Employee Masking

The university will move to our next phase by designating masks optional in all indoor areas effective Monday, April 11, 2022. Masks are no longer required in classrooms; however, they are still required:

  • At clinics on campus and in accordance with requirements at external locations, such as clinical placements, student teaching assignments, etc.
  • In private offices, when requested.
  • In other instances where specific contractual obligations apply.

There may be other areas of campus where masks will continue to be required. Those will be designated with appropriate signs.

You do not need to wear a mask while in a vehicle with two or more persons; however, those who feel uncomfortable may wear a mask.

Employees may continue to wear a mask at any time while working at JMU.

During meetings, either party in a small office or space may request that the other person wear a mask. If so, both parties should be masked or a remote meeting option should be made available.

Currently, masks are still required in classrooms and specific areas such as health care settings. Masks are still required in instructional spaces, and the requirement will be reevaluated in considering the effects of the pandemic. There may be other areas of campus where masks will continue to be required. Those will be designated with appropriate signs. 

JMU will provide KN95 and N95 masks to those employees who request them via email at N-95maskrequest@jmu.edu. They meet government regulations.

Yes. To request N-95 masks or a KN-95 mask, send an email request from your JMU email account to N-95maskrequest@jmu.edu

Additional mask and accessibility guidance can be found on the Centers for Disease Control (CDC) website here.

Respectfully ask the person to wear a mask or seek another means by which to achieve their desired goal requiring the interaction. Other means could include remote communication via phone or internet. Do not ask anyone why they are or are not wearing a mask.  

It is inappropriate to ask someone why they are or are not wearing a mask.

It is inappropriate to ask someone why they are or are not wearing a mask, or their reasons for doing so.

It is up to the meeting organizer to determine if masks will be required. You should honor the request from the meeting organizer if they ask that you wear mask. You can also check to see if there are alternatives available for remote meeting access.

If you are in an office or another small space with another person and one person requests that masks be worn, both individuals should honor the request to wear masks, use another meeting space that allows for physical distancing, or make use of a remote option.

Please respect all individuals whether they choose to wear a mask or not. Calmly make your request, provide an explanation, and offer an alternative such as moving to a space that allows for physical distancing or using a remote option.

You also have the option to provide alternative choices for meetings (e.g., virtual) or require all in-person participants to be masked. Attendees should feel comfortable wearing masks as an option in any setting. 

Organizers of campus events and activities can decide whether to require masks for participation in those events and activities (e.g., for artistic performances, special receptions, etc.) on a case-by-case basis. JMU will also continue to adhere to any external requirements that apply to clinical placements, student teaching, etc.

Vaccination Option Details

Faculty and staff are no longer required to report their vaccination status to JMU. However, employees are encouraged to get vaccinated.

Information on student vaccine requirements is available in the Student Info section.

You will be considered fully vaccinated two weeks after the full course of a World Health Organization (WHO)-approved vaccine.

You are considered up-to-date if you have completed your primary series and receive boosters as recommended.

Faculty and staff are no longer required to report their vaccination status to JMU.<

If you need a vaccination, you can find one using the Virginia Department of Health Vaccination Finder.

No. If you get vaccinated during work hours, you must coordinate your absence with your supervisor and obtain their approval to ensure that work continues while you are absent.

Anyone vaccinated on or after July 1, 2021 may use up to 8.00 hours of Public Health Emergency Leave (PHEL) as needed if feeling sick after receiving a COVID–19 vaccination. If more than 8.00 hours of leave are needed, an employee would need to charge the remaining time to sick leave. NOTE: PHEL will only be available through May 31, 2022.

If sick leave is unavailable, another personal leave type should be used. Acceptable forms of personal leave are: Family/Personal Leave, Personal Day, Recognition Leave, Service Recognition leave, or Annual Leave/Vacation. Contact JMU Benefits for more information. 

Anyone vaccinated on or after July 1, 2021 may use up to 8.00 hours of Public Health Emergency Leave (PHEL) as needed if feeling sick after receiving a COVID–19 vaccination. If more than 8.00 hours of leave are needed, an employee would need to charge the remaining time to sick leave. NOTE: PHEL will only be available through May 31, 2022. 

If sick leave is unavailable, another personal leave type should be used. Acceptable forms of personal leave are: Family/Personal Leave, Personal Day, Recognition Leave, Service Recognition leave, or Annual Leave/Vacation. Contact JMU Benefits for more information. 

The COVID-19 vaccine decreases the risk of getting the disease, prevents serious illness, and decreases the risk that you will spread the disease to others. You can find more benefits of the vaccine online.

Telework and Supervisor Responsibilities

Your supervisor is responsible for approving all telework requests for you based on a variety of factors. It may be necessary for your supervisor to seek approval from another manager if required by your divisional standard.

Also note that JMU continues to provide more in-person services to students on campus than in the past. It will be necessary for work units to be staffed adequately to provide the appropriate service levels, which may mean teleworking schedules that were acceptable previously may no longer be appropriate this fall.

The information that an employee has symptoms of, or a diagnosis of, COVID-19, is medical information. The fact that this is medical information does not prevent the supervisor from reporting it to appropriate employer officials (such as their vice president) so that they can take actions consistent with guidance from the CDC and other public health authorities including the University Health Center (UHC). 

All JMU officials who are designated as needing to know the identity of an employee per the published protocols must maintain the confidentiality of this information. 

ADA Accommodations

Faculty members with concerns about teaching in person should contact their Academic Unit Head (AUH). AUHs will consider faculty requests to determine if other options are available for the remainder of spring semester.

If faculty members have concerns about their personal health and teaching in person, they should contact an HR Benefit Specialist to explore other options.

Once contacted by the faculty member, the benefit specialist will assess each situation by determining one of the following:

  1. The faculty member is covered under the Americans with Disabilities Act (ADA). To qualify for ADA, one must have a disability which is defined by ADA as a physical or mental impairment that substantially limits one or more major life activities, has a history/record of such an impairment, or is perceived by others as having such an impairment.
    • Based on medical documentation already on file with HR or obtained by HR, the Benefit Specialist would work with the faculty member and the AUH through an interactive process to determine if there is a reasonable accommodation possible that will meet the needs of the department and the employee.
    • A reasonable accommodation is a modification to a position or workplace that enable an employee to meet the essential functions of the position.
    • Employers are required to provide a reasonable accommodation to employees with disabilities, unless doing so would impose an undue hardship on the university to either grant the accommodation(s) or change the essential functions of the position.

  2. The faculty member is eligible for short-term disability either through the Virginia Sickness & Disability Program (VSDP) or through the Faculty Sickness & Disability Program (FSDP)

Back to Top