COVID-19 Work Plan - Transitional Recovery
SSCC remains committed to providing a safe and healthy work environment; which includes preventing COVID-19 transmissions in the workplace. After implementation of the re-opening operational plan in August 2020, we have learned that implementing preventative measures, remote work, staggered scheduling protocols, and case response procedures are effective in the mitigation of workplace infections.
With the vaccines now available statewide and to anyone accessing SSCC facilities, there is a decreasing trend in COVID-19 cases, triggering a lifting of health orders and state/local mandates. As prevalence continues to decrease, the need for controls, such as those identified in the following sections also decreases. Meanwhile, anyone accessing or managing SSCC facilities must adhere to the minimum plan requirements outlined in the Employee Safe Return to Work Guide.
As the impact on this recovery unfolds, navigating disruptions and uncertainties in our geographies, the workforce model must balance the immediate need for recovery through digital acceleration with the longer-term goal of building an adaptable, cost-efficient and high-performing workforce. As the system stabilizes, recovers and renews for growth, SSCC can seize the opportunity to reshape the future of work and reconfigure their workforce model to improve resilience and achieve optimal performance.
In the wake of COVID-19, the way we work and with whom we do it is changing faster than ever before. Employees may desire to work remotely after the pandemic. Simply put, this is a transformative moment in the future of work. There's no going back and it's becoming clear many do not want to. There is an opportunity to reinvent the future of work at SSCC and create more value for everyone. In pursuing these opportunities, our ultimate objective is to meet the needs of our students.
The Employee Transition Workplace Guidance is intended to assist with promoting the health and safety of faculty and staff to SSCC in work locations. As appropriate for the work location, this guide is to be used in conjunction with the protocols for the safe return of students. The Employee Guide is not a substitute for any protocols required by the Ohio Department of Labor requirements for work performed.
Included in this guidance is a phased approach in the transitional recovery plan, specifically intended for those who have been working remotely and are returning to campus. Considerations for supervisors when developing staffing plans and returning employees to the campus work site may include:
- Determining which positions are conducive to remote work options.
- Equipment and internet access requirements for remote work.
- Determining the suitability of employees who are interested in remote work.
- Hybrid remote work options.
- Staffing requirements during transitional phases to meet the needs of students and other employees
Considerations for employees returning to a campus work location may include:
- Capability and interest in working remotely in a position conducive to remote work options.
- Returning to a work location and workplace expectations and guidelines.
- Reporting illnesses.
- Personal safety practices for those with health risk factors and an unvaccinated status.
- Mental and emotional wellbeing in the transitional work plan.