Administrative Staff Council (ASC)

Meeting Minutes July 9, 2020 Via WebEx

In Attendance: Beth Ash, Andrea Boehme, Jaclyn Calderon, Becky Cogswell, Jordan Cravens, Stephanie Dalmacio, Gabe Dunbar, Teresa Earl, Kacee Ferrell Snyder, Mark Fox, Todd Glick, Maite Hall, Meghan Horn, Emily Hubbell-Staeble, Sophia Jakcson, Taylor Jefferson, Jeremy Joseph, Kaitlyn Kuch, Lona Leck, Rebecca Lyons, Sharon McIntosh, Cordula Mora, Jacquie Nelson, Jenna Pollock, Cyndie Roberts, Jennifer Sayre, Victor Senn, Jaime Spradlin, Kari Storm, Kerrie Turner, Jennifer Twu, Shannon Tyler, Dennis Voss, Jamie Wlosowicz, Lily Young Deb Lucio (CSC) and Laura Arnold (Retirees) Substitutes: Absent: Delaine Adams, Qasim Al-Shboul, Adam Arthur, Paul Bezdicek, Stephanie Brinkman, Travis Sheaffer, Sherri Sherock, Robin Stock, Cindy Valentine Call to Order: Jordan Cravens, Chair of ASC, called meeting to order at 2:00 Guest Speaker: No guest speaker Chair’s Report:

Thoughts with our international students and IPP office as they navigate ever-changing legislation and rulings

and help our students and faculty/staff.

Thank you for serving extra length of term; normally ASC has a break in July, but decided to continue given

current environment.

Let’s celebrate that furloughs were rescinded

Developing communication timeline/framework for ASC communications

Advocating for a “seat at the table”

Working on slate of speakers for future ASC Meetings

Keep asking questions; we will get through this together

Hearing of the Public – Opportunity for guests to address the council: none

Full ASC Representative Discussion: none Treasurer’s Report:

Several anticipated expenses in FY20 did not happen due to travel restrictions and the move to remote work.

Budget loads will be finalized soon, but we are in good financial standing.

Development of final budget will happen once budgets are finalized.

Secretary’s Report:

The June 4, 2020 minutes were emailed on June 15, 2020. There were no corrections received. J.Spradlin motion to approved minutes as sent. 2nd R. Lyons

Committee Reports:

The committees for the current year are still being finalized and communications will be sent within the next

month letting you know which committee you will be serving on.

The 2019-2020 Awards and Recognition Committee will be opening up the awards submissions that were halted

in the Spring.

The committee hopes to have the deadline of July 31st for submissions and then virtually award prior to the

start of the Academic year.

Link to the awards https://www.bgsu.edu/administrative-staff-council/awards.html

Liaison Reports: Classified Staff Council (Deb Lucio):

Bumping is complete as of last week

Planning on hosting another WebEx in July after next town hall

We believe that some custodial staff have been recalled.

Faculty Senate Representative (Rebecca Lyons):

President Rogers and Provost Whitehead both spoke about the town hall meetings and encouraged everyone to watch the first two and tune in on Monday, July 13th at 10am where they will be discussing Diversity, Facilities, and Health Protocols. Emphasized that the health and safety of all students, faculty, and staff is the most important factor in all decision that are made regarding COVID-19.

Approved 5 resolutions o Resolution of support for the BSU/USG Joint Statement on Policing Reform from July 1

Asking for 4 action steps Requiring both Bowling Green State University Police Department and the City of

Bowling Green Police Department to ban “chokehold” and “strangleholds”. And clearly define consequences and disciplinary action for officers who do not comply.

Require body camera acquisition process be expedited and all sworn officers to have body cameras by Dec. 31, 2020.

Require increased de-escalation training from accredited training programs. Require the creation of a Police Accountability Board for both BGSU and City of BG

Police. o Resolution on Conducting Faculty Senate Meetings Remotely

Based on their charter and bylaws, voted to have all meetings remotely. o Resolution on the Appropriate Use of Facial Coverings in the Classroom

Instructors maintain the right to dismiss from class students who refuse to comply or to dismiss the class if the offending student refuses to leave for not wearing a face covering.

Any member of the University Community shall maintain the right to leave a shared space (including a classroom) that is occupied by a person who refuses to comply with the face covering guidelines.

o Resolution on Holding Class Meetings During the COVID-19 Pandemic Supporting the decision of any instructor at the University to hold classes in remote

(synchronous) mode at their discretion based on individual evaluations of the risks associated with teaching.

The decision to move a face-to-face class to remote shall not impact student or formal evaluations or impact future employment.

Instructors who choose to move instruction to remove shall inform their school directors of their decision.

o Resolution to Conduct a Survey of the University Community

Creation of an Ad-Hoc committee to author and conduct a survey of all University Community

subgroups to collect stakeholder’s level of comfort with the protocols and precautions as describes in the Return to Campus plan.

Retiree Association (Laura Arnold):

All recent have been cancelled due to COVID.

Held an online presentation via Zoom

Ombuds Update: no report. ASC Historian (Emily Gattozzi): no report University Committee Reports: none Title IX committee

Working through to create student policy and then will start working on faculty/staff policies

Old Business: none. New Business:

ASC Goals for 2020-2021

HR Policy Review Discussion and Feedback (Draft Forms Attached)

o Telecommuting

What about people that already telecommute or have regional jobs?

Will there be flexibility for those who have children in the school system but have to go to online

instruction for those children or for other reasons?

Will this be a permanent policy or just during COVID?

Can you only work from home if you work at the University for a certain number of years?

Section E part 2 seems interesting when deciding who will be allowed to work remotely.

Is there a timeline? Once the request is submitted how long until the employees knows if the

telecommute is approved or denied?

o Community Health Requirements.

How will visitors be informed of this policy?

o COVID-19 Personal and Community Safety Requirements What defined as private work area? #4

How are we enforcing non-compliance?

How do people who have exemptions "prove" that when outside their department? Especially

since that, proof would technically be a violation of HIPPA, correct?

I would also like to ask for more information on how the university plans to perform contact

tracing.

o Forward Falcon Commitment

When will students/faculty sign this policy? What if they don't sign?

How is the University tracking this?

I think they should clarify the symptoms. Some people live with headaches almost daily. I'm not

going to email every time I have a headache.

Upcoming Dates:

Updates from ASC Tuesday, July 14, 2020 via WebEx

o Meeting Number: 161 816 1015

o Meeting Password: 9JsuAtA7dh4

Next ASC meeting, Thursday, August 6, 2020 via WebEx

o Meeting Number 120 798 2330

o Meeting Password JwWJP4bbe97

Good of the Order:

E-campus calendar will not be changed https://www.bgsu.edu/ecampus.html

Financial Aid open Cares ACT Grant – New eligibility guidelines. https://www.bgsu.edu/financial-aid/COVID-19-and-Financial-Aid.html

Check out Division of Diversity and Belonging Summer programing https://www.bgsu.edu/equity-diversity-and-inclusion/workshops/programming-schedule.html

o White Allyship - A conversation between Dr. Katie Stygles and Dr. Kacee Ferrell Snyder on what it is like to be White women doing diversity and inclusion work, and serving as allies

o CWGE Book Club Registration open in June. Hood Feminism: Notes from the Women that the Movement Forgot.

The Center for Women and Gender Equity is excited to host a summer book club where we will be reading and discussing Mikki Kendall's "Hood Feminism: Notes From the Women That a Movement Forgot" (2020), a book focusing on the failings of mainstream feminism and the Black, Brown, and Indigenous women left behind in "feminist conversations." Kendall moves us to consider a truly intersectional feminism.

Please express interest via the google form, and we will contact everyone to set up a time that will work for everyone. The book club will be held via weekly discussions through WebEx. Sign up online today.

Adjournment: J. Spradlin moved that the meeting be adjourned and was seconded by R. Lyons.

3341-5-xx Telecommuting

Applicability

All University Units

Responsible

Unit

Office of Human Resources

Policy

Administrator

Chief Human Resources Officer

(A) Policy Statement and Purpose

Bowling Green State University wishes to maintain an efficient and

effective work environment that provides flexibility and meets the needs of

attracting and retaining a diverse and talented workforce. When

appropriate, telecommuting can further those goals. The purpose of this

policy is to identify positions that are appropriate for telecommuting and

establish procedures for evaluation of telecommuting requests and

proposals. To the extent specified, this policy also applies to telecommuting

that is required by the university.

(B) Policy Scope

Employee-requested telecommuting may apply to any University

employment position unless the Office of Human Resources, in consultation

with the employing department or unit, has identified the position as not

eligible for telecommuting.

University-required telecommuting may apply to any University

employment position.

(C) Definitions and Expectations

“Telecommuting” refers to an arrangement where an employee works from

home, or from another location away from campus, as the employee’s

assigned workplace location. Depending on the details of the arrangement,

telecommuting constitutes a temporary or permanent reassignment for

3341-5-xx (DRAFT) 2

either a portion of the employee’s work time or all of it. An employee’s job

classification, compensation, and benefits will not change if the employee

is approved for telecommuting.

The job duties and responsibilities of a telecommuting employee remain the

same as if the employee were working at a BGSU campus work location.

The employee will be required to adhere to the BGSU-specified

performance standards for their position and will continue to comply with

federal, state, and local laws, regulations, and BGSU policies and

procedures while telecommuting.

Work hours and leave benefits do not change as a result of telecommuting.

Requests to use leave must be approved by BGSU in the same manner as

when working at a BGSU campus work location. Unless otherwise

specified in writing by the employee’s supervisor, telecommuting work

hours are 8 a.m. to 5 p.m. Monday through Friday, except for BGSU-

observed holidays and hours of approved leave.

A telecommuting employee will come to the BGSU campus as requested

for meetings, project reviews, or other business purposes. BGSU will seek

to designate certain times or events when the employee is expected to be on

campus and to give adequate notice when those expectations change.

Nonetheless, the employee’s supervisor may require the employee to report

to their BGSU campus work location at any time.

A telecommuting employee accepts responsibility for maintaining the

security, condition, and confidentiality of all work-related data, documents,

and other materials kept at their off-campus workplace or stored on

electronic equipment. Work-related data, documents, or other materials that

are stored on personal electronic equipment are subject to Ohio public

records law and to review and retrieval by BGSU.

At the end of the telecommuting arrangement, or if the employee ceases

employment with BGSU, the employee must return all BGSU equipment,

supplies, and work-related data, documents, and other materials to BGSU

within three working days unless otherwise specified in writing by BGSU.

(D) Confidential Information

While telecommuting, an employee may receive work-related data,

documents, or other materials protected by the Family Educational Rights

3341-5-xx (DRAFT) 3

and Privacy Act (FERPA), the Gramm-Leach-Bliley Act (GLBA), the

Health Insurance Portability and Accountability Act (HIPAA), or other state

or federal privacy laws or regulations. Those items will be considered

“Confidential Information” for purposes of this policy.

(1) The employee will hold all Confidential Information in strict

confidence. The employee will not use or disclose Confidential

Information except as required to perform their job duties.

(2) The employee will protect all Confidential Information according to

commercially reasonable standards and use appropriate administrative,

technical, and physical security measures to preserve the confidentiality,

integrity and availability of all Confidential Information.

(3) In the event of an actual or suspected breach of security, the employee

will promptly notify their supervisor and Information Technology

Services.

(4) The employee will not store, communicate, transport, or process

Confidential Information on any personally-owned media, device, or

computer except as allowed by Policy 3341-6-39.

(E) Policy for Classified and Administrative Staff Positions

(1) Identifying a Position as Appropriate for Telecommuting

Supervisors, in consultation with the Office of Human Resources, will

analyze the nature of a position and how work is performed and determine

which positions are appropriate to designate or approve for telecommuting.

Many factors should be considered in determining the feasibility of

telecommuting, including the congruence of telecommuting with the

University’s mission and goals, the ability to supervise the employee

adequately, and whether any duties require use of certain equipment or tools

that cannot be accommodated at a location other than BGSU. Other

important considerations include:

(a) The extent to which job duties involve face-to-face interaction

and coordination of work with other employees and students;

(b) The need for and frequency of in-person interactions with

outside colleagues, clients and customers;

(c) What access to on-campus resources will be needed to

effectively perform the work;

(d) Whether service quality or university operations or workload of

others will be impacted;

3341-5-xx (DRAFT) 4

(e) Whether the position can be performed independently based on

the level of support and face-to-face interaction needed; and

(f) Whether performance can be assessed accurately using (e.g.,

quantitative or qualitative results-oriented standards) and

working hours appropriately documented.

(2) Identifying an Employee as Eligible for Telecommuting

In addition to assessing the position’s appropriateness for telecommuting,

the employee also must be eligible, as determined by their supervisor or

division head (or designee) in consultation with the Office of Human

Resources. In considering whether to approve an employee for

telecommuting, the university will consider:

(a) Length of time in position;

(b) Disciplinary actions on file;

(c) Demonstrated ability to work productively (as shown by

consistent and satisfactory performance of essential functions);

(d) Evaluations in the previous evaluation cycle;

(e) The circumstances or rationale provided for consideration of

telecommuting.

(3) Telecommuting Request and Approval

As outlined above, not all employees and not all jobs are suited for

telecommuting. An employee interested in telecommuting may present a

written request to their supervisor, identifying the reason for and the

duration of telecommuting. Alternatively, the supervisor or another

manager may initiate a telecommuting request.

Each telecommuting request will be reviewed by the supervisor or division

head with the Office of Human Resources to determine if the telecommuting

request (as originally made or as modified during the review process) is

consistent with this policy.

The approval or disapproval of a telecommuting request will be documented

in writing (email is permissible) by the employee’s supervisor or division

head and the Office of Human Resources.

A telecommuting arrangement typically will be for one year or less and will

expire at the end of that term. Renewal is possible but not guaranteed;

3341-5-xx (DRAFT) 5

employee performance, business operations, rotation of telecommuting

opportunities, and other circumstances will be considered in determining

whether to renew the agreement. The renewal or non-renewal of a

telecommuting arrangement will be documented in writing (email is

permissible) by the employee’s supervisor or division head and the Office

of Human Resources.

(4) Modification or Early Termination of Telecommuting

A supervisor or division head, in consultation with the Office of Human

Resources, may modify or terminate a telecommuting arrangement for

performance concerns, changes in operational needs, or other non-

discriminatory reasons. To the extent practicable, notice will be provided

two weeks before the modification or termination.

Except when telecommuting is required by the university, an employee may

request to terminate the telecommuting arrangement and return to on-

campus work at any time.

(F) Technology Requirements

(1) University Laptops

The university will make sure that each employee who enters into an

approved telecommuting arrangement has a University-issued laptop as

their primary device. Information Technology Services (ITS) will provide

remote support only. If an issue arises where a technician physically needs

to work on the device, the employee is responsible for bringing the device

back to their campus for ITS service.

(a) If the employee currently has a University-issued laptop as

their primary device, then the employee will be required to use that

device at both BGSU and their alternate location; an additional

laptop device will not be provided for an employee to leave at their

alternate location or in their office.

(b) If the employee currently has a University-issued desktop as

their primary device, the employee will be required to switch to an

equivalent model year laptop as their primary device and return the

desktop to ITS at no cost to the employee’s department. If ITS must

provide a new laptop, the employee’s department is responsible for

3341-5-xx (DRAFT) 6

the cost of the upgrade, unless it occurs as part of a planned

employee device upgrade program.

(c) The university will provide a VPN connection for the

employee to use on their University-issued laptop when working

remotely to ensure data privacy and security.

(2) Worksite Requirements

An employee who has requested to telecommute is ultimately responsible

for ensuring that they can perform their job responsibilities while working

remotely. In order to enter into a telecommuting arrangement, an employee

who has requested to telecommute must ensure the off-campus worksite

meets the following requirements:

(a) The worksite must have adequate broadband internet access to

allow remote work. The employee is responsible, at their own

cost, for the purchase, setup and installation, support, and

maintenance of internet service at their off-campus location.

Employees who work 75% time or more away from campus

should have at least 50 Mbps connection from their ISP for

software updates and automated backups. Service will degrade

below this level.

(b) While working remotely, the employee is responsible for

making the changes needed to receive phone calls made to their

university extension. Any associated costs are the responsibility

of the employee or their department or unit.

(c) The employee or their department or unit is responsible for the

purchase, installation, support, and maintenance of any

additional accessories needed to telecommute (monitor, printer,

keyboard, mouse, etc.)

(d) The employee is responsible for ensuring that they have a safe,

secure, and functional remote work environment.

(e) Due to the dynamic nature of information technology, additional

requirements may arise. Please visit the ITS website to review

current considerations for telecommuting.

3341-5-xx (DRAFT) 7

If telecommuting is required by the University, the foregoing requirements

and responsibilities may be revisited to ascertain how University can best

facilitate remote functionality.

(G) Exceptions

(1) Faculty Telecommuting

It is an accepted practice for teaching and research faculty to carry out their

work with varied schedules on campus and elsewhere. Unless required by

the responsible Dean, Section (E) of this policy will not apply to faculty.

(2) University-Required Telecommuting

A department may determine that employees need to work off campus for

a short period of time to accommodate unusual circumstances, such as a

brief office closing for renovations or relocation.

In addition, the University may establish telecommuting as a condition of

offered employment or mandate telecommuting due to public health

emergencies or other circumstances as determined by the President or

designee.

In such cases, Section (E) of this policy will not apply.

(3) Telecommuting for Health-Related Reasons

An employee may request telecommuting as an alternative work

arrangement when the employee or a member of their household is,

according to the CDC definition, is at higher risk for severe illness from

COVID-19. The University will establish a separate operating procedure

for handling those requests.

An employee with a documented disability may request telecommuting as

a reasonable accommodation to enable an employee to perform their

essential job functions. Those requests will be handled by Accessibility

Services in accordance with its usual procedures.

In such cases, Section (E) of this policy will not apply.

3341-5-xx (DRAFT) 8

Registered Date:

3341-1-11 Community Health Requirements

Applicability

All University Faculty, Staff, Students and

Visitors

Responsible

Unit

Office of the President

Policy

Administrator

Chief Health Officer

(A) Policy Statement and Purpose

Our faculty, staff, and students are all members of the Bowling Green State

University community. Being part of a public university for the public good means

that each member has an obligation to protect personal health as well as the health

of other members of the community. To reduce the risk of exposure to serious

illness from infectious disease, each member has a vital role in limiting the spread

of infectious diseases.

(B) Policy Scope

This policy applies to all faculty, staff, students, and visitors of the University while

present at any University location.

(C) Policy

The President, or his or her designee, in consultation with the Chief Health Officer,

has the authority to establish specific health requirements for faculty, staff,

students, and visitors appropriate to current community health risks as

recommended by the Centers for Disease Control and Prevention or the Ohio

Department of Health. Each member of the BGSU community must comply with

all specific health requirements promulgated under this policy that may be

prescribed by the President pursuant to an identified community health risk. The

President or the Chief Health Officer will communicate via electronic mail to

BGSU faculty, staff, and students all specific health requirements promulgated

under this policy. All specific health requirements in effect will also be posted on

the University Policy website maintained by the Office of General Counsel at

https://www.bgsu.edu/general-counsel/university-policies.html

3341-1-11 2

(D) Modification or Rescission of Specific Health Requirements

The President, or his or her designee, has authority to modify or rescind any

previously established specific health requirements for faculty, staff, students, and

visitors. The President or the Chief Health Officer will communicate any

modifications or rescissions of all specific health requirements promulgated under

this policy via electronic mail to BGSU faculty, staff, and students. Modifications

and rescissions will also be noted on the University Policy website maintained by

the Office of General Counsel at https://www.bgsu.edu/general-counsel/university-

policies.html

(E) Action

Each person within the BGSU community must comply with all specific health

requirements promulgated under this policy. Failure to comply with this policy

and established requirements may result in disciplinary action under the Code of

Student Conduct or the applicable employee discipline process. Visitors failing to

comply with the policy may be prohibited from remaining on or returning to

campus.

Registered Date:

COVID-19 Personal and Community Health Requirements

Pursuant to BGSU Policy 3341-1-11, to reduce the risk of exposure and spread of COVID-19 and

other infections in anticipation of re-population of University locations beginning in Fall Semester

2020, the following COVID-19 Personal and Community Health Requirements have been

established. These COVID-19 Personal and Community Health Requirements may necessitate

future supplements as recommended by the Centers for Disease Control and Prevention or the

Ohio Department of Health. Any modifications (or rescissions) of the Requirements will be

communicated via electronic communication to faculty, staff, and students. The COVID-19

Personal and Community Health Requirements apply to all faculty, staff, students, and visitors of

the University while present at any University location.

(A) COVID-19 Personal and Community Health Requirements

Each member of the BGSU community must take the following measures:

(1) Closely monitor for symptoms of illness and complete a self-administered wellness check

each day before coming to any University location or leaving on-campus housing. Anyone

experiencing a fever at or above 100.4 F or exhibiting any symptoms of illness, including

dry cough, fever or chills, shortness of breath, fatigue, sore throat, headache, muscle aches,

or loss of sense of taste or smell, or any other symptoms as updated by the Centers for

Disease Control or the Ohio Department of Health, must contact their primary care

provider or Falcon Health Center at (419) 372-2271 and self-report to the [Wood County

Health Department/BGSU Chief Health Officer].

Any student, employee or visitor experiencing one or more of these symptoms shall not

come to any University location or leave on-campus housing and shall self-isolate per

CDC guidelines until cleared by their primary care professional or the Wood County

Health Department. At a minimum, each employee or student suspected or confirmed of

having COVID-19 shall continue to self-isolate until free of fever or symptoms (without

the use of medication) for at least 72 hours and at least ten days have passed since

symptoms first began.

(2) Practice physical distancing of at least six (6) feet with others to the extent feasible.

(3) Engage in enhanced hygiene and cleaning efforts by frequent hand washing or hand

sanitizing and contribute to the effort to maintain cleanliness of the spaces used.

(4) As recommended by the Ohio Department of Health, unless an individual exception is

approved by the University, wear a face covering while indoors except when in the

individual’s on-campus residential room or when working in a private assigned work

area.

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COVID-19 PERSONAL AND COMMUNITY HEALTH REQUIREMENTS

2

(5) Participate fully and honestly with contact tracing (exposure notification) and testing as

requested by the University. Self-quarantine for 14 days, if identified as a direct contact of

anyone who has been determined to be positive for COVID-19.

(6) Abide all additional requirements that are communicated by the University, including but

not limited to quarantine or isolation requirements that may be necessary for the University

to implement.

(B) Failure to Comply with COVID-19 Personal and Community Health Requirements

Each person within the BGSU community must comply with the above measures to limit the

spread of COVID-19. Failure to comply with this policy may result in disciplinary action under

the Code of Student Conduct or the applicable employee discipline process. Visitors failing to

comply with this policy may be prohibited from remaining on or returning to campus.

Employee Version NJJ 7/7/20

FORWARD FALCONS

OUR COMMUNITY COMMITMENT

I am a member of the Bowling Green State University community. Being part of a public university for the public

good means that I have a responsibility to protect my own health, as well as the health of our students and my

fellow employees. To reduce the risk of exposure to serious illness, I play a vital role in limiting the spread of

COVID-19 and other infections. As an employee within the BGSU community, I will comply with the

following COVID-19 Personal and Community Health Requirements established pursuant to University

Policy 3341-1-11 (as described in this Forward Falcons Commitment) and with Centers for Disease Control

and Prevention or Ohio Department of Health recommendations as communicated to me by BGSU:

1. I will closely monitor for symptoms of illness and complete a self-administered wellness check each day

before coming to campus. If I am experiencing a fever at or above 100.4 F or am exhibiting any

symptoms of illness, including dry cough, fever or chills, shortness of breath, fatigue, sore throat,

headache, muscle aches, loss of sense of taste or smell, I will contact my primary care provider or Falcon

Health ((419) 372-2271), and self-report to the [Wood County Health Department/BGSU Chief Health

Officer].

If I am experiencing one or more of these symptoms, I will not return to campus and agree to self-isolate per

CDC guidelines until I am cleared for return by a my primary care provider or the Wood County Health

Department. If I am suspected or confirmed of having COVID-19, I will continue to self-isolate until free of

fever or symptoms (without the use of medication) for at least 72 hours and at least ten days have passed

since symptoms first began.

2. I will respect all members of the campus community by practicing physical distancing of at least six (6) feet

with others to the best of my ability.

3. I will engage in enhanced hygiene and cleaning efforts by engaging in frequent hand washing or hand

sanitizing and contribute to the efforts to maintain cleanliness of the workspaces I use.

4. Unless an exception is approved by the University, I will wear a face covering while indoors unless working

in a private assigned work area as recommended by the Ohio Department of Health.

5. I will participate in contact tracing (exposure notification) and testing to preserve the wellness of the campus

community. If I am identified as a direct contact of anyone who has been determined to be positive for COVID-

19, I agree to self-quarantine for 14 days.

6. I will be supportive of other members of the campus community who may be struggling, experiencing stress

and/or who have personal or household members with health concerns that necessitate alternative work

arrangements.

7. As more information is gathered and known, I understand Bowling Green State University may

modify these guidelines and expectations. I will stay up-to-date on the information and will abide all

additional expectations that are communicated to me, including but not limited to quarantine or isolation

requirements that may be necessary for the University to implement. I understand the University will notify

me via email regarding changes.

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Employee Version NJJ 7/7/20

As an employee within the BGSU community, I am fully committed to doing my part to limit the spread of

COVID-19. I understand that intentional or reckless disregard for the health and safety of others may

result in disciplinary action.

______________________________________________________________________________

Signature Date