• Use of Face Coverings to help slow the spread of COVID-19 (pdf 1063kb)
• Social Distancing
• What you need to know about handwashing
• Stop the spread of germs
• Online Acknowledgement Form

• Until further notice, employees will be asked to wear protective face coverings at all times, except when the employee is working alone in a private office.  Specifically, face coverings must be worn when the employee leaves their private work space and in all face-to-face interactions.  Currently Winthrop is supplying face coverings, and other PPE for facilities employees based on CDC guidelines for employees in certain professions.  For their own comfort and convenience, employees are encouraged to bring their own face covering when possible.
• In order to prevent the spread of COVID-19 and to protect the campus community, all Winthrop employees are asked to practice social distancing, follow CDC protocol for self-care, and wear face coverings while on campus.
• See the Phased Return to Work Plan for additional information regarding what Winthrop is doing to mitigate the spread of COVID-19 and how we are managing employee concerns.

• Stay at least 6 feet from other people
• Do not gather in groups
• Stay out of crowded places and avoid mass gatherings

• Wash your hands often with soap and water for at least 20 seconds. This is especially important after blowing your nose, coughing, or sneezing; going into the bathroom; and before eating or preparing food.
• Use hand sanitizer if soap and water are not available. Use alcohol-based hand sanitizer with at least 60% alcohol, covering all surfaces of your hands and rubbing them together until they feel dry.
• Soap and water are the best option, especially if hands are visibly dirty.
• Avoid touching your eyes, nose, and mouth with unwashed hands.

• At the time of publication of this communication, according to DHEC, symptoms of COVID-19 include shortness of breath, coughing, fever of 100.4 °F or greater, chills, repeated shaking with chills, muscle pain, headache, sore throat, and/or new loss of taste or smell.
• If you are experiencing symptoms or are sick, do not come to work.
• If you become ill while at work, notify your supervisor, GO HOME IMMEDIATELY, CONTACT YOUR HEALTHCARE PROVIDER, and contact Lori McManus (fscovidreporting@winthrop.edu) in Human Resources, Employee Diversity, and Wellness for additional information and instructions.
• If you appear sick, your supervisor may require you to go home.  (Supervisors should use discretion in determining when to send an employee home, taking into consideration symptoms associated with general allergies and the common cold.)  Please contact the office of Human Resources, Employee Diversity, and Wellness for assistance if necessary.
• If you have been in close contact with any person known to have been diagnosed with COVID-19 DO NOT COME TO WORK.  You must first notify your supervisor and then contact Lori McManus (fscovidreporting@winthrop.edu) in Human Resources, Employee Diversity, and Wellness regarding the need to self-quarantine and for additional instructions.  Should symptoms arise during your self-quarantine, you should follow CDC guidance regarding what to do if you are sick.  CONTACT YOUR HEALTHCARE PROVIDER IMMEDIATELY if your symptoms become severe.  You will need clearance from Human Resources, Employee Diversity, and Wellness before being allowed to return to work.
• If you have been diagnosed with an active COVID-19 infection DO NOT COME TO WORK.  Employees who are diagnosed positive should contact the Office of Human Resources, Employee Diversity, and Wellness for additional guidance.
• If you were diagnosed and have recovered from the COVID-19 virus, contact Lori McManus (fscovidreporting@winthrop.edu) in Human Resources, Employee Diversity, and Wellness for clearance to return to work.
• Known reckless behavior on the part of any employee may result in a requirement to self-quarantine and/or in disciplinary action.
• See the Phased Return to Work Plan for additional information regarding what Winthrop is doing to mitigate the spread of COVID-19 and how we are managing employee concerns.

In our continuing efforts to comply with the Americans with Disabilities Act (ADA) during the pandemic, Winthrop has established a COVID Temporary Accommodation Request form to enable employees to request an accommodation due to high-risk health concerns for themselves or family members.  An employee’s temporary accommodation request may include working from home (telecommuting), changing the physical layout of the work area, purchasing special items (such as a face shield) or other related requests. Medical documentation to support the request may be required.

Employees who are interested in requesting a temporary accommodation due to COVID-19 should submit the completed request form to HRHelp@winthrop.edu. The employee will be asked to engage in an interactive process with the employee’s supervisor and Human Resources to determine if the request can be reasonably accommodated without undue hardship on the University.

• Modified work schedule (flexible or alternate work hours; employees must continue to work the same number of regularly scheduled hours each week)
• Work from home (Supervisors and employees must remember that employees who are working from home are required to work the same number of hours each week as if they were working on campus. Work from home must be performed during Winthrop’s regular work hours – 8:30 a.m. – 5:00 p.m. - unless the supervisor and the employee have agreed to alternative work hours.  Non-exempt employees must submit a timesheet to accurately record the hours worked and any leave, and exempt employees must accurately report leave as appropriate.
  • During Phase II, the Temporary and Emergency Telecommuting/Remote Employment Guidelines Associated with COVID-19 should be followed when allowing work from home.
  • During Phase III (date to be determined) and beyond, the Winthrop University Telecommuting/Remote Employment Policy and Guidelines (coming soon) should be followed when allowing work from home.
• Use available/accrued leave (annual leave or compensatory time, if applicable) to cover time during which you are unable to work.
• Under the Families First Coronavirus Response Act (FFCRA) (see COVID-19 Information for Employees) employees may be eligible for up to 80 hours of Emergency Paid Sick Leave or Emergency Family and Medical Leave which provides leave for employees who are unable to work, including work-from-home, as a result of having to care for a minor child due to a COVID-19 related closure of a school or childcare center.  Leave offered as a result of the FFCRA is only available through December 31, 2020 (unless the federal government extends the date).  The US Department of Labor FAQs regarding the FFCRA specifically address how EFMLA can be used when K-12 schools are operating on modified schedules (FAQ #s 70, 98, 99, and 100)
• If other options have been exhausted, employees may request leave without pay.  Requests to take leave without pay must be approved up the chain of command with final approval from the President.  Leave without pay requests will be considered, but the needs of the university and requirements of the job may be such that a request could not be approved.

How to put on personal protective equipment

Social distancing

Do your part to slow the spread

How to make your own face covering

Protect yourself

Stay home when you are sick

Stop the spread of germs

How to prevent

What you need to know about handwashing

How does flu make you sick?

More videos like this are available on the CDC Youtube channel.