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Q: When and how should I prepare to return to on-campus work?

Employees may return on June 8. Please review the Return to Work guidelines page for details on how to prepare.


Q: I have concerns about returning to work on campus. What should I do?

If you have concerns about returning to work, please contact your supervisor or the HR Director. We are instituting a variety of measures to ensure a safe workplace, including personal health and safety guidelines and new cleaning and sanitizing procedures. The College will make every effort to provide reasonable accommodations, which may include continuing to work from home if feasible, isolated rooms, putting up barriers, or modifying your work schedule.


Q: I am defined by the CDC as a high risk individual or live with someone who is. What should I do?

Inform your supervisor or HR. The College will make every effort to provide reasonable accommodations, which may include continuing to work from home if feasible, isolated rooms, putting up barriers, or modifying your work schedule.


Q: I do not currently have options for childcare. Can I continue to work from home or bring my children with me to work?

While children have always and will continue to be welcome at Centenary College on a short-term limited basis (typically part day), children will not be allowed at work as a substitute for childcare due to liability issues. If you are unable to find childcare options, please let your supervisor or HR know the College will make every effort to provide reasonable accommodations.


Q: Do I need to monitor and report my health daily?
All students, employees, and guests are required to review and complete a COVID-19 self-checker each day before arriving on campus. We recommend downloading the CDC app which includes a self-checker, or you can fill out the symptom self-checker on the Centenary website at centenary.edu/covid19. You may be required to show proof of completion and/or receive a temperature check before receiving campus services or instruction or performing your job.


Q: What should I do if I am showing signs of illness at home or at work?

If you are at home and exhibit signs of illness, do not come to work. Contact telemedicine or your physician. Once you have been cleared by your doctor and can provide a note, you will be allowed back to work. If you become ill at work, immediately alert your supervisor or HR. You will be placed in an isolation room; i.e. closed room with no other access by others. As soon as possible, you will need to leave work.


Q: If I am ill due to COVID-19, will I have to use sick leave during my self-quarantine period?

If you are ill due to COVID-19, you will be able to use pandemic leave before using sick or annual leave. If you need to miss work due to another condition or illness, you will need to use your sick leave or annual leave for the time away from the office.


Q: What should I do if I test positive for COVID-19?

You will need to advise your supervisor or HR. You will need to self-isolate for 14 days and then you must be fever free for 72 hrs. With a confirmed case of COVID-19, you would be eligible for pandemic leave. You will also need a note from your doctor or telemedicine stating that you are able to return to work. You will also need to notify anyone you have been in contact with so they are able to monitor their symptoms as well.


Q: What should I do if I have a sick family member?

You will need to notify your supervisor or HR. Do not report to work until you can confirm the type of illness. If the family member has a confirmed case of COVID-19, you will need to self-quarantine for 14 days and return with a note from your physician or telemedicine that you do not have symptoms. You will be eligible for pandemic leave. If the illness is something other than COVID-19, return to duty once you have obtained a physician’s note. In this case, you would be charged sick or annual leave.


Q: Should we hold in-person meetings when we return to work?

If at all possible, please continue to use phone, Zoom, or other video conferencing. If it is not possible, be sure to follow all safety precautions outlined in the Personal Safety Guidelines for Centenary Community Members.


Q: What should employees do to promote a clean environment on campus and support the work of our facilities staff?

Employees will be provided with supplies and required to sanitize their own work space daily (in addition to daily cleaning and sanitizing provided by Facilities).


Q: Am I required to wear a mask on campus? If so, will a mask be provided?

Yes, you must wear a mask when in public spaces or when you are unable to maintain a safe social distance. If you are unable to provide your own mask, a mask will be provided for you.


Q: Are there any travel restrictions on Centenary community members (students, faculty, and staff)?

All Centenary-sponsored business travel is currently discontinued unless deemed critical for recruitment or fundraising. Employees should consult their Cabinet member for these exceptions. For approved business travel, complete the self-checker for symptoms and follow COVID-19 hygiene recommendations. If traveling to a CDC identified hotspot, self-quarantine (work from home) for 14 days or provide a doctor’s note clearing you to return. Any personal travel (any travel beyond a 100 mile radius of your residence) should be conducted in strict accordance with CDC guidance, but if you travel to a COVID-19 hotspot you will be required to self-quarantine for 14 days or provide a doctor’s note clearing you to return.


Q: I think one of my colleagues is high-risk but has been reporting for on-campus work. What should I do?

Each employee should follow CDC guidance and/or the recommendation of their health care provider to determine whether it is safe to return to work. Other employees should not presume to determine whether someone is in a high-risk category, and all employees are entitled to protections against discrimination based on age, disability, and other protected categories. If a co-worker learns of another employee’s high-risk factor, he or she must maintain the confidentiality of that information and only report it to HR or a supervisor.

Notice of Nondiscriminatory Policy As To Students The insitution does not discriminate in its educational and employment policies against any person on the basis of gender, race, color, religion, age, disability, sexual orientation, national or ethnic origin, or on any other basis proscribed by federal, state, or local law.