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Division of Human Resources

COVID-19 Information for Supervisors

Supervisors play an essential role in the successful functioning of our workforce. These resources are provided to help you as you support your employees no matter where they are working, on campus or at home.

What Supervisors Need to Know about Returning to the Workplace


Training Videos

The following videos will assist supervisors address issues they may encounter as employees return to work on campus.

Managers should show flexibility and empathy when discussing the appropriate timeline for each employee's return. The health information of employees and their families must be maintained in a confidential manner.

These videos were recorded on May 27, 2020. Information is subject to change. Videos are restricted to employees. 


Face Coverings

The university requires face coverings to be worn at all times inside all campus buildings – except when alone in a private office or when eating. All individuals on campus in outdoor areas are expected to wear a face covering whenever physical distancing (six feet or more) is difficult or the risk of infection is high.

Policy UNIV 3.04 Communicable Disease Outbreak Mitigation Measures [pdf] includes specific directives concerning the need for and use of face coverings on campus. 

Certain health conditions can make it difficult to wear a face covering.  These can include respiratory disabilities like COPD or asthma, anxiety related concerns like PTSD or claustrophobia, and other conditions like autism or cerebral palsy. 

Employees who have health conditions that make wearing a face covering difficult are encouraged to talk with their direct supervisor about accommodations. Depending on the situation and the needs of the unit, these accommodations may include using a face shield rather than a face covering, modifications to a physical workspace such as a transparent physical barrier, or remote work. You may ask for documentation from the employee's heath care provider. The documentation should not provide specific information about the employee's health condition, but should confirm that there is a medical reason the employee cannot wear a face covering safely.  


Diagnostic Testing

COVID-19 diagnostic testing is required for employees working on campus this spring.  Tests are available at no cost through Student Health Services.  Employees can also test at other community locations.


Health Monitoring

Employees working on campus must complete the Health Attestation form and monitor their own health daily. For help accessing the form, employees may refer to the COVID-19 Attestation instructions [pdf].

The Health Attestation from is automatically routed to the appropriate Human Resources representative and employees only need to submit this form one time.  

For technical issues with the eform, employees may contact the UofSC IT Service Desk at 803-777-1800 or place a ticket with the Help Desk.

Staff who cannot make this affirmation are instructed to contact their supervisor. Faculty who cannot make this affirmation and who will be working on campus are instructed to contact their department chair.

Employees who are sick are to stay home and employees who exhibit symptoms of illness at the workplace are to return home.

  • If an employee experiences COVID-19 symptoms, such as fever, chills, cough, loss of sense of smell or taste, headache, or sore throat, they should call UofSC’s Coronavirus 24/7 Phone Bank at 803-576-8511 or contact their health care provider. The Phone Bank will walk them through the isolation protocol and initiate contact tracing.
  • Employees should also notify Environmental, Health and Safety (EHS) at 803-528-8191 so EHS can investigate and determine if this potential illness meets the OSHA’s reporting requirements for a workplace illness.

Student Health services offers quick tips for appropriate actions to take if an employee has been in close contact with someone who has tested positive for COVID-19 or is experiencing symptoms of COVID-19.


Workplace Modifications

Supervisors can help create a safe work environment by identifying ways to reduce points of shared contact, increase physical distancing, and encourage employees to follow the safety guidelines.

Units are encouraged to employ a broad range of solutions to address their specific circumstances including: 

  • Restricting or prohibiting non-essential visitors
  • Utilizing video or phone conferencing instead of face-to-face meetings
  • Reducing the number of workstations or staggering schedules/days of the week
  • Placing plexiglass wellness screens or other barriers that would limit the connection to other workstations or in areas such as check-in stations, customer service greeting areas etc.
  • Reducing the number of chairs in waiting areas
  • Reassessing flow patterns throughout the building to allow for reduced contact and discourage congregation
  • Ensuring signage to encourage physical distancing, hand washing, etc.


Transitioning Personnel Back to the Campus Workplace

To maintain a safe on-campus work environment the university has adopted enhanced cleaning protocols, made workplace modifications, and distributed protective equipment and cleaning products.  Safety guidelines have been adopted campus wide. Departments and administrative units have developed plans for a phased return of personnel to support the return of students to campus and sustain university operations.

Colleges and divisions continue to take appropriate steps to protect members of the campus community who are at higher risk and are particularly vulnerable to COVID-19 and its effects. Units are also aware of the constraints created by limited availability of child care and modified schedules of K-12 schools. 

Continuation of remote work may be the best option for some employees, particularly for those who are at high risk, but remote work is not the right solution for every situation. Some jobs cannot be done remotely, other positions require direct interaction and offices must be open to support our students. Supervisors need to be creative and flexible to find the right balance between operational requirements and individual concerns, drawing upon a variety of options and a broad range of resources such as:

Staggered schedules can help reduce traffic in the workplace by having employees arrive and depart at different times. 

It can also provide flexibility for personnel who might need additional time in the morning or in the afternoon to cover their family responsibilities.

Alternating schedules provides continuous coverage in the office but reduces the number of employees who are in the workplace on any given day. Personnel spend part of their time working on campus and part of their time working remotely, alternating days with other members of your team or cycling through a planned rotation. 

Alternating schedules may be particularly helpful for working parents whose children are attending school on a modified schedule, working on campus the days their children go to school and working from home on days their children are learning remotely.

Whether working on campus or working remotely some employees may benefit from modified work hours, performing some or all of their work in the evenings or on weekends. Supervisors will need to ensure that employees working non-standard hours have opportunities to connect with other members of the team, receive clear guidance, and obtain adequate input on their work.

Employees who can effectively perform their work from home may continue to perform some or all of their work remotely. Highest priority for remote work should be for those employees in a high risk category, but it may also be an effective solution for employees who have childcare responsibilities.

Employees working remotely during through May 15, 2021 should have a Temporary Remote Work Authorization [pdf]. This agreement should be kept on file in your department. 

With supervisor approval employees may use accrued time off for related absences (compensatory time, annual leave, or sick leave, as applicable) to cover time during which they are unable to work. This may be because the nature of the job does not allow for remote work or because their personal responsibilities make it difficult to complete a full day of remote work.

Depending on the complexity of the situation, including the requirements of the unit and the needs of the employee, a hybrid solution may be required that incorporates more than one option, for example combining an adjusted schedule with periods of remote work and leave.

In situations where all other options have been exhausted it may be necessary to place an employee on Leave Without Pay.

  • SC Child Care provides information about local child care providers and the SC Voucher Program
  • Child Care Resource and Referral provides information to families such as child care locator, childcare voucher and tax credit information, child development information, home activities, household budget & planning calculator, and other resources. 
  • Palmetto Pre-K- One-stop shop for finding free or subsidized educational pre-k programs in South Carolina.


Remote Work

Units may have employees who are continuing to work remotely during some or all of their work hours as a consequence of their own health risk, the health risk of others they live with, their child care responsibilities, or the nature of their work. 

Coordinate with your unit HR Contact to be sure the right documentation is completed for staff and administrators who are working remotely. 



Your HR Contact is available to assist you as you transition employees back into the workplace, support employees who are continuing remote work, and adapt to a changing campus.  If you need additional support please reach out to Human Resources.





Novel Coronavirus (COVID-19)

Learn about how the university is changing to mitigate the effects of the novel coronavirus and what you can do to help.

Challenge the conventional. Create the exceptional. No Limits.