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Return-to-Work Guidance for Supervisors

Prior to Return to Work

Develop a Plan

  • Consult with your leadership to develop a detailed return-to-work plan for your area. The plan should include a schedule for who returns and when based on the University Task Force timeline, the return to on-campus dates established by your department and employees’ ability to return. The plan should be developed with and approved by college, school or division senior leadership.
  • Consider your area’s workspace, workflow, constituent flow and work priorities to determine if there is adequate spacing to maintain social distancing. If not, determine what changes need to be made, including which people can telework, which roles are absolutely needed in the office, and if flexible hours may be used for social distancing.
  • Assess other common spaces such as conference rooms and break rooms. Communicate what the common area procedures are upon returning to the workplace. Close any common spaces that do not have adequate space to maintain social distancing.
  • Communicate with your employees to determine their return to on-campus work schedule, according to the departmental timeline.
  • Review and implement staffing options such as teleworking, staggered start and end times, rotating shifts, etc., to maintain social distancing.

Communicate the Plan

  • Communicate the return-to-work plan for your department to your employees and ensure they understand their expected return to on-campus work date.
  • Determine an internal process for questions and complaints and share the process with employees prior to returning.

Review the Return Procedures

Follow Health & Safety Guidelines

  • DO NOT attempt to identify and target high-risk category employees. Rather, communicate to all employees about these categories and the support provided if someone wishes to request accommodations. In accordance with Americans with Disabilities Act (ADA) protections, employees are not required to disclose an illness if they are in a high-risk category based upon a pre-existing medical disability. 
  • Employees are required to conduct a daily self-screening before leaving home for any of the following new or worsening symptoms of possible COVID-19.
  • Employees with COVID-19 symptoms should stay home until they have contacted and received direction from their healthcare provider.
  • For direction on when to return to work, employees should consult with the Office of Human Resources by phone at 706-864-1440 or by email at hr@ung.edu.
  • Employees with a positive COVID-19 diagnosis should report using the UNG COVID-19 Self-Report form.

While at Work

  • Face Coverings: Wear a facemask or face covering when outside your personal workspace and in any shared workspaces where social distancing is not possible.
  • Hygiene: Encourage employees to rigorously practice hand hygiene, cough etiquette, cleanliness, and sanitation.
  • Signage: If applicable, create a protocol and post signage about managing office visitors. Download official signage.

Workspace Cleanliness

  • Provide tissues, hand sanitizer and disposable wipes for commonly touched surfaces (copiers, printers, workstations).
  • Request PPE supplies using the PPE Request Form. Prohibit employees from sharing other employees’ desks or equipment and ask them to wipe down desks and equipment daily.
  • Encourage employees to maintain office cleanliness through removal of unnecessary debris, clean counter spaces and support of cleaning efforts on common surfaces.

Social Distancing

  • Ensure the workspace adheres to social distance guidelines and have employees maintain at least 6 feet of separation from other individuals.
  • Keep meetings to 10 or fewer people and continue to use virtual meeting tools to promote social distancing.
  • Encourage employees to report unsafe practices that occur in the workplace to their supervisor or to the Office of Human Resources.
  • Conduct check-ins regularly with employees to discuss their challenges, concerns or questions. Offer support during this transition and contact the Employee Relations personnel for additional help in addressing concerns or answering questions.

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