Margaret Fitzgerald: Good afternoon, everyone. The noon bells outside my office just quit ringing. So I think we'll go ahead and get started. Thanks for being here today.
Margaret Fitzgerald: We found that these noon hour sessions have been very popular provides a great way to share information with campus and for people to ask questions. So our topic of this session is employee issues. And it's really targeted at staff.
Margaret Fitzgerald: So faculty may have different issues and different options, but our focus today will really be on
Margaret Fitzgerald: Helping employees address issues of concern around child care general well being, reducing spread
Margaret Fitzgerald: Interacting with students and others. So we have a variety of speakers and then we'll open it up for question and answer at the end of the session as well. And please feel free to use the chat box to ask your questions.
Margaret Fitzgerald: I want to let you know that I have to leave today at 1230 for another meeting. I've never charged out of a zoom session before, but I want you to know that I have that other commitments. So when I disappear.
Margaret Fitzgerald: That is why, so to get us started. Today we have Casey Peterson, the dean of students who is going to talk with us about how students are being educated on reducing spread. So I'll turn it over to Casey
Casey Peterson: Yeah, I was asked to just provide a little bit of an update. I think that we've heard a lot about and talked a lot about what we can do for students over the last
Casey Peterson: Two or three months and we haven't spent a lot of time talking, especially in this group about what we need students to do for us. And so that's part of what I'm here to kind of assure you that we're doing.
Casey Peterson: And the PCC W President's Council on campus. Well, being did a survey, a while back, and we did see that just for your information that faculty are the most concerned about all of this coming back.
Casey Peterson: Work and our incoming students are the least concerned I was happy to see that the older the students get, the more their concern matches the faculty and staff concern.
Casey Peterson: And so we are going to be working with our students here in the coming weeks to really educate them on what their responsibilities are for following the plans that we have on campus for trying to keep not only themselves, but the rest of us in a safe and productive place to
Casey Peterson: So my goal was to with this incoming class is to raise their anxiety level, just a little bit and get them a little bit more in the mode of thinking about the community.
Casey Peterson: And so we do have some messaging that will be going out to all students here, just before they come back, that will outline some of that.
Casey Peterson: We have a session with our Welcome Week leaders. We have 150 Welcome Week leaders who will be training next week.
Casey Peterson: And they'll be meeting with small groups of these new students over the course of Welcome Week, and that's a point where we'll be training them on.
Casey Peterson: How to role model what those responsibilities are all of that stuff as well. And then we've been working with our student organizations and the guidelines that we've got out there to try to make sure that they're
Casey Peterson: planning events meetings and such in ways that that match the guidelines and standards as well so
Casey Peterson: There hasn't been a lot of education out there to students yet, but it is all coming so that's that's the update I have right now.
Casey Peterson: Oh, and I'll put a plug in for tomorrow. If you have time, there's a lot of question about enforcement of the especially the facemask usage, that type of thing. And we're going to dive into that in pretty good detail tomorrow.
Margaret Fitzgerald: My instructions were that Casey
Margaret Fitzgerald: Was first up today, but I don't know who comes after Casey, so please feel free to speak up if you are on the agenda next
Laura McDaniel, NDSU: I think it's john and Pat was with some HR issues.
Laura McDaniel, NDSU: Yeah, real issues.
John Woolsey: So yeah, this is john that pets in the background if if she needs to get involved. She can she spoke.
John Woolsey: Yesterday on telecommuting and some of that might resurface here. But, uh, I wanted to talk to everyone.
John Woolsey: We, we are getting a lot of questions right now regarding
John Woolsey: Some of the decisions that are being made in K through 12 with the hybrid situation. I know that a lot of it hasn't been finalized, but it looks like in Fargo and West Fargo, they are going to be having some form of hybrid in maybe over and we're had to
John Woolsey: Do to the coven and so the questions are, does that count as a school closure and things surrounding the families first coronavirus response act.
John Woolsey: If you remember at the end of last school year, we had a similar situation, except all of it was remote and our employees had to react in different ways to that.
John Woolsey: The government came out with HR 6621 which is the families first coronavirus response act we have that up on our site for
John Woolsey: Under the code link all our forums related to this. Are there. This is one. And really, it provides a great summary of all the categories that are a part of the Act. So I want to, I do want to share a document.
John Woolsey: Can you see that Laura, I'm looking at you. Okay, so this is a form that's out on our site. I figured I'd start here and you can see there are
John Woolsey: five categories which are covered under the act in this. I know that Dr. Fitzgerald said that some of this is for staff but this this actual act covers employees.
John Woolsey: To include staff and faculty and student workers as well at a prorated rate. So you can see there are several different categories medium around quarantining
John Woolsey: And but the one I really want to focus on is the fifth one down. And if you can see my cursor it's caring for a son or daughter who's school or childcare is closed or unavailable due to Kobe 19 and I'm able to work or telework
John Woolsey: This is covered under the coca leaf in there's a initial 80 hour period that's covered and then there's an additional 10 weeks.
John Woolsey: So there's about a 12 week period in there that we track as FM la that can be used intermittently.
John Woolsey: That is covered under this. So if we do get into a hybrid situation and the employee needs to participate in their son or daughters education on intermittent days. This is a lead that can be used.
John Woolsey: We would just need documentation. And again, if it's a school closure in the area. We're going to know about that, but there is some other documentation that we wouldn't need. I'm going to go over some of that to
John Woolsey: Just note that this type of leave only pays two thirds of the salary of the employee. The other third would need to be supplemented
John Woolsey: Through annual leave because it's not a sick type situation. OK. So the other other leaves are paid the top three are paid fully
John Woolsey: But this leave is two thirds and just know that this app came out at the beginning of the corona virus.
John Woolsey: Outbreak and it's right now only good through December 31 of 2020. Now does that mean that it won't get extended or there could be changes to this.
John Woolsey: Most definitely. There could be, but right now it's through December of 2020 so you'll see this as a three page form. I'm going to go to page three. Now, because that talks about some of the documentation.
John Woolsey: So bear with me here.
John Woolsey: So if you're going to do.
John Woolsey: The leave for the school closures, etc. There's some other information that we're going to need that would need to be filled out on this document.
John Woolsey: So that's one thing that we've used for documentation. I'm going to stop sharing here and go to a different document so you can understand why we need to do that.
John Woolsey: All right. Can you see this one here with the case. Yeah. So these are the IRS guidelines and the reason why we need that is to comply with those
John Woolsey: So the name of the school. Obviously, the name and age of your children a representation that no other person will be providing for the care of the child. During the time which you're trying to use the MLA
John Woolsey: And the inability to work or telework in the reason I want to bring this up is if you have a child that's between 15 and 17 it's going to require some additional information which we track because of these IRS guidelines.
John Woolsey: So I wanted to share that as well.
John Woolsey: So when you look at these hybrid situations, the answer to the questions when when the employees are calling in regarding if I'm putting to a situation because of the school. Am I eligible for this. The answer is yes.
John Woolsey: And that can be intermittent or continuously where it becomes where it might not be eligible is if the family has made a decision to go to virtual learning
John Woolsey: And it's not because of the, the medical situation of the child. It's something that they made us a choice. We would need some type of documentation to show that it's for medical reasons of the the child or that
John Woolsey: Or what the, what the reason is for that. But I would say 95% of the time where these requests are coming in because of the choices that the school made the hybrid situation. So I wanted to update all on that.
John Woolsey: The one thing I do want to speak about a little bit and Pat touched on it yesterday. I thought she did a good job is the remote work. Remember this is leave this is not
John Woolsey: telecommuting or remote work if because of this, this hybrid situation, you want to work from home. That is a discussion between the manager and the employee using the guidelines that are out there with our policy as to operational commitments and things of that nature.
John Woolsey: So, so the
John Woolsey: If you're, if you're wanting to work from home. That's a totally different topic that is not covered by this Kovac. Leave Act.
John Woolsey: So I want to get that out there because sometimes there's some confusion because the hybrid situation could create that right. It could create the situation where you want to work from home.
John Woolsey: But the manager any employee needs to assess to see if there's operational needs where you can do that in actually go through that process. I think Pat did a good job yesterday, telling everyone that
John Woolsey: It's only required if it's 30 days or more in. Remember, this is a hybrid situation where the employee might only be requesting two days a week depending on the school situation and
John Woolsey: The other three days, they'd be working that I guess the answer to that question would be is it required to go through the the telecommute work agreement tap would say it's not required, but probably it's warranted.
John Woolsey: Because you want to capture that discussion between the employee and the manager as a part of that process, which goes beyond them up through pat to to some others so
John Woolsey: I want to share a little bit about that because I know sometimes people get confused about covertly in any other option of working be home because of the situation that could leave is started.
John Woolsey: So, so I'll pause there because I'm sure I got a lot of questions coming my way
kristi steinmann: There's one question that a few people are wondering if maybe Provost Fitzgerald could answer around faculty who don't have paid leave
kristi steinmann: If they're nine month faculty if they don't have paid leave. How does this work for them.
Margaret Fitzgerald: Right, my response and I turn my camera off because it was eating lunch, but I'm basically covering courses is a real challenge if faculty have child care conflicts.
Margaret Fitzgerald: In it, is it all. Although faculty are covered under the FM la provisions finding people to teach for them. This is a different type of challenge so
Margaret Fitzgerald: If a faculty member anticipates that he or she is not going to be able to completely that cover their instructional responsibilities as originally planned here she should work with his or her department had to try to figure out what is a feasible solution.
Margaret Fitzgerald: And and whether that faculty member can actually teach that course that semester, whether they could have a graduate assistant or some other person, helping them with the course.
Margaret Fitzgerald: Quite frankly, with some of our courses, our faculty are so specialized that it's difficult to find someone else who can teach their course if they can't
Margaret Fitzgerald: So I, I almost would say it's a one on one type of situation where we have to work individually with people because it's very difficult to give a blanket answer that's going to work for everyone.
kristi steinmann: And then there was just a follow up question. So
kristi steinmann: And you've kind of touched on this Margaret, and this might be different depending on if it's staff or faculty, but if we're home providing childcare due to hybrid or virtual learning
kristi steinmann: Are we, are we required to take leave or can we just work from home doing work in different hours or while we're we're doing at the same time.
Margaret Fitzgerald: You know faculty have have a lot of flexibility and how and where they do their work.
Margaret Fitzgerald: Under normal circumstances and some of those
Margaret Fitzgerald: Those flexibility is applied during the pandemic as well with the faculty appointment as long as you're meeting your expectations and getting your work done and producing what you're supposed to be producing
Margaret Fitzgerald: You have a lot of latitude of where you are. When you do that, whether it's in your office or at home or in your lab or a coffee shop.
Margaret Fitzgerald: You know i i most faculty work far more than 40 hours a week, but they tend to do it when it works for them. And so faculty will still have that same kind of flexibility during fall semester with the pandemic.
Margaret Fitzgerald: However, you know, we are encountering all kinds of new challenges and in how we teach and how we work with students and how we accomplish things so
You know, there, there are still those expectations that you have to deliver on what you're contracted to perform
Margaret Fitzgerald: Yeah, that's good to work with your department had to try to negotiate what this is going to look like for you in the fall.
John Woolsey: I see, I see a couple questions in here that I know some of my people are answering. But I want to just also discuss them. So I shared at the beginning that this is
John Woolsey: A 12 week lead period if you're in a situation like this, it is tracked BSL a family medical leave
John Woolsey: The first two weeks or not. They don't count towards it. But the next 10 weeks to so we track this on an annual basis.
John Woolsey: So what's happening was, when these forms are sent in. They're sending through the manager, we get them in HR we review them determine if there's more documentation, then we send back an email approving
John Woolsey: In there's guidance on what you have to do to track your time and Kobe.
John Woolsey: Pat's on the other end of that doing a lot of manual stuff to make sure we're keeping track of this in Maria and my division as well. So we're tracking it much like any other app them away.
John Woolsey: you're eligible for 12 weeks of that a year. So a lot of people have already used some of this in the first go around.
John Woolsey: So once that 12 weeks is over, then the MLA stops in so with the the coven lead. So we track it throughout and there could be even other circumstances boys could have been on maternity leave. That's all tracked as a part of this. So I want to share that. And then I saw another note.
John Woolsey: About
John Woolsey: The pro faculty that its own accrued leave
John Woolsey: I guess the question is, is there anything else to do. Because, because your rights some faculty don't accrue leave
John Woolsey: In the staff, they have they have their leave that they can use to supplement right now it's two thirds pay and we do not have an option for the faculty to to
John Woolsey: To pay the, the other other piece. Now what we have done in some cases, because remember, this can be intermittent is if the employees out on
John Woolsey: On an intermittent leave and they're a faculty member, we could supplement that with some teaching time or something like that. We've worked with groups that have those type of challenges. So there's an option, possibly there to to to help out with the situation.
John Woolsey: So hopefully I answered some of those things.
kristi steinmann: There's another one. I'm asking, Does this apply if you have children with special needs that are unable to attend a regular daycare on days they have online school
John Woolsey: So,
John Woolsey: So I guess I would need to know a little bit more
John Woolsey: Regarding that
John Woolsey: Possibly probably what I would like to do is talk to the person directly offline. That is asking that.
John Woolsey: Because remember, it's all about Kobe Kobe. It's creating a situation that's changed the way things are happening with you. That was forced you to have your child out of date here. I mean, we can look at that. So, so I'd rather take that one offline.
John Woolsey: It may come down.
Ruth Wirtz: On
Ruth Wirtz: That one was my question. I can give you a call or email you later on about the specifics of our two young ones.
John Woolsey: Sure. And that's Ruth.
Ruth Wirtz: Yes. Okay.
John Woolsey: Yeah. You can call me, you can. Yeah, thank you know i'll help with that.
kristi steinmann: All right, we had a couple other questions around
kristi steinmann: First, it was, it would be wondering if there's a campus wide policy that provides a commitment to work with families as they navigate all of this.
kristi steinmann: Realizing that there's potential for an equity between people. If it's really up to the supervisor to determine how someone is accommodated. And then another
kristi steinmann: Another comment that it would be helpful to have an official message, message to unit heads on these accommodation. So I just wonder if either Margaret or john have have a response to those
John Woolsey: I can take a stab at some of that.
John Woolsey: So I can tell you that
John Woolsey: last school year.
John Woolsey: I think we do not have a university.
John Woolsey: Policy procedure that's out there. I mean, we have we have the remote workplace procedures, but I can tell you that in general.
John Woolsey: Managers when they were having discussions with employees during last school year were very accommodating provided
John Woolsey: The position.
John Woolsey: Can work remotely and I can tell you from my own team. I have some people on my team that are going to have children that are going to be in these situations.
John Woolsey: And I'd rather have them be working then to be out on leave, right, because if one of them were to leave, then I would be challenged in trying to, you know, cover some of the things that they would normally do.
John Woolsey: And I think that that's kind of the mindset of several of the managers that are out there. So if they need to.
John Woolsey: If they need to work from home during these two days or if they need to India can in their, in their jobs and they can
John Woolsey: Or if they need to, we need to flex the schedule because of that so that they can make other arrangements. I'm going to try to work with them. And that's kind of the mindset I saw many of the managers that are out there working with
John Woolsey: During the last school year around these things.
John Woolsey: So, so, no. There's not a policy commitment. I mean, we have the remote work procedures, I would say, work with your manager and I know one of the questions came up early on with Dr. Fitzgerald before this meeting and I guess if there's a disagreement between a manager.
John Woolsey: And an employee on
John Woolsey: The thought process behind what they want to do.
John Woolsey: Kenny employee speak to someone else, most certainly. They can i mean they can speak to, to HR or because remember this remote work.
John Woolsey: Place agreement goes through the manager and then it goes on to some others. So there's the question came up, is there an appeal process and there's not really a formal appeal process, but we can certainly
John Woolsey: Review the situation to see if there's accommodations that we can make. Now remember combinations are normally are due to a disability or something like that. So this is really an informal accommodation that we'd be looking at. So
John Woolsey: So hopefully that helps answer some of the questions I know Dr. Fitzgerald with had had said she got had to get off. So, did I answer both the questions Christie, or was there another one.
kristi steinmann: I think so, there's still some comments that I think would be
kristi steinmann: We can either come back to them, or I think I will make sure that we forward them on so that they can all be looked at. I think it might warrant some more discussion.
John Woolsey: If there's some one offs out there because I know there's like a lot of, well, what if what if they can reach out to me directly, or one of my team Maria Jill are on the call. I know we're all handling these requests as they come in.
Laura McDaniel, NDSU: Margaret said, can I just carry on. I think you're right, all of you who have suggested that we need to have a message that everyone hears at the same time, I'll bring that forward and
Laura McDaniel, NDSU: I think that's a good suggestion.
Margaret Fitzgerald: Thank you, with regard to the PT question before I leave this afternoon. We did an automatic one year extension for people on tenure track appointments or going up for full last spring, because of the pandemic. If it seems like we need to do more. We can have those discussions as well.
Thanks. Sorry to interrupt.
kristi steinmann: We had another question, wondering about staff safety and will we be allowed to offer shortened office hours in department offices. Can we keep doors closed and ask for email contact and how do we make sure that our staff are safely at a distance from everyone.
John Woolsey: And I know we have an FAQ out on this. Um, it's really department mentally looked at we've we've suggested
John Woolsey: You know options being you you rotate staff and you rotate hours to minimize those type things. So there's an FAQ out on I believe the HR site and maybe one other area.
John Woolsey: That speaks to this in. I know that managers are considering that as a part of their whole thought process when you're scheduling people and things of that nature.
Casey Peterson: I would just add in that
Casey Peterson: A lot of the offices that I work with, have been really good at analyzing their space and making use of the signage provided on the University Relations.
Casey Peterson: Website for just making it really clear in their spaces you know where that six foot distance is encouraging if you know the signs again that say if you're not feeling well. Please don't come in. That's not the exact wording, but
Casey Peterson: Really, making sure that it's clear to visitors what the standards are for your workspace to
kristi steinmann: The only other questions I've seen on here look like they were answered by Maria in the chat. But one was a confirmation of if a staff member us all 12 weeks of MLA
kristi steinmann: due to non coven related reasons what happens and Maria mentioned that if if all 12 weeks of MLA were used. They're not eligible for further leave
kristi steinmann: Or the code paid leave. And then another question was if the 12 week period has to be continuous, or if it can be intermittent and Maria said that that can be intermittent yes
John Woolsey: There can be either no
kristi steinmann: I'm
kristi steinmann: Sorry, I'm just reading this question as it comes in. One thing I'm concerned about is trying to balance the need to be open and visible versus being socially distant and healthy does NDS you want us in and working or working from home, if we can, and social distancing to reduce the spread
John Woolsey: That really is, it goes back to the I obviously we want to minimize the spread. Okay, let me say that first. But that really goes back to the
John Woolsey: discussion between a manager in the employee or the departmental manager on on you know
John Woolsey: They're in in their position that all needs to be considered in that the aspect of things. Because remember, the main difference this time between this time. And last time when school was in is our students were gone to, they were all being
John Woolsey: Instructed taught online at the time, so many of our employees were working remotely too because there wasn't the need for that interface. And I think we've learned a lot since the last time.
John Woolsey: But now, our students are coming here. Right. And there's going to be some positions that require interface. And I know that managers are trying to be
John Woolsey: Creative in the way they go about this. I hear them. They talk to me all the time and I think they will continue to do that. It's not just a black and white thing. And I think that we need to to make sure that you know that continues those discussions continue to happen.
kristi steinmann: And new question if you're working from home and injure yourself if you sprain your back or something like that. Technically, it's not a workplace injury, unless you have a remote work agreement. So would it affect your workers comp. If you do not have that
kristi steinmann: Remote work site agreement and, if so, should all faculty be advised to complete it.
John Woolsey: Right is Jennifer on
John Woolsey: That that is a that is probably something that she can discuss Pat, I don't know if that's something you want to weigh in on
John Woolsey: It's not my expertise.
Patricia Hanson: I would probably say that's why we recommend that to have a remote work site agreement is just to make sure that it's clear when you're going to be working when you're not going to be working
Patricia Hanson: It's been one of the concerns. What happens if you're injured at home. And how do you prove that you're actually working or not working.
Patricia Hanson: So I think it's not a slam dunk. But it just is for your benefit to make sure that your supervisor understands when you're going to be working at home to help cover you in situations like this.
kristi steinmann: I'm going to go back to one question that I, it looks like I missed. And I'm not sure where it came in in the conversation. So Shannon, you might
kristi steinmann: I might need you to clarify if we disagree with actions taken, who's the contact, and I think this was related to how the
kristi steinmann: The safety precautions were done for office by office.
Shannon Ueker: Yeah, right. And this is Shannon and just to kind of, I was going to elaborate again following Beth's comment.
Shannon Ueker: If we are concerned about our own health, for whatever reason, and don't agree with the decisions that are being made.
Shannon Ueker: Who's the next person that we contact to make sure that we're comfortable if
Shannon Ueker: For whatever reason,
Mm hmm.
John Woolsey: So I have a couple thoughts. One, we have a policy for agreements where we cover some of these things. If you're not satisfied with the the outcome of a decision, a process of procedure, those type of things.
John Woolsey: Obviously, I would encourage that you speak to the manager to see if you can
John Woolsey: Handle that grievance. But then, you know, through the grievance process. You can go to the next manager, etc. If it's a personal situation where
John Woolsey: You need an accommodation because of a disability or something like that, then we have a policy for that as well and HR, we get involved and help help with the management team, but
John Woolsey: I would say the first the first thing you want to do is try to address it with the leader of that departments that manager to see if you know your concerns can be addressed in trying to change. And if you're not satisfied, we we've looked at the other options. Does that help, Shannon.
Shannon Ueker: Thank you. Yes.
Laura McDaniel, NDSU: Um, one other thing I want to clarify, because I think I saw that
Laura McDaniel, NDSU: There was a comment about
Laura McDaniel, NDSU: Face coverings not be yeah there.
Laura McDaniel, NDSU: In the classroom. Is everyone aware that we did change our face covering expectation. So that all of us, including students wear them anytime we're around people.
John Woolsey: I saw that, too.
Laura McDaniel, NDSU: Yeah, so that's an important change that might be
Laura McDaniel, NDSU: Of a little more comfort for frontline staff that everybody who comes into your space should be wearing a face covering that expectation
Laura McDaniel, NDSU: Was pretty black and white and communicated directly to the students. Last week I think and Casey's nodding. I know that there's going to be some more conversation about that with
Laura McDaniel, NDSU: Students as they come in and carry on is asking, can you take them off in the library.
Laura McDaniel, NDSU: Only if you are, you know, all alone in the library. Otherwise, you need to have your face covering on because
Laura McDaniel, NDSU: We had some conversation.
Laura McDaniel, NDSU: You know yesterday to six feet is a is a good number. But there's too much movement and there's too many people to assume that you can have a tape measure.
Laura McDaniel, NDSU: And just, you know, hold your 60 out. So we're really going to have to all contribute responsibility to the environment and
Laura McDaniel, NDSU: The students are going to get that message pretty powerfully in a lot of different ways. So I think the session tomorrow we'll have a little bit more about how to work with students. If you know if you have, if you have someone who shows up without it.
Laura McDaniel, NDSU: But, for starters, they are clearly being
Laura McDaniel, NDSU: informed that they need to be prepared to be wearing face coverings that they should bring some we're providing one at least one to every student. I think some other divisions have some other
Laura McDaniel, NDSU: Face coverings coming their way. So, so, but every student will be provided at least one
Laura McDaniel, NDSU: And I don't know if you all know about the signage that we did get some Kazakh funding actually for signage, so you can
Laura McDaniel, NDSU: Make sure and have that sign in your lobby. It's on the University Relations resources website. And there's a there's an 11 by 17 sign that says, Faith covering required so you can have have a couple of those for your spaces are depending on the size of your building as many as you need.
Laura McDaniel, NDSU: Those are going to be everywhere. So if your space doesn't have them yet, let us know. We'll, we'll get some sent over. So those are the kinds of things that are
Laura McDaniel, NDSU: Occurring now and I think we're all prepared to just keep working toward solutions, as you know, human beings start interacting Casey anyone add anything
Casey Peterson: I was just actually I was looking at the comments there and
Casey Peterson: Can some of the continued conversation around the library, in particular, and my understanding of the way that the policy is worded is really that
Casey Peterson: Face coverings are required indoors at all times. Unless you are in a private space. So like right now I am in my office and I'm alone. And so my mask is off.
Casey Peterson: But I can tell you that I've adjusted over the last few days myself to when I need to go to the restroom or down to get a cup of coffee, the facemask goes on.
Casey Peterson: Within the office here within the building.
Casey Peterson: And so that should be the same for all of us, students, faculty, staff in any building. So the only spaces in the library. I can think of are potentially a study room that they check out by themselves, those types of things.
Casey Peterson: And so, and then even outside
Casey Peterson: The masks are really encouraged if they can't maintain that six foot distance so
Casey Peterson: That's really the message that we're going to be sharing with students is is really unless you are in a private space. Those facemasks should be all
beth: This stuff to me from the libraries here. One of my colleagues, just put the exact language there. So can the language on the website be amended to that because right now. Students can point to that and say I am physically I am socially distance. So I don't need to have a mask on.
Laura McDaniel, NDSU: Yeah, we'll have to look at that. I think that I think that what what I think is in the library. You might be
Laura McDaniel, NDSU: Six feet away from people or five minutes. But then there's too many people in too much movement to count on that. So that's intended to be you know when you're in a space that you control. But when you're in a general public space. If there's movement so
Laura McDaniel, NDSU: There's probably a different understanding
John Woolsey: I think over time.
John Woolsey: I can speak for what we were at the stop and go, and I agree with what Casey said when I'm hearing you. I'm in the office right now.
John Woolsey: But if somebody walks in my office, my mask is ready and I can put it on. When employees students or whoever come over, we require a mask. If they come in without one we remind them of the policy.
John Woolsey: The procedures and they normally are going to go out and get their masks. They Just Forgot it. It's more of a ministry of oversight. They don't have one. We provide one of our
John Woolsey: Mass that are disposable. But the more we can do
John Woolsey: As employees.
John Woolsey: Students of the organization to to make people aware of it. I think the culture is going to automatically. You know, adapt to that. So I think that you'll see it's it's common I was over at the Union yesterday.
John Woolsey: Presenting on our new rollout of our system, which I'm excited about and we were mass. The whole time while we were presenting and
John Woolsey: It was kind of goofy, but we did. And I noticed that most people in the building the attendees all did. But most people in the building were wearing them to to include the students on tours and stuff like that so it's it's getting out there. I think that
John Woolsey: I think you're going to be pleased with the way people are coming to it.
kristi steinmann: One of the follow up questions was, if cubicles in an office are considered private space. And I think, and just adding to the clarify clarification of what we mean when like if you can guarantee that you won't kind of accidentally bump into someone or be within someone six feet space.
kristi steinmann: Then it wouldn't be considered private space.
kristi steinmann: Is that
John Woolsey: The questions about, is this a cubicle if there's a divider between two feet two people, and it's less than six feet, I would think we'd want to wear a mask ray or face capris because
John Woolsey: The cubicle, you're right. People are going to get up and go around and I think it's more the private spaces like the offices where
John Woolsey: You can do some of what I'm doing now, but he's right. I mean, Casey. Whenever I go out of here to the bathroom or two.
John Woolsey: To go make a copy or whatever my mask is going on. And if I forget, you know, right after him going out the door. I'll go back and get it, you know.
John Woolsey: It's pretty soon. It's going to be a natural thing like when we go through the airports and we have to go through security now with with the stuff that's going on. So,
John Woolsey: So I think that in my opinion I and I know that's not an FAQ that's out there right now, but a cubicle is not really considered a private space, unless you're the only one, the building, you know, and here in the cubicles like that.
kristi steinmann: There's still some more discussion around the the library and how visitors are not wearing masks. So, wondering if we have clear signage on any of our buildings that say like master required in these buildings.
kristi steinmann: And library does. Okay, I'm going to jump to another question that was asked earlier does. And yes, you have any intention to have a policy that faculty or staff are expected to quarantine if they return from an area that has known outbreaks, whether for personal or private
kristi steinmann: Reasons for travel.
John Woolsey: It's fine. Like for maybe he could when he's on
Mike Borr: Yeah, I can take that we would be looking to follow the guidance decision by the state and not implementing anything
Mike Borr: He dandy as you. So if the State were to change, then it becomes a state and a health officer directive and we'd be expected to comply with that.
Thank you.
kristi steinmann: I don't believe I have an. Any other questions that we've missed unless I missed it. And then, in which case either unmute or type it again. But I think we made it through the other questions.
John Woolsey: I'll just, I'll just make one final comments, so I know there's probably some of you that
John Woolsey: Are out there that didn't ask a question, because you didn't want to put your personal situation out please reach out to
John Woolsey: Maria Gil or myself if you have those questions and we can help you navigate through that there's no stupid question. I mean, this is this is unprecedented times and we want to work with you so
kristi steinmann: Another comment, talking about the the Memorial Union announcement that came yesterday cited campus policy to face coverings are required.
kristi steinmann: And they include conference rooms lounges retail dining and that we we could consider study rooms common areas because they're used through by others throughout the day. So, those that was a comment on a question.
kristi steinmann: So I think just another another comment that we should ask it requesting to amend the language to make it clear when masks are are required.
kristi steinmann: Any other questions.
Mike Borr: I don't think it was touched on, but also see in the in the chat, talking about the survey responses on whether or not people are likely to wear
Mike Borr: Face covering recall at the, if I remember correctly when that survey was out, we weren't used under the current guidance we were
Mike Borr: Still using the six foot distancing if you can maintain that there wouldn't be an expectation. So, those numbers are our data to the you know the timeframe that the survey was active
kristi steinmann: Any other questions.
Bakr Aly Ahmed: It's it's maybe not a question but it's a comment.
Bakr Aly Ahmed: Because yesterday we were talking about maps for classrooms and stuff.
Bakr Aly Ahmed: Related to the students. And we know that's very important thing that we have a
Bakr Aly Ahmed: Preparation for welcoming students
Bakr Aly Ahmed: To come to the campus and asking questions. So I was wondering if we need to have an easy way to communicate information because we have numerous number of guidelines and policies.
Bakr Aly Ahmed: And is there any way to make this the best way to communicate this in a graphical way like use graphical illustration to put signs for guidelines everywhere so students can read the man for classrooms with. And also please instruction in a very simple way.
Bakr Aly Ahmed: We know that one pictures can convey sounds and words. So students sometimes don't have time to read
Bakr Aly Ahmed: hundreds of emails to get the points. But if we emphasize that by adding more signs was a graphical illustration will be the easy way
Bakr Aly Ahmed: To really spread this kind of guidelines and policies that we need to see the students. I know that we have a lot of work in that kind of way I can help. If there is a need for a graphical representation of any of these guidelines, I'd be more than happy to help on that.
kristi steinmann: I know Laura and University Relations does have
kristi steinmann: Oh yeah, there's a couple people are sharing the link to the code signage request that University Relations has where you can request for that signage for your building.
kristi steinmann: Saying that you've got face coverings required there. And then a couple other things to wash your face. And sorry, wash your hands and remove your face covering appropriately.
kristi steinmann: With some graphics
kristi steinmann: And I think that those were Laura, you can maybe say more about this, but I think they were covered by cares X fun Act funds. So it's not up to the department to pay for it. Right.
Laura McDaniel, NDSU: Those are the ones that
Laura McDaniel, NDSU: If you order through that page, we can run it through the Cures Act funding.
Laura McDaniel, NDSU: And they have both people kind of asked for some fine print, so that they have some type on them that are
Laura McDaniel, NDSU: You know, something you can point to, if you do get into a discussion with someone, but there. They are meant to be very quick visual reminders.
Laura McDaniel, NDSU: And I think that we're going to need them in all the spaces in addition to, you know, sort of peer pressure and cultural acceptance and, you know, everything is everything is going to be as many pieces and parts as we can put together at one time as possible.
Laura McDaniel, NDSU: But we see much more face covering acceptance on campus in the last two weeks that we have all summer. So I do think it's moving in the right direction.
Laura McDaniel, NDSU: And I think it's really important for all of us to be really good role models, you know, one of the things we're going to remind student leaders.
Laura McDaniel, NDSU: At the Welcome Week orientation next week is that, for example, their social media presence is a message. So you know if they would be leaders in their images, having distancing and wearing face coverings and sort of
Laura McDaniel, NDSU: Still having a good college experience while you do what needs to be done for now.
Laura McDaniel, NDSU: You know, we're reminding everybody about those kinds of things. So I mean admission as an points out admission has done a really good job of modeling that behavior. So we're, we're, we're doing everything we can.
Laura McDaniel, NDSU: To have the students understand that.
Laura McDaniel, NDSU: It's they can they can carry on. They, they just need to be mindful and I'm the first to admit it's a big Habit Change. So I need reminders from time to time, so
Laura McDaniel, NDSU: It's a little bit that we're going to just have to keep helping each other.
Bakr Aly Ahmed: And the way to be more convincing than to be enforcing because policies have a lot of enforcing thing but we needed to be presenting the way to be convincing teenage is always rejecting any advice. And so, so how we really convince him to do that.
kristi steinmann: Got a couple more questions that came in. Can anyone speak about resources for staff around mental health concerns or isolation just knowing that the gap that we have is
kristi steinmann: Is nice, but it's a little limited
John Woolsey: So,
John Woolsey: So obviously, besides the AP, we have our medical
Laura Oster-Aaland: Coverage that
John Woolsey: can assist with, you know, different things like that, um,
John Woolsey: You know I'm, I'm not aware of other options. I know that our EP right now is being utilized more than it ever has. Which is understandable.
John Woolsey: And I'm not sure if our own counseling area would
John Woolsey: Really be able to get involved in any of that stuff so
John Woolsey: Besides, like, state, local, you know, help that might be out there. The AP and in our own medical coverage.
John Woolsey: I don't, I don't know about other options.
John Woolsey: I know I I've had to recently get involved in, you know,
John Woolsey: being apathetic towards different things that are going on. So I'm doing my best to help out when I can out there, but
John Woolsey: If there's other thoughts out there, please share
Laura Oster-Aaland: Yeah, and I just shared a link to a resource page that our health promotion staff put together. So to answer the first question.
Laura Oster-Aaland: The NICU counseling center cannot see faculty and staff for their own personal concerns they would, they would just not have the resources to do that. You can consult with them about a concern related to a student, but
Laura Oster-Aaland: But anyway, the, the staff did can. There's a lot of they compile this resource page because there are a lot of like online and virtual sorts of help features out there. And so many of them are listed at the website. I put in the chat. So that might be an additional resource.
Jill Sackenreuter: This is Jill. I encourage you. Yes, we have wonderful insurance to reach out to your provider if you're not working with a particular counselor.
Jill Sackenreuter: Ask them for a recommendation, they can help refer
Jill Sackenreuter: You not that you necessarily have to, but sometimes the quick, that's the quickest way to get into one of the counselors or therapist within the region.
Jill Sackenreuter: And again, like I said, we have great coverage. I can tell you from personal use. They pay a lot they pay quite a bit. So, so please reach out, use your insurance if you go through Sanford work through Sanford, or if your essential participant use them. They're very good
kristi steinmann: We had another question. Is there a process in place to assist students who are not able to wear a face covering due to a documented issue so that they're not continuously address to put one on
Casey Peterson: So I'm going. I'll try to answer this one.
Casey Peterson: Thanks, Sherry.
Casey Peterson: And
Casey Peterson: My answer is yes and no. Both. So we've talked about it a lot in the classroom and students are being directed if they have a condition
Casey Peterson: Where they're not supposed to wear a mask. They're supposed to work through disability services to have that documented and to determine what a reasonable accommodation would be. And so I think that that
Casey Peterson: We actually I don't think we've actually talked about that in a more expansive way outside of the classroom when we're talking about other places on campus. And this is sparking me to ask some of those questions, but I believe that same process would play out.
Casey Peterson: For access to services and those types of things. So at this point.
Casey Peterson: Just, just not wearing a mask is not seen to my understanding, it's not seen as a reasonable accommodation
Casey Peterson: On the national level through disability services because the purpose of the mask is to protect others. So it might be may seem like a reasonable accommodation for that, that one person, but it's putting everybody else at risk.
Casey Peterson: And so I'm not sure if they've had more conversations about different types of face shields and those types of things. So I'll need to check in with our common to see where they're landing with that.
kristi steinmann: CASEY there's a follow up is a reasonable accommodation to ask them to join the class remotely. Yes.
Laura Oster-Aaland: And I would say to just add on to that. Yes. And again, it should be still approved through Disability Services. I wouldn't want faculty to be
Laura Oster-Aaland: Sort of deciding what reasonable accommodations are because will run afoul of Ada laws, but that absolutely could be one of the accommodations recommended
Laura Oster-Aaland: Thank you.
kristi steinmann: It's like Sarah van de Velde has also shared a few resources in the chat.
kristi steinmann: Related to the mental health resources for for staff and faculty
Laura Oster-Aaland: Thank you. And I was just realizing that the in the site that I sent. It's a little dated. So I will have our team work on some updated virtual resources as well.
kristi steinmann: We have about five minutes left. Are there any other questions.
kristi steinmann: Either unmute or asking the chat.
Casey Peterson: I would just like to acknowledge something that I experienced and I think a lot of other people have as well as we've come back to campus.
Casey Peterson: Is that, and I'm not somebody that's been overly concerned about exposure in my own personal life, but it is strange to come back.
Casey Peterson: It is strange to see students in the Union today. It was strange to be in the training with other people. This morning, even with a mask on. And so just to acknowledge that that is anxiety producing for all of us, as employees.
Casey Peterson: And that it's going to take a little bit of time to transition and have it feel normal again. So that's all I wanted to end with
kristi steinmann: Anyone else have final comments or final questions.
kristi steinmann: Not seeing any
kristi steinmann: Alright, well we can follow up with the link at Maura will send out after we get the recording back from zoom and send it out to folks into the rest of the campus who weren't able to attend.
kristi steinmann: So thanks all
Thanks, everybody.