COVID-19 Notification Protocols FAQ

Information regarding COVID-19 information notification protocols.

 Information for Employees

Q: I have been exposed to COVID-19 or am sick with COVID-19 symptoms. What do I do?

  1. Contact your health provider and determine immediate next steps regarding testing, isolation, self-quarantine, and monitoring of symptoms. 
  2. Notify your supervisor and Human Resources immediately via email at humanresources@mica.edu or 410 225 2363 to help determine if others may have been exposed in the workplace and to discuss your leave options.

Q: I have tested positive for COVID-19. What do I do?

Important note: If you are working remotely, you do not need to inform your supervisor about being exposed to and/or contracting COVID-19, unless the employee needs to be on campus, or becomes too sick to continue working remotely.

  1. Contact your health provider and determine immediate next steps regarding isolation, self-quarantine, and monitoring of any symptoms.
  2. Notify your supervisor and Human Resources immediately via email at humanresources@mica.edu or 410 225 2363 to help determine if others may have been exposed in the workplace and to discuss your leave options.  Human Resources will communicate with Facilities Management and Campus Safety to facilitate sanitization of the potentially infected areas.
  3. Complete MICA's Contact Tracing form immediately available here.

Q: I am sick and concerned that I may have COVID-19. What do I do about work?

You cannot come to work if you are sick or exhibiting any Covid-19 symptoms (if you are at work, you must leave immediately). Contact your health provider and determine immediate next steps regarding testing, isolation or self-quarantine. Notify your supervisor and Human Resources immediately via email at humanresources@mica.edu or 410 225 2363 to help determine if others may have been exposed in the workplace.  Human Resources will communicate with Facilities Management and Campus Safety to facilitate sanitization of the potentially impacted areas.

Q: Is documentation required to return to work if I have been sick?

Per MICA’s policy, the College requires a work release for any illness or injury in length of three (3) days or more prior to allowing an employee to return to work. Please contact Human Resources with questions or to provide return-to-work information.

Q: I am required to self-quarantine for 14 days. How will this be handled?

Existing HR policies regarding leave and workplace flexibility apply in this situation. Please work directly with your supervisor regarding your work during the self-quarantine period. 

Q: I am caring for someone who has COVID-19. What do I do?

Please contact your supervisor directly.  All staff and faculty requesting a flexible or alternative work arrangement will be considered on a case-by-case basis in situations where creative work schedules have been shown to accomplish both work and personal needs, to provide coverage for individual department operations, and to serve the College as a whole with enhanced productivity at no expense to quality output.

Human Resources will partner with the department supervisor/manager to review the employee’s request and determine if the request or other options are workable within the department.  

To determine whether an employee's request for an individual alternative work arrangement is appropriate, the supervisor/manager must assess the impact and the outcome in terms of the essential functions of the role and student experience, and if the request is in the best interest of the department, College and the employee. 

An employee wishing to change or cancel an alternative work arrangement must obtain written approval from their supervisor/manager. Alternate/Flexible work arrangements are not appropriate for all employees or positions and are not a universal employee benefit.

In order for an alternate work arrangement to be approved, the employee must have a satisfactory attendance record and meet all performance expectations in their current role. The nature of the employee's work and responsibilities must be conducive to an alternate/flexible work arrangement without causing significant disruption to performance and/or service delivery. 

Q: What happens if someone in my department is diagnosed with COVID-19? Will I be told?

The identity of an employee who is diagnosed with COVID-19 will not be widely disclosed when informing staff or others who may have been exposed to the employee. MICA will provide notification to those who may have been exposed in a more generic fashion without disclosing the name of the employee.

Q: I need to be tested for COVID-19, who pays for the testing?

COVID-19 tests are available at no cost nationwide at health centers and select pharmacies. Per the Families First Coronavirus Response Act, COVID-19 testing should be free to anyone in the U.S., including the uninsured. Additional testing sites may be available in your area. Check with your current health insurance provider for coverage details and/or if you receive a bill.

Q: I have tested negative for COVID-19 after I was in contact with someone who was in contact with someone who tested positive. May I return to campus?

Yes, you may, however, continue to monitor for symptoms of COVID-19. 

Q: I have tested negative for COVID-19 after having come into contact with someone who tested positive. May I return to work?

No, you may not return to work immediately. You need to self-quarantine for 14 days from the last date that you had close contact with the person who tested positive.

 Information for Supervisors 

Q: My employee has been exposed to COVID-19 or is sick with COVID-19 symptoms. What do I do?

Direct the employee:
  1. Not to come to work (if they are at work, they must be directed to leave immediately). We recommend that the employee contact their health care provider directly for a recommendation on testing, isolation, self-quarantine, and monitoring of symptoms.
  2. If they are not working remotely, to contact Human Resources via email at humanresources@mica.edu or 410 225 2363 to help determine if others may have been exposed in the workplace and to discuss their leave options. 

Q: My employee has tested positive for COVID-19. What do I do?

Direct the employee:
  1. To contact their health provider and determine immediate next steps regarding isolation, self-quarantine, and monitoring of any symptoms.
  2. To notify Human Resources immediately via email at humanresources@mica.edu or 410 225 2363 to help determine if others may have been exposed in the workplace and to discuss your leave options if you have not been working remotely.  Human Resources will communicate with Facilities Management and Campus Safety to facilitate sanitization of the potentially infected areas.
  3. To complete MICA's Contact Tracing form immediately available here.

Q: My employee is sick and concerned that they may have COVID-19. What do they do about work?

Direct the employee not to come to work (if they are at work, they must be directed to leave immediately) and to contact their health care provider about next steps regarding testing, isolation or self-quarantine.  Have the employee contact Human Resources at humanresources@mica.edu or 410 225 2363. 

Q: Is documentation required for an employee who has been sick to return to work?

Per MICA’s policy, the College requires a work release for any illness or injury in length of three (3) days or more prior to allowing an employee to return to work. Please contact Human Resources with questions or to provide return-to-work information.

Q: I have an employee who is required to self-quarantine for 14 days. How will this be handled?

An employee should work directly with the supervisor to determine, on a case-by-case basis, if / how the work can be done remotely.  All staff and faculty requesting a flexible or alternative work arrangement will be considered on a case-by-case basis in situations where creative work schedules have been shown to accomplish both work and personal needs, to provide coverage for individual department operations and to serve the College as a whole with enhanced productivity at no expense to quality output. 

Existing HR policies regarding leave and workplace flexibility apply in this situation. Human Resources will partner with the department supervisor/manager to review the employee’s request and determine if the request or other options are workable within the department. 

To determine whether an employee's request for an individual alternative work arrangement is appropriate, the supervisor/manager must assess the impact and the outcome in terms of the essential functions of the role and student experience, and if the request is in the best interest of the department, College and the employee.