Faculty & Staff Return to Campus

In light of the updated CDC guidelines that were effective January 2022, we have made a change to the quarantine protocols. These protocols are in alignment with CDC guidelines and recommendations and are subject to change at any time. Use this link if you have you been exposed to or tested positive for COVID19?

IF YOU TESTED POSITIVE

IF YOU'VE TESTED POSITIVE AND HAVE SYMPTOMS, ISOLATE 10 DAYS FROM THE DATE THE SYMPTOMS STARTED.

If symptoms fully resolve, isolation may be shortened and end after day five or on the first day after this without symptoms.
IF you tested positive for COVID but never had symptoms (or ASYMPTOMATIC), ISOLATE 5 DAYS FROM THE DATE OF YOUR TEST.
Wear a well-fitting face mask.
Isolation should be extended to 10 days if a mask cannot be worn properly and consistently for 5 additional days.

IF YOU ARE NOT FULLY VACCINATED OR BOOSTER ELIGIBLE AND NOT HAD YOUR BOOSTER, AND HAVE BEEN IN CLOSE CONTACT WITH SOMEONE WHO HAS TESTED POSITIVE (THIS INCLUDES LIVING WITH SOMEONE WHO HAS COVID), QUARANTINE FOR 10 DAYS.

Quarantine may be shortened to 5 days if you have no symptoms and test negative for COVID-19 on day 5.
Wear a well-fitting face mask for 10 days from your last exposure.
Stay home and get a test if symptoms develop.

IF ARE BOOSTED AND FULLY VACCINATED AND/OR NOT YET BOOSTER ELIGIBLE* and have been in CLOSE CONTACT with someone diagnosed with COVID-19

You do not need to quarantine if you do not have symptoms.
Wear a well-fitting face mask for 10 full days from your last exposure.
Get tested for COVID-19 on day 5.
Stay home and get a test if symptoms develop.
Be sure to report positive Covid cases of all students and employees as well as positive infections impacting entire classes of students to Human Resources.

When you have a student or employee test positive, we need the following information:

Name
ID if known
If a student, physical location/campus where the student took the class
- On campus student or online only student
For students and employees, last date on campus or in the office
Date of test
Date tested positive

Return to Campus Guidance for KCTCS Supervisors

Many employers are finding that bringing employees back is not as simple as announcing a return date and business as usual. Our work environments and how we perform work have been altered significantly. Some of these changes may continue to be a part of how we conduct business going forward but others may not. While some employees may be ready and even excited to move back in, others with health concerns or who care for vulnerable individuals may be less enthusiastic. As supervisors, it will be your responsibility to help guide the process of navigating the needs of the institution while being understanding of the employee concerns.

This document is intended to assist supervisors through this process and to provide direction while following and staying consistent with KCTCS policies and procedures and adhering to all current state mandates and CDC guidelines. Though this document is a fluid document designed to support supervisors, it may not address all situations or questions that you may encounter. Please seek guidance from your administration and Human Resources office to work through unique situations.

First and foremost, the health and safety of our students, employees, and communities is our highest priority. Taking a responsible approach in implementing safety protocols and appropriate academic and student services support is key to having employees back in our buildings, classrooms, labs, offices, and other spaces.
As we prepare our employees to return to campus it is important to start the conversation as soon as possible for employees to plan for returning to campus. When communicating with your employees be sure to keep your communications clear and consistent with the message of the President and administration of your college. As the supervisor, set clear directives, expectations, timelines, and goals for your employees.

There is a lot to consider when it comes to returning to the office after working remotely. Getting back to campus is one step. Making sure all employees know what to expect and understand the guidelines for interacting with each other under this new normal and may require supervisors to provide additional support in the form of guidance and training.

Emphasize that health and safety come first. Instruct employees on new workplace sanitation and health and safety protocols. Set clear directives for the following:
- Employee Check-In – no longer required; eliminated. However, do a self -check in and if you are ill, consider working from home.
- Wearing Masks – required on campuses and in classrooms; faculty may teach with a face shield, but needs to don a mask when not teaching or not in the classroom. If you are in your own office with no visitors, you may go maskless.
- Social Distancing – some employees may feel safer if this is continued in certain work environments – especially when working with the public
- Personal Space – be mindful that everyone may still feel a little skittish about others invading their personal space.
- Meetings, work gatherings, break rooms, social seating areas, etc. – Must wear a mask since these are open, but again be cautious with personal space and distancing; everyone may not feel comfortable; we are still in a pandemic with a new variant in many states.
- Social Customs (handshakes, sharing food, office celebrations, sharing dishes and utensils, etc.) – these practices should be discouraged or modified for safety.
Encourage and provide employees training opportunities on the latest technology and tools to stay connected and engaged.
Schedule regular meetings to check-in with employees and monitor their progress.
Schedule team building exercises within your department or division.
Establish channels of communication and feedback that engage your employees.
Be open to adjustments and assessments as plans progress.
Encourage employees to get vaccinated.
Encourage employees to utilize the Employee Assistant Program (EAP).
Encourage employees to utilize vacation and/or sick (if appropriate) as many have not taken time off since the pandemic; be flexible with schedules.

Employees are scheduled based on the needs of the organization; these needs might not always match with the requests of the employees. Decisions to allow employees to work remotely or have a hybrid schedule must be made without bias or discrimination. Your College President or designee will consider what is in the best interest of your institution and must approve this type of work schedule.
- - KCTCS has implemented the Discretionary Remote Work Policy and Procedure (Administrative Policy 2.21 and Administrative Procedure 2.21-P) to allow remote work where it is in the best interests of the institution. Employees and supervisors must work together, guided by the policy and procedure, beginning with the Discretionary Remote Work Request Form, to decide if remote work is possible for the position and situation.

It is the supervisor’s responsibility to examine the employee’s job duties and how remote work will impact the department as well as morale before approving the request. Supervisors should apply consistent application of office schedules to ensure effective operations of the department.
It is the supervisor’s responsibility to monitor the amount and quality of the employee’s work.
The supervisor must document expectations for remote work as well as setting the schedule and availability.
Non-exempt employees (hourly employees) must be provided two 15 minutes breaks and a lunch period per day.
Non-exempt employees must be compensated for any hours worked over 37.5 during the workweek. Any hours worked over 37.5 must be preapproved by the supervisor.
It is the supervisor’s responsibility to maintain an open line of communication with employees who work remotely.
Supervisors should make it clear to employees that approved remote, or hybrid work assignments are subject to change.
Employees must follow the criteria established by the supervisor and listed in Administrative Procedure 2.21-P-3. B.