COVID-19 Interim Policies

Updated June 10, 2021

The following policies have been modified and will remain in effect until further notice. These policies are subject to change at any time as conditions warrant and will be communicated to the University community.


Masks on Campus

Consistent with the new guidance from the CDC and the Governor’s Executive Order, as of May 28, the University no longer requires students, faculty, and staff who are fully vaccinated to wear a mask, except in limited circumstances. People who are not yet fully vaccinated are required to continue to wear a mask in indoor settings and in outdoor settings where physical distancing cannot be maintained. More information on the University’s modified policy on masks can be found here.


University Modified Operating Status

  • No later than Monday, July 12, departments and offices will provide on-campus coverage during regular business hours.
  • So that the University is fully prepared to support our students, staff, and faculty, fully in-person operations will begin the week of August 2.
  • All faculty, staff, and students, to include vendors and contractors, are required to comply with the University health and safety policies and the guidelines of its Physical Distancing Framework.
  • The University is following applicable guidelines to promote the health and cleanliness of all buildings on campus.
  • The University will continue to closely monitor the status of COVID-19 in Virginia and will adjust the operating status as necessary.


Interim Human Resources Policies

 

Request for Disability Accommodations

Employees who have health conditions that may require accommodation should contact Human Resources following the procedure set forth here.

COVID Leave (Paid)

Full and part-time benefit eligible employees may receive up to 15 days of COVID paid leave to be used for COVID-19 related situations like illness, quarantine, isolation or family care need. Please use these Decision Trees to determine when it is safe to return to campus after potential exposure to COVID-19. Employees required by the University to self-quarantine or self-isolate will be paid for that time. COVID paid leave may also be used for scheduled work time taken to obtain COVID vaccine(s), as well as any side effects that may occur. Employees may be required to provide proof of vaccine receipt. Employees who experience other circumstances that prevent them from maintaining a normal work schedule should contact their supervisor. The University will be as flexible as possible in addressing these situations consistent with our academic and operational needs.


Access to Campus

  • University facilities are accessible only to faculty, staff, and students.
  • Visitors may be invited to campus for meetings or events.
  • Students, faculty and staff who have symptoms are not be permitted to come to campus until they meet the following criteria:
    • No fever, defined as less than 100 degrees F, for at least 3 days (that is 72 hours of no fever without the use of medicine that reduces fevers, such as Tylenol, Motrin, ibuprofen, etc.); and
    • Other respiratory symptoms have improved (for example, cough or shortness of breath); and
    • At least 10 days have passed since the symptoms first appeared or they have a negative COVID-19 PCR tests done.


Summer and Fall Study Abroad

Summer Study Abroad

The University has planned two summer courses that include study tours to Denmark or Sweden. More information can be found on the summer study abroad web page.

Fall Study Abroad

UR will offer study abroad programming in Fall 2021 to locations deemed reasonably safe and possible for travel. International Education is excited to be working with students accepted for study abroad and will also continue to offer opportunities for international students who may not be able to travel to the United States.

Students participating in summer independent international travel with University sponsorship must register their travel through the Gateway Abroad system. Please contact us at studyabroad@richmond.edu with any questions.


Events on Campus

Priorities for Use of University Meeting and Event Space

As the University continues to respond to the COVID-19 pandemic and to plan for the remainder of the summer and fall 2021, it must limit the use of its event and meeting space as set forth in this interim policy. The following uses shall be given priority, per the order set forth below, in the reservation and assignment of meeting and event space:

  • Classroom use, including those spaces not traditionally used as classrooms;
  • Other academic uses;
  • University administrative and operational uses, excluding routine meetings; and
  • Student support uses.

Camps and Conferences Summer 2021

During the summer of 2021, the University will only host athletic day camps and Little Scholars camps for children of faculty and staff.

Third-Party Events

Except as noted below, until further notice the University will not host any third-party events on campus. For purposes of this interim policy, a third-party event is an event organized and/or sponsored by any organization other than the University of Richmond or any individual who is not a current student, faculty, or staff member of the University of Richmond.

After review by the Director of the Events Office and consultation with the Director of Emergency Management and other campus officials, the University may approve the following third-party events, provided they can be conducted in a manner consistent with the University’s physical distancing and other health protocols:

  • Use of the Jepson Alumni Center as a polling location for local, state, and national elections;
  • Inurnments in the University Columbarium;
  • Memorial/Funeral Services in the University Chapel;
  • Weddings in the University Chapel (but not receptions); and
  • Other events may be held consistent with prevailing conditions and appropriate use of University resources.

Internal Meetings and Events

For purposes of this interim policy, an internal event is an event or meeting organized and conducted by a current Richmond student, faculty member, staff member, department, division, or student organization.

All requests to reserve meeting or event space must be made through the EMS system, regardless of the location of the space. All requests for meeting and event space will be evaluated by the Events Office in light of the priority uses set forth in this interim policy and the consistency of the planned meeting or event with the University’s physical distancing and other health protocols.

All requests to reserve meeting or event space will be given a new event status in EMS. This status will be called “Pending COVID19 Policies.” All new requests will be submitted as an online request, and then shifted to the new status Pending COVID19 Policies as event schedulers review the requests. Schedulers will work to align the event with the University’s physical distancing and other health protocols. Requests for meetings and events will be approved only if they can be arranged in a manner that meets the University’s physical distancing and other health protocols.

Unless an exception is granted by the Events Office, all food service or catering for approved meetings and events must be provided by the University of Richmond Dining Services.

 


Faculty Tenure Clock

Tenure-track faculty members at the University of Richmond have the opportunity to extend the tenure-clock and the associated third-year review by one year due to the disruption from COVID-19. The timetable for requesting this extension will be set by the Deans.

All faculty with a Tenure-Track/Probationary appointment scheduled for a midcourse (third-year) review or to stand for tenure in the 2021-2022 academic year or later and who were employed at the University as of August 24, 2020, shall have until January 15 of the academic year before they would normally be considered to decide if they wish to extend the time for consideration for the mid-course (third year) review or tenure by one year.

Faculty opting for an extension in their tenure-clock under this policy will still remain eligible for “stop-the-clock” requests, as outlined in Article IV, Section A(1), above, and may extend the tenure-clock by one-year due to COVID19 so that the maximum pre-tenure period will be a total of eight (8) years.

Interim Health and Temperature Screening Policy

Effective immediately, all employees that work on-campus are responsible for following this policy. Employees required to obtain a temperature screening prior to reporting for work, will not be authorized to work until a temperature screening is completed.

Health Screenings

All employees, will complete a health screening. Employees will complete the web-based screening using a provided link. Employees should not report to work if they:

  • are awaiting the results of a COVID-19 test taken because they have symptoms or exposure to someone with COVID-19;
  • have experienced any of the symptoms listed on the screening form, that cannot be attributed to another health condition;
  • have a fever of 100 or higher; or
  • have been in close contact with an individual with COVID-19 and are not fully vaccinated, the employee should not report to work and contact their supervisor or department chair.

A representative from Human Resources will contact the employee and supervisor with information about returning to work on campus. The employee should continue to complete the health screening daily while in quarantine or isolation.

Temperature Screenings

Temperature screenings, in addition to health screenings, will be required for employees that work in Campus Business Services, Dining, Retail, Facilities, Student Health Center, the University of Richmond Police Department, and Athletic Coaches, Trainers, and Equipment Managers. The list of employee’s subject to temperature screening may be changed from time to time.

Compliance

Employees who do not follow the Interim Health and Temperature Screening Policy or misrepresent their health condition will be handled on a case-by-case basis and may result in disciplinary action up to and including termination.