Guidance on College/Unit Reentry Plans
Unless approved to return to campus by their dean, department chair or supervisor, faculty and staff who are currently working remotely should continue to do so. Please reach out to your supervisor or unit HR director if you have questions.
Frequently Asked Questions
Who is responsible for drafting a unit’s reentry plans? What are the requirements?
In accordance with university’s campus reactivation requirements, unit leaders have the responsibility to develop reactivation plans that include details about workplace reentry, procedures, and controls. All reactivation plans must be approved by the Dean/Vice President and must ensure:
- The health and safety of students, staff and faculty are our top priorities. New York state and local guidelines for health and safety will be met or exceeded.
- No one will be compelled to return to campus to do work that can be accomplished remotely.
- The process for reactivation will be transparent, fair, and equitable.
Consult the Working During COVID-19 Guide for Employees for detailed information about drafting a reentry plan, including a checklist of controls and proposal template.
What criteria will be used to evaluate reactivation plans?
Reactivation plans must be approved by the Dean/Vice President and will be evaluated on the following criteria:
- Does the proposed work require on-campus resources?
- Are plans for workspace layout and scheduling sufficient to meet social distancing and maximum occupancy guidelines? Are plans coordinated by wing, floor and building, as appropriate?
- Are necessary facilities available? Has the use of these facilities been coordinated with the appropriate directors?
- Do the individuals using on-campus resources have a firm understanding of their responsibilities (e.g. do not come in if feeling ill; use face coverings and masks, or PPE If required; disinfect workspaces) and have the necessary knowledge and resources to meet them?
What staffing approaches are recommended to minimize the risk of COVID-19?
College/units should consider how or whether they may limit the number of employees and interactions on campus when developing on-site workplace reentry plans. Consult the Working During COVID-19 Guide for Employees for guidance on remote work, alternating schedules, temporary job redesign, and staggered reporting/departing.
Is the guidance for workplace reentry different for union employees?
In the event that employees in the unit are represented by a union, the union must agree to all changes in terms and conditions of employment. Contact Workforce Policy and Labor Relations at email@example.com for guidance prior to advancing any changes.
How should units approach remote work going forward?
At this time, Cornell encourages unit leadership to begin evaluating their remote working arrangements to maximize the effectiveness of this approach. As each unit develops their reactivation plan, they must identify which members of their workforce will be asked to return to work on campus in each phase.
Once a reactivation plan is approved, unit leadership should communicate these decisions to their managers. Though the timing of the different reopening phases may change due to new occurrences of infection, managers are expected to provide employees with information about their expected return to work date. Managers are encouraged to use these communications to address remote work, including an employee's need for additional equipment and/or addressing other remote work challenges (e.g., interdepartmental communication, delivery of work product, poor home internet connection). Refer to the Working During COVID-19 Guide for Employees for additional guidance on remote work plans.
Cornell Healthy Campus Signs
As buildings come back online, it is important that adequate and consistent signage is in place to ensure employees are aware of the health requirements associated with working and researching on-campus. Print and digital signage is now available. If existing signage does not meet your unit’s specific needs, please contact firstname.lastname@example.org who can work with you to develop a suitable sign.