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COVID-19 Guide for Employees

Protocol if an Employee Feels Sick 

Employees who display COVID-19-like symptoms and/or do not feel well, are required to:

  • Stay home and not come onto campus
  • Call their medical provider, and
  • Tell their supervisor that they need to stay home

Supervisors must let their senior leader know about the employee who feels ill. The senior leader will notify:

  • Human Resources, to ensure that all necessary campus protocols have occurred; and,
  • Housekeeping, if needed, to ensure proper disinfecting measures is applied to employee’s work area. If any out-of-cycle cleaning is needed, the Housekeeping e-mail should be used specifying location and cleaning request:

Once affected employees feel better, they may report back to work if they have not experienced any symptoms for 14 days and test negative for COVID-19.

During the Employee’s Time at Home 

If employees can work from home, they are required to connect with their supervisor to make the necessary work from home arrangements.

If employees cannot work due to illness, they ae required to use their allotted sick days.

Employees who have questions about their work hours or personal time must speak with their supervisor or Human Resources.


Employees are required to utilize signage on doors, voice mail messages, and email “out of office” messages to communicate to their colleagues and students if/when they are working off-campus or from home and indicating how to best reach them.

Employees who feel sick are required to follow designated protocol in the section, “Protocol if an Employee Feels Sick.”

Returning to Campus 

Employees may return to campus and their offices and/or classroom and labs after they have:

  • received testing for COVID-19 at BC or elsewhere, and received negative results
  • completed their daily health app (on the homepage)
  • completed their daily on-campus check-in (on the homepage), and
  • received, read, signed and returned to HR the Employee Return to Work COVID-19 Control Plan, which describes the re-opening protocol.

Each time community members enter campus, they will need to be prepared to show their green screen on the daily health monitoring website,

  • To access the daily health website, go to: edu/check or to the homepage.
  • Login in with your Agora Portal username (your last name and some additional letters provided by Wadner) and password (the 8-digit number provided by Wadner). If this does not work, change your password at
  • Carefully review and complete the six questions of the Self-Assessment.
  • You will be presented with a Cleared or Not Cleared response, and related instructions on how to proceed.  

Flexible Work or Workplace Accommodation Application 

Pine Manor College requires that all PMC employees who seek to work from home (WFH), regardless of how many days per week that may be, are required to complete the application below to ensure transparency and equity in the WFH approval process.

Please complete this form and submit to your supervisor for approval, and then to Shelley Dropkin, Director of Human Resources. 

Flexible Work or Workplace Accommodation Application Form

Please review the application with your supervisor, then submit to John Bogdan, Director of Human Resources. Additional information may be requested, whereupon your application will be reviewed.  You will subsequently be informed of the status of your application.

For the purposes of this application, the following definitions of Workplace Accommodation and Flexible Work Agreement are as follows:

  • Workplace Accommodation – Under the ADA (Americans with Disabilities Act) and in response to COVID-19, a reasonable workplace accommodation is any change to the job or work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunity.
    • To receive a reasonable workplace accommodation, the individual must have an “actual” or “record of” a disability.
    • There must be some connection between the impairment and the specific need for the accommodation.
    • COVID-19 alone is not considered a disability.
    • Caregivers of individuals with disabilities are not entitled to workplace accommodation under Federal ADA, but may be entitled to leave under FMLA (Family Medical Leave Act) or FFCRA (Family First Coronavirus Response Act) –
  • Flexible Work Agreement – This is a two-way conversation between an employee and their supervisor.
    • Consideration is given to the needs of the employee which must be in considered balance with the requirements of the position and the needs of the College.
    • This agreement can include schooling and child care issues.