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Employment FAQs

Working on Campus

  • What will be different about my day-to-day activities? (updated 11/05/20)

    • All employees are required to do a self-health screening prior to coming to any Linfield campus. This can be done by using the Health Monitoring Daily Checklist or the free #CampusClear app available on GoogleApple or the web. 

    • Physical distancing – that is, staying six feet away from others – is required 

    • All employees, students, vendors and visitors are required to wear face coverings while on any campus property. This includes all classrooms and shared kitchen spaces.  

    • Public access to campus buildings is still limited, with employees engaging visitors remotely whenever possible. 

    • All Linfield community members are required to have their Linfield identification card visible at all times.  

    • Remote-meeting technology tools should be used whenever possible.  

    • An increased number of hand sanitizer stations are available throughout Linfield’s campuses in McMinnville and Portland 

    • Cleaning Services has increased the frequency of cleaning and disinfecting, focusing on high-touch surfaces. 

  • What measures are being taken to ensure necessary safeguards for our higher-risk employee population? (07/17/20)

    It is important to remember that it is the collective effort of the Linfield community that will keep individuals and the community healthy. The use of multiple layers of risk reduction that we will be employing in our everyday practices will be our best defense for ALL members of the community. Our layers of risk reduction, based on CDC and OHA guidance, are face coverings, physical distancing, enhanced cleaning protocols, Plexiglass where appropriate, and alternative options for the highest risk individuals, in addition to reduced group gatherings.    

  • Where should I access concerns about these policies and/or my safety about returning to work? (06/25/20)

    Concerns about policies and personal safety regarding the return to work at Linfield should be brought to the attention of immediate supervisors or directors of departments. Environmental Health and Safety is available to consult about office spaces and physical distancing. The policies are the first point of reference. 

  • If an employee contracts COVID-19 from a workplace situation, are the medical expenses covered by worker’s compensation? (07/07/20)

    Yes. If contracted in the workplace, normal worker’s compensation support will apply. Please contact Human Resources for more information. 

  • What if I work in a shared space, with desks closer than six feet apart? (06/15/20)

    Building supervisors will be identified to partner with Environmental Health and Safety to identify spaces in need of occupancy limits, partitioning, interior building signage and visual cues so that proper physical distancing can be observed. This may require staggering employee hours, rearranging furniture or installing plexiglass partitions. Speak to your supervisor with specific concerns. 

Adjusted Work Agreements

  • Can I work from home? (06/30/20)

    If a faculty or staff member is required to self-isolate or quarantine based on the recommendation of a healthcare provider or agency, the employee may apply for a Temporary Telecommuting Agreement. As outlined in the Common Chapter (IV.2), Linfield University will reasonably accommodate qualified individuals with a disability in accordance with the guidelines of the ADA and Americans with Disabilities Act Amendment Act (ADAAA) so that they can perform the essential functions of their job. The Office of Human Resources is responsible for implementing this policy, including resolution of reasonable accommodation, safety, and undue hardship issues. If you have questions about this policy or you believe you need accommodation under this policy, please contact the Office of Human Resources.  

  • What is the ADA interactive process? (07/07/20)

    The Human Resources Department will:  

    1. Review the accommodation request with the employee based on written documentation from the employee’s healthcare provider. 

    2. Obtain written medical release or approval from the employee. Employee’s healthcare provider may not disclose information or answer questions about the employee’s healthcare disability without the employee’s permission. 

    3. Ask the employee to provide appropriate documentation from the employees’ healthcare provider or rehabilitation professional regarding nature of the impairment, its severity, the duration, the activity limited due to the impairment(s), and the extent to which the impairment(s) limits the employee’s ability to perform essential job duties/functions. 

  • Can employees fill out a Temporary Telecommuting Agreement for elder- or childcare reasons? (updated 09/04/20)

    While eldercare and childcare are not covered by the ADA and are not eligible for a Linfield Telecommuting Agreement, Linfield has updated its return to work policy to include a Flexible Work Schedule Arrangement, which allows employees to work with their supervisors to adjust their on-campus work schedule. More information is in the policy on the Environmental Health and Safety webpage. 

  • Why is temporary telecommuting not appropriate in instances where the employee is not in a high-risk category but there are high risk individuals living in the same household? (07/17/20)

    Per the EEOC: The ADA does not require that an employer accommodate an employee without a disability based on the disability-related needs of a family member or other person with whom the employee is associated.