Faculty and Staff Information

As we transition back to onsite operations, department heads will need to determine a plan for their teams to provide appropriate coverage. The goal of our transition is to meet the needs of returning students and rebuild our vibrant campus community. We recognize that the world has changed dramatically as a result of the pandemic and that we will need to work together to define our “new normal”.

Departmental schedules are to be approved by the VPs/Deans and submitted to the employees.    Anyone who is seeking exemption from returning onsite will have to go through the standard ADA process for requesting accommodations.  Applying for an ADA accommodation will require medical evidence to support the request.  There is no guarantee that an approved accommodation will be remote work.  Please be advised that the ADA accommodation process can take time, so be expedient in submitting your request.  All requests for accommodation under the ADA are to be submitted to Human Resources only and will be handled with utmost respect for confidentiality.

If an employee has a scheduling request that is not due to medical need, they are able to make those requests via the Scheduling Adjustment form and submit to their Supervisor.  The supervisor is to determine what adjustments could be made while still providing appropriate departmental coverage to service the needs of the institution, and also be fair to coworkers.  Any adjustments to the schedule will need to be approved by the VP/Dean before giving approval to the employee.  These schedule adjustments are handled by the department, not Human Resources.

NOTE: All employees are to be advised that the hybrid and remote work models are temporary and subject to change at any time.  Scheduling and ADA accommodations are also subject to change based on the needs of the institution and the ever-changing Covid-19 situation and guidance from authorities. 

The following is a list of best practices to help Supervisors build an effective schedule for their department(s): 

• Determine the realistic need for onsite coverage. Beginning July 6, there should be adequate employee onsite coverage to provide necessary student services and to create a greater sense of community on campus.  Depending on the department, this may not require all employees be onsite all the time.  This may include hybrid remote/onsite work schedules for employees.  For any department utilizing the hybrid model, the standard to be used by all NLU department heads for scheduling is a minimum of 3 days onsite and 2 days remote.
  
  
• Define the core hours for the department. Determine when there will be remote coverage and when there will be onsite coverage.  It is strongly encouraged that supervisors stagger employees’ start and end times to reduce congestion at the entrance to the building.  It will be important to have some level of onsite coverage Monday through Friday.  There are departments who may utilize remote work to extend core hours beyond regular working hours, and schedules should reflect this.
  
  
• Timely communication is key! Supervisors should give their employees as much notice as possible regarding their schedule expectations. 

Workplace ADA Accommodations

Employees seeking ADA accommodations, FMLA or Leave of Absence should contact Holly Battaglia, Director of Benefits and HR Operations, hbattaglia@nl.edu. 

Lastly, NLU is committed to keeping our facilities clean and safe to support our community’s return to campus. While community exposure has been low, thorough sanitation practices are followed to further reduce risk for those on campus.  Until additional guidance is available, NLU will follow the CDC Industry Guidelines for Higher Education published by the Chicago Department of Public Health.

Any employee who is experiencing symptoms of Covid-19 is to remain home and alert their supervisor.  Do not come to campus, and if instructed to come to campus by your supervisor, contact Human Resources.