Stevens will supplement its existing leave and accommodation programs and those mandated by state and federal law, whether related to COVID-19 or otherwise.

Accommodations for Employees Who Are Immunocompromised or at High Risk for COVID-19

If an employee who has been instructed to return to campus is immunocompromised or at high-risk for COVID-19 pursuant to CDC guidelines, the employee may seek an accommodation by submitting such a request to the Division of Human Resources at [email protected] as soon as possible and, ideally, no later than two weeks prior to the employee’s scheduled return to campus.

An employee may be required to provide documentation from a health care provider to support such a request. Stevens and the employee will engage in an interactive process to discuss the employee’s responsibilities and limitations, whether and how their limitations may be overcome by a reasonable accommodation, and the effectiveness and feasibility of proposed accommodations and whether the proposed accommodation will allow the employee to perform their job effectively.

Employees who are immunocompromised or at high-risk for COVID-19 and do not wish to take advantage of an accommodation supporting their return to campus will have the option to work remotely.

For more information, please see Stevens’ Policy on Accessibility and Accommodations for Individuals with Disabilities. Employees must renew reasonable accommodations granted due to COVID-19 at least every 60 days by contacting the Division of Human Resources.

Accommodations for Employees Caring for or Living with Individuals Who Are Immunocompromised or at High Risk for COVID-19

If an employee who has been instructed to return to work on campus has concerns about doing so because the employee is the primary caregiver for or lives with a person who is immunocompromised or at high-risk for COVID-19, the employee should contact the Division of Human Resources at [email protected] as soon as possible and, ideally, no later than two week priors to the employee’s scheduled return to campus.

An employee may be required to provide documentation in connection with a request for an accommodation (which may include a remote work arrangement). Employees must renew any accommodations granted due to COVID-19 at least every 60 days by contacting the Division of Human Resources. Although Stevens will strive to be flexible, it cannot ensure accommodations will always be granted. If granted, such accommodations will extend only through December 31, 2020.  

Accommodations Due to Childcare Concerns

Stevens will be sensitive to the circumstances created by closures of schools, daycare facilities and camps and will consider possible accommodations (which may include partial temporary remote work arrangements and other devices), if such accommodations are feasible, consistent with the employee’s job duties, and where such accommodations will enhance the employee’s ability to serve Stevens’ mission.

Please discuss such accommodations with your supervisor, who will liaise with the Division of Human Resources. Employees must renew any accommodations granted due to COVID-19 at least every 60 days by contacting the Division of Human Resources.

Temporary COVID-19 Leave

Recognizing COVID-19 continues to have a profound impact on employees’ lives and that such impact may affect an employee’s ability to work as a result of personal illness, the illness of a family member or the closure of childcare services and schools, Stevens is instituting a temporary COVID-19 leave program.

This program, which will last through May 31, 2021, provides up to 10 days of paid administrative leave for self-quarantine, quarantine or care of an immediate family member due to COVID-19, childcare resulting from school closures, or other scenarios related to COVID-19. Part-time employees will be eligible for a prorated amount of leave.

When requesting COVID-19 Leave, eligible employees should follow normal protocols and discuss requests with their supervisors. Supervisor approval must be obtained for all COVID-19 leave, and and COVID-19 Leave will run concurrently with any other leave taken under state or federal law. Contact the Division of Human Resources for more information.