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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 supprort empoyees as they navigate the COVID-19 guidelines. 

Diagnostic Testing - Fall 2021

Faculty and staff must provide proof of one of the following by Wednesday, Aug. 18, 2021:

  • a negative COVID-19 PCR or antigen test conducted between Aug. 8 to Aug. 18
  • proof of a prior positive COVID-19 infection within the last 90 days
  • a completed COVID-19 vaccination record

Those who are not yet fully vaccinated and who will regularly be on campus during the fall months are strongly encouraged to be tested at least once per month. Employees will not be required to take monthly testing during the Fall semester. 

The university will continue to offer voluntary free testing to faculty and staff throughout the fall semester. Testing is also available at multiple locations throughout the state.

Information about the testing requirements are available on the Current COVID-19 Guidelines page.

Testing sites will be open on campus to support faculty and staff testing. On campus tests are provided at no cost to employees. The testing schedule is posted weekly by University Health Services.

Employees may obtain their test from an off-campus provider, but they must upload their own test results into MyHealthSpace

Testing is also expected for employees or affiliates who will be coming to campus to use campus services, even if they are not working on campus. 


Get Vaccinated 

University Health Services provides opportunities for students, faculty and staff to get vaccinated. We highly encourage you to get vaccinated even if you have already had COVID-19. You can also get vaccinated in your community just be sure to upload your vaccination card.



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 form, 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’sCoronaviruss 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.

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


Face Coverings

The university requires face coverings to be worn in the Center for Health and Well-Being and Thomson Student Health Center. They are also required on shuttles, buses and other forms of university transportation.

Because face coverings have been proven effective in mitigating the spread of COVID-19, we strongly encourage everyone on campus to wear one indoors to protect yourself and others, unless you are in your own residence hall room, private office or you are eating inside campus dining facilities.

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.  


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.  Remember that not all employees have been fully vaccinated. Maintaining safety protocols in the workplace is an important step in maintaining the health and safety of all members of our campus community.

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

  • Restricting non-essential visitors
  • Utilizing video or phone conferencing instead of face-to-face meetings
  • Reducing the number of workstations or staggering schedules
  • 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.


Promoting a Healthy 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.

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.

Some employees may benefit from modified work hours. 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.

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.

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  leave.

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

  • The pandemic has created additional challenges for employees who have school age or pre-school children. The information on our parenting resources webpage is provided to assist employees who need to balance childcare and work.


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. 


Prior Webinars



Your HR Contact is available to assist you as you transition employees back into the workplace 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.