For students engaged in internships, Career Development recommends you move to working remotely if your organization allows you to do so. If working remotely is not an option, students are to suspend their internship for the semester and work with their faculty advisor and Career Development. Each situation will be evaluated on a case-by-case basis. Please consult with CWL, Career Development, and your faculty advisor.
We recognize the loss of student work hours can pose a financial hardship for many students. For departments with student worker positions that can be done remotely, we are implementing a temporary policy to allow student workers to work remotely during the spring semester to ease the financial burden on students and support critical areas of University operations.
Supervisors will be in contact with their student workers directly to assess this option with students. We know that not all student worker positions can be done remotely because of the nature of the work. We will work specifically with those students to understand the situation, and how we can best help them if this causes a financial hardship. Please contact us at Student Affairs at firstname.lastname@example.org.
For many, this is part of their financial aid package and they are relying on this income to make school viable. For students in positions that can be made to work remotely will this be an option with supervisor approval? For those in ‘low contact’ positions, will they be able to work? What about those who are in positions that can not be modified to suit the situation we find ourselves in?
Please see the message sent to faculty and staff on March 17 and to students on March 18 regarding the ability to work remotely during the spring semester.
St. Kate’s cares about the health of all employees, and we would not have employees on campus if it weren’t reasonably safe.
With that in mind, there are measures we can all take to make sure we stay safe and healthy both on and off campus.
Practice social distancing. When possible, maintain a personal distance of 6 feet between yourself and others. If needed, rearrange workstations to maintain distance.
Wear a face mask or covering when moving about on campus. If needed, masks are available at Public Safety on the St. Paul campus.
Limit touching of surfaces, including doors and light switches. Use the automatic door openers when available or use a tissue or paper towel to turn on and off light switches.
Clean your office space. Frequently wipe shared surfaces such as printers, door handles, light switches, phones, and other surfaces with disinfectant wipes.
Limit in-person meetings. Utilize technology like Google Hangouts, or just pick up the phone or send an email when possible.
Events of any size should only be held if they can be carried out with adherence to guidelines for protecting vulnerable populations, hand hygiene, and social distancing per above. When feasible, organizers should modify events to be virtual.
Avoid shaking hands or otherwise touching coworkers.
Follow CDC guidelines to protect yourself and others, including washing your hands frequently, covering coughs and sneezes, and staying home if you are sick.
As communicated on March 26, faculty and staff will continue working remotely through the stay at home order, which is now in place through May 18. In anticipation that this order may be extended again, we have elected to remain in remote work mode through May 31. We are working with MDH to evaluate the situation and establish guidelines for if remote work is extended past this date, and will provide an update as we know more.
The decision to transition to a remote workforce across St. Kate’s and units was made with the goal of lowering the number of interactions on campus, slow the rate of transmission of the virus, and protect our community. We also know some staff must be on campus to support the residential population still on campus, to maintain our campus operations, and to keep the University healthy and secure. We are actively addressing the unique employment considerations and questions across our workforce during this time. The situation is changing rapidly, and HR is reviewing and adjusting workplace policies accordingly.
To make this transition easier, we are suggesting the following:
- Your work laptop should be your home office device. It contains our work software and is easily supported remotely from our Helpdesk if you should run into any issues.
- Your work monitor(s) and docking station can be brought home for you to set up in your home office. There will be no remote support available to do the setup, so please make note of how it is configured. Also, when you return it to work on campus, it is expected you return the equipment and reconnect it to its original state.
- Phones cannot be brought home, and unfortunately, our phone system cannot consistently forward your work calls to your cell phone. We are working on a new phone system and may roll that out within the next few months if testing goes well. Until then, you will need to update your voicemail and check your messages frequently.
- For those teaching, we have headsets that may help you to be hands free with improved sound for your classes. Feel free to check one out using our Coronavirus Technology Form. Our priority will be faculty,and then staff, to receive these devices.
If you have any questions or need assistance, call our Helpdesk at 651-690-6402 or complete the Coronavirus Technology Form
Yes. If you are unable to do your work remotely due to the nature of your work, you are expected to report to campus.
Under the governor’s “Stay at Home” executive order, University employees are allowed to come to campus. Public servant time will not be used to stop and question where people are going during the stay-at-home order. In the highly improbable event that someone would question you being en route or on-campus, your St. Catherine University ID will show that you are an employee of the University and allowed to do so because we are an essential business.
While the majority of employees are encouraged and able to work remotely, there are some roles that continue to call for at least some work time on campus several times per week to complete work tasks (e.g. check mail, process payroll, pay bills, process donor checks). There are also employees whose duties can only be performed on campus, including IT, ensuring all employees and students are trained and set up to be effective online, and those needing to be here for the 100+ students who call St. Kate’s their home. We deeply appreciate our custodial, public safety, dining services, residence life, and facilities teams who will be here.
Because we are an essential business, presence on campus can and may be expected of any one of us while still ensuring social distancing and other public health orders. You should continue to follow work arrangements made with your supervisor. Exceptions to this will be those individuals who fall into a high risk category as outlined by the Minnesota Department of Health and/or your private physician.
As stated in our March 23 update, Human Resources is gathering the data from across the University to account for the work of every faculty and staff member. We will use the principles stated in that update to determine how we can be flexible and to the best of our ability, strive to ensure employees have work. Part of our strategy is to actively work to redeploy individuals whose job functions have been significantly impacted by our current circumstances. As new needs and projects emerge (e.g., IT support, admission, recruitment), we will make every effort to redeploy portions of employees’ time to provide support to these other areas or deal with a backlog of items in their own areas that this time affords. If we are unable to find alternative work for them to perform, we will be carefully considering what other options may be available.
Additionally, supervisors are asked to not use on-call or temporary workers during this period as we work to ensure that all of our regular employees are able to maintain full time employment. All non-exempt employees working remotely should be paid for all hours worked at their regular rate of pay. Overtime should be avoided whenever possible, but in extraordinary circumstances may be incurred, and must be pre-approved by a Senior Leadership Team member.
As always, if you have individual questions or concerns, please go directly to your supervisor. If you need additional information or support, please contact Human Resources.
Yes, with supervisory approval, you may leave work. Discuss with your supervisor the possibility of working remotely and how you may be able to make up the work in the same workweek, work a different schedule, or work from home. If it is not feasible to make one of these arrangements work you will need to request vacation time.
You may request to use paid vacation leave benefits; however, your supervisor is not required to approve your time off request if your department is short on staff.
The priority in any instance requiring care for yourself is to attend to your own health needs. If you are ill and are not able to report to work (campus or remote location), you should use a sick leave day.
Based on the type of job duties to be performed and with supervisor approval, you may be able to work from home while you are quarantined or caring for a family member who is quarantined. Each situation will be assessed on an individual basis.
No. At this time, medical documentation will not be required. This temporary change in policy is to provide support to the medical community who have already been overwhelmed with providing healthcare at this time. This is subject to change as the current situation evolves.
Employees who are at risk due to an underlying health condition are urged to consult their physician about steps they can take to protect their health. However, please be very prudent in how you do this with your health provider so that you are not part of overwhelming the health care system. If necessary, you may seek a work accommodation. Please contact email@example.com for more information on seeking an accommodation.
If you are out of accrued sick leave, you may use accrued vacation time or be allowed to run a negative sick leave balance to ensure you are able to take the time you need to recuperate or take care of a family member. Please contact Human Resources (firstname.lastname@example.org). You should notify your supervisor in advance and account for the time on the timesheets or leave reports.
Sick and safe time or vacation leave time are potential options. Employees may also request the possibility of a change to their work schedule if approved by their supervisor. We encourage all employees to discuss their unique situations with their supervisors to determine the most appropriate solution. To ensure the safety of family members and the St. Kate's community, employees may not bring children or elders to work with them, even if they are well.
Yes. Testing and treatment for COVID-19 if ordered by your physician will be covered under the University’s healthcare plan. The cost of the test will be fully covered. Co-pays would apply if you are seen face to face with the doctor. Virtuwell is free if you are within the first three visits and Doctor on Demand is a $10 co-pay.
All employees are strongly encouraged to sign up for direct deposit. In these rapidly changing times, the University is not able to guarantee that we will be able to issue a paper check in the event that we are sheltered in place nor can we guarantee the certainty of timely mail delivery.
As a University employee, you automatically have access to our Employee Assistance Program—a confidential resource available to help you with life’s everyday issues. The EAP covers you and your household family members 24 hours a day, 365 days a year.
When you contact The Life Assistance Program, you can speak to a counselor or other professional who can help with issues such as parenting issues, work-related issues, relationship problems, substance abuse problems, self-improvement, mental health issues, financial concerns, and legal referral assistance.
For more information or to receive support, call 800-538-3543 or visit The Life Assistance Program website.