Workplace Guidance FAQs

Last Updated May 10, 2022

Yale University has developed protocols for the phased return to campus that are consistent with federal, state, and local public health guidance. Employees with specific questions should consult with their managers or the Employee Service Center at 203-432-5552. Managers are strongly encouraged to contact their HR Generalist to consult on their workforce planning, as there may be contractual and policy implications.

Campus Services

Visit the Parking page for updates, including a list of Parking FAQs.

No. The University does not pay for home phone and internet access (also see Policy 1109 Internet Access from Home).

Every effort should be made to utilize existing resources such as Zoom, Microsoft Teams, or Skype, all of which can be used on your computer for calls. Newer phone plans offer unlimited calls and may be less money than your older monthly plan.

Yes. Yale has arranged for students, faculty, and staff to be able to order discounted technology accessories and collaboration hardware through Connection. A personal credit card must be used to purchase these items and are not eligible for reimbursement by Yale. For more information, visit the Personal Purchases with an Authorized Reseller page. 

Yale Shuttle is operating at normal capacity and all routes are being supported. However, the number of shuttles remains constrained by driver shortages.

Riders are required to be masked, according to state and federal health guidelines. Please review updated Safe Riding Protocols before utilizing our available routes. Learn more on the Parking and Transportation Options page.

Visit the Technology Purchases with an Authorized Reseller page for information about university-sponsored purchases.

To order discounted IT accessories and collaboration hardware for personal use, including while working remotely, visit the Personal Purchases with an Authorized Reseller page. These items may only be charged to a personal credit card and are not reimbursable from Yale. 

Guidance for Instructors

Please refer to the WorkLife and Childcare page for information on available resources.

For additional questions, email  worklife@yale.edu.  

Instructors at Exceptionally High Risk

Instructors who believe they are at exceptionally high risk for severe COVID-19 infection due to an underlying medical condition may feel that, even with the health and safety measures the university has in place, they need additional accommodations for their on-campus activities.

In such cases, the instructor should complete and submit an application for accommodation to the Office for Institutional Equity and Accessibility (OIEA). When a faculty member requests a medical accommodation to work remotely, the Office of Institutional Equity & Accessibility (OIEA) first determines whether the faculty member has a disability as defined by the Americans with Disabilities Act (ADA). If so, OIEA assesses what reasonable accommodations might be provided, in consultation with medical experts. Remote teaching requests ordinarily will not be considered a reasonable accommodation unless a faculty member has moderate to severe immunosuppressant conditions which require that they not leave their house for any reason. OIEA notifies the dean of its assessment of disability. The ultimate decision whether to approve remote work for faculty members rests with the dean. OIEA may work with the dean or a designate to explore whether other accommodations may be reasonable in a given situation. These may include, for example, classroom reassignment to a larger or better-ventilated space or other reasonable accommodations. The ADA does not require accommodation that would fundamentally alter the faculty member’s role or place an undue burden on the school.

Instructors with Household Members at High Risk

Faculty with severely immunocompromised household members face additional challenges due to the risks and uncertainties of the pandemic. These individuals may receive medical advice not to travel outside of their homes. In such cases, the faculty member may make a request for work condition modifications to the dean or dean’s designee. The faculty member will be informed of how to provide documentation from their household member’s medical provider to the Yale Health Medical Review Committee, chaired by Dr. Jenna McCarthy. If the Medical Review Committee concludes that the faculty member must remain in the home and not come to campus, the dean or chair will decide if a work condition modification (such as remote work) is possible. If a school or unit has announced a separate procedure for household member-based requests, faculty should follow the process outlined by the school or unit.

In cases when it is temporarily impossible for a faculty member to teach in person (for instance, due to a COVID-related quarantine, short-term caregiving duties, or a delay in receiving a visa), short-term remote teaching may be necessary. While changes that affect less than a single week of class do not require special approvals, those teaching classes remotely for longer than a week should seek approval in accordance with their school’s or unit’s policy.

Faculty experiencing flu-like symptoms this semester should not come to campus. They should reach out to a health care provider for guidance and seek a symptomatic COVID-19 test. Such faculty should employ alternative short-term solutions for your courses such as rescheduling your class or temporarily transitioning to hybrid teaching.

Instructors are encouraged to be as accommodating as possible—to the extent pedagogically and practically feasible—with students who are required to miss class because they are experiencing cold symptoms or are in isolation. While instructors may make short-term individual arrangements for remote instruction for students who are in temporary quarantine or isolation, they may not approve such arrangements for a period of more than two weeks. Longer term absences must be approved by the student’s dean or the dean’s designee. Deans or their designees have the agency to determine reasonable school- or unit-specific arrangements. 

Manager Guidance

COVID testing conducted as part of Yale’s mandatory testing program for unvaccinated staff is treated as hours worked/paid time. 

Mask Policy and Guidance

Choosing whether to mask is a personal decision reflecting individual circumstances—such as underlying health conditions or caretaking responsibilities for those at higher risk—as well as comfort levels. During times of transition, it is essential that we remember how different this pandemic experience has been for each member of our community and ensure that mutual respect and civility continue to guide our behavior as we come back together.

Yale recommends that community members continue to carry a mask so they are prepared to use them in spaces where it is required or desirable.

Based upon your preference, you may ask but not require that your coworkers wear a mask within your own workspace.  

Visit the Environmental Health and Safety (EHS) website for the latest information about Yale’s Mask Requirements and Guidance. 

Please visit the EHS website for information about protection from infection while wearing masks.

Yale will continue providing students, faculty, researchers, and staff with the necessary masks/face coverings for use while on campus. Hand sanitizers and disinfectant wipes are also available for use, on request. 

As mentioned in an announcement from university leadership on March 10, “We also recommend that community members continue to carry a mask so they are prepared to use them in spaces where it is required or desirable. High-quality masks, such as those Yale is distributing, not only protect the wearer from transmitting infection but also from becoming infected.” 

Personal Resources

Yale’s Personal Wellness Signature Benefits provide eligible staff, faculty, post-doctoral associates, and their household members up to six free confidential counseling sessions—24 hours a day, 7 days a week. Additional resources, including the Sanvello appTalkspace, and more are also available. Visit Yale’s Signature Benefits page for more information.

Additionally, Being Well at Yale is the university’s wellness program for all faculty and staff and offers a variety of resources to support the health and well-being of the Yale community. Visit Being Well at Yale for more information. 

Please refer to the WorkLife and Childcare page for information on available resources.

For additional questions, email  worklife@yale.edu.  

Public Health & Safety

If a staff member is directed by a healthcare provider to isolate or quarantine, and they are well enough to work, they should ask their manager if they may work remotely.

If a staff member is directed by a healthcare provider to isolate or quarantine, and they are not well enough to work and/or they are unable to perform their work remotely, the University will provide a set number of paid days off (see eligibility details), in addition to one day for a reaction to the vaccine or booster, provided that they are compliant with the University’s COVID vaccination program and the University’s travel policy. In these cases, staff should speak with their manager about utilizing these days. Hourly employees will need their manager to enter the correct Time Entry Code. If the employee or manager have questions about the code, they can contact the ESC.

If a staff member is unable to work for more than their eligible paid days off, they will be required to use their accrued paid time off. Following such absences, staff members will be returned to their pre-quarantine/isolation work arrangements. Staff members may also apply for leaves of absence with The Standard (call 203-432-5552, press option #4).

Eligibility details:

  • Staff represented by bargaining units are eligible for 5 days between March 18, 2022 and December 31, 2022.
  • Managerial and professional (M&Ps) staff, faculty, postdoctoral/postgraduate trainees, and excluded union staff are eligible for 5 days between January 1, 2022 and December 31, 2022.
  • Yale Police Benevolent Association members, Yale University Security Officers Association members, and Cedarhurst Union members are eligible for 6 days through December 31, 2022.

For guidance on quarantine after travel for vaccinated and unvaccinated individuals, visit the Yale Travel Policy page. If you are required to quarantine after personal travel, according to the Yale Travel Policy, you must consult with your manager who will determine if you will be allowed to work remotely during the period of quarantine. If remote work is not an option, you will be required to use paid time off (i.e. vacation, PTO).

The university will continue to rely on the guidance of state and national agencies, as well as its public health experts, to assess COVID-19 risk and to determine whether to change campus alert levels and/or health and safety measures.

Yes. Yale’s public health experts are constantly reviewing scientific literature, evaluating conditions on campus and in the broader New Haven and state communities, and tracking guidance from national and international public health agencies. The university modifies policies to reflect changes in the public health landscape. Some of these modifications ease or increase restrictions; others may extend restrictions that were originally time limited.

Visit Yale’s COVID-19 data webpage for information about staff, faculty, and student vaccination rates.

If a staff member believes they have been exposed to someone with COVID-19, they should contact their healthcare provider for further guidance on recommendations to isolate or quarantine. If their healthcare provider deems it necessary for them to isolate, refer to additional guidance on the Yale Heath website related to When to End Self-Isolation or Quarantine.

If a staff member or their dependent is experiencing COVID-19 symptoms, they should call the Campus COVID Resource Line (CCRL) to receive medical guidance. If a staff member or their dependent is asymptomatic and has questions about a potential COVID-19 exposure, they should call their healthcare provider. If their healthcare provider deems it necessary for them to isolate, please refer to guidance on the Yale Health website related to When to End Self-Isolation and Quarantine.

Visit the Screening Program for Testing and Contact Tracing page for information about free testing. For additional information, including answers to frequently asked questions, visit the COVID-19 Testing FAQs page.

Employees should discuss with their manager whether the option of working remotely during this period of time is operationally feasible. If time off is needed to care for a household member who needs to quarantine or isolate, staff are encouraged to utilize Worklife and Childcare resources or take sick or paid time off (PTO).

Faculty, students, and staff who test positive for COVID-19 with home tests or at non-Yale University testing centers should submit a photo of the test and any related medical records for review to Yale Health by completing the online form and are encouraged to call their health care providers to determine if they are eligible for treatment

At-home rapid antigen tests (at-home tests) for COVID-19 can quickly and conveniently provide results for anyone experiencing symptoms or wanting to visit with others more safely. That said, PCR tests are more sensitive in detecting COVID-19, especially in individuals who have no symptoms. 

For more information, review Yale’s Reporting COVID-19 Infection from a Test Outside of the Yale Screening Program, as well as Yale Health’s comprehensive guide to understanding the differences between COVID-19 tests.

Vaccinations and Boosters

Yes. All students, faculty, staff, and postdoctoral/postgraduate trainees are required to be fully vaccinated and boosted (including submitting their documentation), or have an exemption before returning to campus. Visit Yale’s Vaccination Program page for further guidance on scheduling a vaccine. Visit the Yale Vaccine Portal to submit or confirm your COVID-19 vaccination and booster status. Unvaccinated and unboosted staff and faculty who have not received an exemption will face progressive disciplinary action.

 

Visit the COVID-19 Vaccine Exemption Requests page for information about approved exemptions.

Unvaccinated and unboosted students, faculty, staff, postdoctoral/postgraduate trainees who have an approved exemption must abide by Yale’s health and safety requirements. Visit Yale’s COVID-19 website to learn more about Yale’s Vaccination Policy and associated requirements.

The university will take disciplinary action beginning with notice of noncompliance and proceeding up to and including termination following continued noncompliance.

Vaccination status is stored in the COVID-19 Health and Safety Database. The information will be treated as confidential and accessed by or provided to management only on a need-to-know basis to support the university’s health and safety program.

Vaccination information gathered by the university in support of the health and safety program is not considered Protected Health Information (PHI) and is not subject to HIPAA.

University Management, including supervisors, will be informed if employees are unvaccinated because they will require release time for weekly asymptomatic testing and must refrain from university-sponsored travel. Managers will not know and should not ask why their employees are exempt from the vaccination requirement. Managers should not share an individual’s vaccination status with others. 

View all requirements for unvaccinated individuals on Yale’s COVID-19 website.

While there is no policy that restricts you from asking your colleagues whether they are vaccinated or boosted, you should respect the choice each individual may make as to whether or not to share this information.

The university currently requires that all campus visitors, and their hosts, are vaccinated and boosted as outlined on the Visitor Policy page on Yale’s COVID-19 website.

Yale will distinguish between vaccinated/boosted and unvaccinated/unboosted members of the community only in ways necessary to support the university’s health and safety program. 

Individuals who exhibit COVID-19 symptoms or who test positive for COVID-19, whether vaccinated or not, should isolate, contact their health care provider, follow their health care provider’s instructions, and notify their supervisor. Visit the Yale Health website for information on When to End Self-Isolation or Quarantine.

Individuals will not be informed by the university of their colleagues’ or co-workers’ vaccination status. The university has put in place health and safety protections to allow vaccinated and exempt unvaccinated Yale community members to work and study together on campus. 

Staff members who experience an adverse reaction to the COVID-19 vaccine or booster and are unable to work may receive one day paid day off, per dose, provided that they are compliant with the University’s COVID vaccination program and the University’s travel policy. Any additional absences may be covered by sick leave benefits or other benefits that would otherwise apply to instances of employee illness. Staff who experience symptoms beyond those considered to be common side effects from the COVID-19 vaccine should contact their healthcare provider for medical advice.

Yes. On Tuesday, March 22 staff represented by bargaining units received an announcement outlining a new vaccine booster mandate, effective April 1, 2022. Please review the announcement for additional information.

Work Flexibility

If there is any circumstance in which you believe that you are at high risk if exposed to COVID-19, you should consult with your physician and, if you are seeking workplace accommodations, the Office for Equal Opportunity Programs (OEOP) Accommodation Program for Faculty and Staff within the Office for Institutional Equity and Access. For instructors who are at exceptionally high risk in the face of COVID-19, please review FAQs on Guidance for Instructors.

Employees are encouraged to use existing technology equipment while working a hybrid schedule. If additional technology equipment is needed, employees are encouraged to speak with their managers. Due to global supply chain issues, the purchase of additional computers is discouraged. However, it may be possible to procure a second monitor, depending on individual needs, after returning to the office. Lead Administrators and Unit Leaders should refer to the Technology Purchases with an Authorized Reseller page for guidance on how to place these purchases.

Additionally, visit the Hybrid Technology Resources page for guidance on using technology while working a hybrid schedule. 

If a staff member is experiencing symptoms that could be perceived as COVID-related, the staff member should promptly contact their healthcare provider for further guidance. If the staff member anticipates that they will be late to or absent from work, they must notify their supervisor as soon as possible. The suitability of remote work under these circumstances is work unit- and job-dependent and falls within the discretion of the manager. If the option of remote work is not possible, employees may use their sick time.