community office space to comply with social distancing requirements. These measurements will be kept and will be available during the next contagious disease emergency, in accordance with the threat.
- Supervisors will monitor work schedules and limit occupancy in any enclosed space to no more than 50% and maintain a 6-foot distance between individuals.
- Physical partitions or other barriers may be installed where 6-foot distancing between staff is not possible.
SUNY Sullivan follows Infection Control Procedures in accordance with the Center for Disease Control and the New York State Department of Health in the development of all internal protocols and guidance relative to responding to communicable disease.
During a response to a communicable disease outbreak, procuring, distributing and inventory control will be centralized and prioritized. The Offices of Health Services and Building and Grounds will coordinate these activities and supplies will be procured via OGS or from well-established New York State suppliers.
Health services, the campus safety monitors and building and grounds will be responsible to ensure that there are adequate medical (general medical supplies, medications and PPE) and nonmedical (for implementation of CDC recommended infection control and biosafety measures; cleaning and disinfecting) supplies to cover a public health emergency. SUNY Sullivan’s PPE supply is stored pursuant to PPE storage requirements and is overseen and distributed by the Office of Buildings and Grounds.
PPE needs will be determined by our population. There is a minimum kept on hand based on what our needs are determined to be.
The health services office in coordination with the campus safety monitors will ensure employees are provided training on the proper donning, doffing, cleaning (as appropriate) and disposal of PPE.
SUNY Sullivan has created a series of procedures to ensure that all employees physically reporting to work are screened for infectious disease and that the results of the screenings are collected and instantly reviewed. These protocols follow all screening, testing, and tracing procedures as outlined in the applicable NYS DOH guidance, including instructions to employees on when to return home and when to return to work. Protocols are updated as circumstances change.
SUNY System Administration has worked with the SUNY hospital network to develop tests in the current pandemic and requires weekly testing of all employees physically present at SUNY campuses. Testing protocols can be modified to support other testing needs. SUNY Sullivan has implemented the following COVID-19 Testing Plan and will utilize future protocols as needed in future situations.
Based on the total on-campus population of SUNY Sullivan, we will be utilizing a Saliva Pooled Testing approach and 100% of the on-campus student population will be tested every week. Persons being tested will be assorted into pools based on class schedules and office duties and schedules. The pooled testing technique allows a lab to mix several samples together in a “batch” or pooled sample and then test the pooled sample with a diagnostic test. If the pooled sample is negative, it can be deuced that all individuals are negative. If the pooled sample comes back positive, then each sample will be tested individually to find out which was positive. For all persons in a positive pool, care must be taken to confidentially handle the resultant health-related information in an appropriately discrete manner. Our safety monitors will be monitoring the pooled testing results in order to take proactive actions and will be working closely with county health officials on isolation/quarantine protocols for any positive test results. All individuals who test positive through our pooled testing, will be advised to isolate, per the guidance given from county health officials, and the county health department will be notified for contact tracing.
Employees who are physically reporting to work must complete the Daily COVID-19 Screening prior to accessing campus. This includes employee’s coming into the building only for a brief period.
Procedures have been developed to comply with directives from the Director of State Operations and Infrastructure memorandum, entitled, “Employee Testing and Evaluation Protocols for COVID-19,” which includes cleaning and disinfecting protocols, as well as notification to health officials as required. SUNY Sullivan also works with Constable, a 3rd party cleaning company, to thoroughly disinfect any work area of any in person employee as well as any common area surface and shared equipment such employee may have touched including:
- Building and elevator lobbies.
- Restrooms & drinking fountains.
- Hallway light switches, turnstiles, and waste receptacles.
- Building entrances, stairwell doors and handrails.
While the amount and types of leave available to an employee will be dependent on the particular communicable disease emergency that has been declared and any provisions of law that provide for leave under such circumstances, during a communicable disease emergency an employee’s leave options include GOER quarantine leave, other applicable State policy leave, leave provided under a Federal Act and an employee’s own leave accruals. Collective Bargaining Agreements may also be applicable. Policy on available leaves will be established by the Department of Civil Service and/or GOER who shall provide guidance to the agencies/authorities on how to instruct employees about available leaves.
SUNY Sullivan is responsible for tracking the population of exposed employees in order to facilitate the provision of any benefits which may be available to certain employees on that basis. Employees entering SUNY Sullivan worksites must undergo a health screening which is recorded as described in Section E (above). Logs from that application are saved daily and are accessible by key personnel including the College Nurse and Human Resources Office who will use the information for the purposes of disease tracking, identifying potential exposures, and contact tracing.
SUNY Sullivan is responsible for contacting county officials, hotels and college and university officials to develop information about the availability of emergency housing for essential employees. Emergency housing opportunities, once developed, will be communicated to employees who may need such housing.
Current DOH guidelines for COVID-19 are as follows and will be modified depending on the particular emergency declared.
- Ensure a distance of at least 6 feet is maintained among employees at all times, unless safety of the core activity requires a shorter distance (e.g., moving and lifting equipment). Any time an employee must come within 6 feet of another person, the employee and person should wear acceptable face coverings.
- When distancing is not feasible between workstations or areas, provide and require the use of face coverings or erect physical barriers, such as plastic shielding walls, in lieu of face coverings in areas where they would not affect air flow, heating, cooling, or ventilation.
- Tightly confined spaces should be occupied by only one individual at a time, unless all occupants are wearing face coverings. If occupied by more than one person, occupancy will be kept under 50% of maximum capacity.
- Social distancing markers should be posted around the workplace using tape or signs that indicate 6 feet of spacing in commonly used areas and any areas in which lines are commonly formed or people may congregate (e.g., clock in/out stations, health screening stations, break rooms, water coolers, etc.). Further, bi-directional foot traffic should be reduced by using tape or signs with arrows in narrow aisles, hallways or spaces.
- Post signs, consistent with the DOH COVID-19 signage, to remind employees about social distancing, hand hygiene, PPE, and cleaning guidelines.
- Limit employee travel for work to only essential travel.
- Hygiene and sanitation requirements from the Centers for Disease Control and Prevention (CDC) and DOH must be followed, and cleaning logs that that include the date, time, and scope of cleaning must be maintained.
- Hand hygiene stations, including handwashing with soap, water, and disposable paper towels, as well as NYS Clean hand sanitizer or a hand sanitizer containing 60% or more alcohol for areas where handwashing facilities may not be available or practical, must be provided and maintained for personnel.
- Appropriate cleaning/disinfection supplies for shared and frequently touched surfaces must be provided, and employees must use these supplies before and after use of these surfaces, followed by hand hygiene.
- Regular cleaning and disinfection of the office location must be undertaken. More frequent cleaning and disinfection must be undertaken for high risk areas used by many individuals and for frequently touched surfaces, at least after each shift, daily, or more frequently as needed, and align with DOH’s “Interim Guidance for Cleaning and Disinfection of Public and Private Facilities for COVID-19”.
- Exposed areas must be cleaned and disinfected in the event of an employee testing positive for COVID-19. Such cleaning should include, at a minimum, all heavy transit areas and high-touch surfaces (e.g., vending machines, handrails, bathrooms, doorknobs, etc.).
- CDC guidelines on “Cleaning and Disinfecting Your Facility” should be complied with if someone in your facility is suspected or confirmed to have COVID-19.