Answer

No. While we strive to make our campuses as safe as possible for our students and staff, there will be a small number of students and employees who will receive medical or religious exemptions from the governor’s vaccine mandate. Masks will continue to be worn in doors by those who wish to wear them, and by those who are unvaccinated.

Answer

Attestation is a personal declaration that something is true and factual. 

You will be able to provide your attestation information by logging into your ctcLink portal and clicking on the Immunization Attestation tile. Choose your details by using the drop down box under Immunization, agree to the statements and click on Submit.

Answer

Contact the HR office at pchr@pencol.edu.  They will work with you on gathering the required documentation in order to determine eligibility of an accommodation. 

Answer

Under the proclamation, all employees subject to the proclamation must show proof of vaccination to the HR office by October 18, 2021.  Employees may work with the human resources office if they need a reasonable accommodation for medical or religious reasons.

Answer

Under the proclamation the following types of proof are permitted:

  • U.S. Centers for Disease Control COVID-19 Vaccination Record Card or photo of the card;
  • Documentation of vaccination from a health care provider or electronic health record; 
  • or State immunization information system record.
Answer

Employees may choose any of the three FDA-approved COVID-19 vaccines, manufactured by Pfizer, Moderna, or Johnson and Johnson, respectively.  

Answer

No, there is no exception for those with COVID-19 anti-bodies; however, employees in this situation may qualify for a medical accommodation if it is not safe yet for them to receive the vaccine. 

Answer

Yes, the proclamation applies to volunteers who come on campus.

Answer

Yes.  The vaccination as a condition of employment requirement applies to all employees who are subject to the proclamation regardless of their work setting.

Answer

Yes, the vaccination requirement applies to student employees. “Employee” is anybody who is on the college payroll and who receives a W-2 form.

Answer

Anyone, regardless of vaccination status, who has COVID-19-like symptoms should not come to campus until their symptoms resolve or they receive a negative COVID test. We will continue to track confirmed COVID cases associated with campus as directed by the Washington State Department of Health.

Employees should contact their supervisor. Supervisors should continue to report suspected or confirmed cases using the CARE Report: COVID related – staff report

Answer

Anyone, regardless of vaccination status, who has COVID-19-like symptoms, or any symptoms of illness at all - should not come to campus until their symptoms resolve or they receive a negative COVID test. Variants can mimic mild cold and allergy symptoms. This means you should stay home even with very mild symptoms like a runny nose or itchy eyes.

Answer

Work-related travel may be allowed on case-by-case basis with supervisor approval. Please refer to the CDC's recommendation on domestic travel for details.

Answer

All exempt and classified staff are expected to return to on-campus work on Tuesday, September 7, 2021. Employees who want to maintain a hybrid work schedule can work with their supervisor to determine if their position is suitable for telework (as determined by the Telework Procedure). ** Updated Telework Agreement and Checklist are due to HR by September 27, 2021**

Telework agreements are voluntary and must be mutually agreed upon between an employee and their supervisor. Our Telework Procedure, Agreement, and Checklist outline considerations for telework suitability, responsibilities and expectations of teleworking employees and supervisors, and identifies equipment and technology requirements.

Faculty do not need telework agreements and should continue to manage their schedule in discussion with their Dean or administrative supervisor as outlined in the collective bargaining agreement.

Employees who need to continue to work off-campus need to work with Human Resources for an accommodation; these types of requests should not be handled solely by supervisors.