Faculty/Staff

Have Symptoms or been exposed?

Timeline for returning to campus

As MGA prepares to resume face-to-face teaching Fall Semester 2020, employees are expected to return to work on our campuses in a phased approach throughout the months of June, July and August - with full on-campus operations resuming on August 3rd. The Return to Campus Schedule is available with expected return dates for all employees (by position). Employees with questions about return dates should contact their supervisor.

As we return to campus we must do so safely, with full awareness of the risks that remain surrounding COVID-19 and the assumption that COVID-19 will be present into the foreseeable future. MGA is implementing a return-to-campus plan that was developed following guidance from the Centers for Disease Control and Prevention (CDC), the Georgia Department of Public Health (DPH), the Office of the Governor, and the University System of Georgia (USG). The Workplace and Health Safety Reopening Plan was approved by the USG and primarily focuses on the details of faculty and staff returning to campus for Fall Semester 2020.

View Workplace and Health Safety Reopening Plan

View Return to Campus Plan

Individuals at higher risk for severe illness

MGA employees who fall into one of the following Georgia Department of Public Health (GDPH) and CDC categories for higher risk for severe illness with COVID-19 may request 1) ADA accommodations, or 2) alternate work arrangements.

The CDC currently identifies higher risk as:

  • Older Adults - The CDC no longer gives a minimum age for those at risk.  The USG will continue to use 65 as its measure for evaluating requests for alternate work arrangements.  Individuals who are younger than 65 can provide documentation from a health care provider that their age is a determining factor for risk that should prevent them from working on campus as scheduled.

  • People of all ages with underlying medical conditions including:
  1. Chronic kidney disease
  2. COPD (chronic obstructive pulmonary disease)
  3. Immunocompromised state (weakened immune system) from solid organ transplant
  4. Obesity (body mass index [BMI] of 30 or higher)
  5. Serious heart conditions, such as heart failure, coronary artery disease, or cardiomyopathies
  6. Sickle cell disease
  7. Type 2 diabetes mellitus
  8. Asthma (moderate-to-severe)
  9. Cerebrovascular disease (affects blood vessels and blood supply to the brain)
  10. Cystic fibrosis
  11. Hypertension or high blood pressure
  12. Immunocompromised state (weakened immune system) from blood or bone marrow transplant, immune deficiencies, HIV, use of corticosteroids, or use of other immune weakening medicines
  13. Neurologic conditions, such as dementia
  14. Liver disease
  15. Pregnancy
  16. Pulmonary fibrosis (having damaged or scarred lung tissues)
  17. Smoking
  18. Thalassemia (a type of blood disorder)
  19. Type 1 diabetes mellitus

Employees wishing to request accommodations or alternate work arrangements will be required to submit one of the forms indicated below to make a written request detailing their needs and requested support to Human Resources. Documentation for underlying medical conditions will be required as a part of the request. Human Resources will review the request and if approved, will work with the employee and their immediate supervisor in documenting and providing for the alternate work arrangement. To submit a request, contact Human Resources to determine which of these two options is the best option for you:

  1. Apply for accommodations under the Americans with Disabilities Act (ADA)
  2. Apply for a COVID-19 alternate work arrangement

Employees will be able to apply for alternate work arrangements or accommodations until the end of the public health emergency (as determined by the CDC/GDPH). The deadline to have requests reviewed for August 3rd return to campus was July 13, 2020.

Employees who care for or live with individuals at higher risk for severe illness with COVID-19

Employees who care for or live with individuals at higher risk for severe illness with COVID-19 should plan to return to campus as scheduled and work with their direct supervisor to ensure that their work environment allows for social distancing and the ability to practice the behaviors known to reduce the spread of the COVID-19. Employees may utilize appropriate leave options as necessary. Employees should contact the human resource office to identify appropriate leave options.

Human Resources COVID Information

Detailed information on alternate work arrangements, ADA accommodations, and leave options are available on the HR Workplace and COVID web page

The USG Teleworking/Flextime Policy was temporarily suspended for employees in March 2020 due to the COVID-19 pandemic; however the original policy is in effect for MGA on August 1, 2020.

  • Employees seeking alternate work arrangements or accommodations due to them being at higher risk should explore those options or available leave on the HR COVID webpage.  
  • For non-COVID related teleworking, Vice Presidents at MGA may grant limited permission for telework, but each situation must be in accordance with the existing USG Teleworking PolicyA USG Teleworking Agreement and USG Telework Self-Assessment must be submitted and approved prior to the beginning of the teleworking arrangement. Permissions to telework are to be granted equitably across the institution.