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Employment FAQs

Required testing

In accordance with President Biden’s vaccine or test requirement for large employers, unvaccinated employees are required to undergo mandatory weekly testing for COVID-19 starting Jan. 4, 2022. The test results must be submitted weekly by anyone who is not fully vaccinated against COVID-19. This process will remain in place until further notice. 

More information is on Linfield's COVID-19 Testing page and the Health and Wellness FAQ page.

Working on Campus

  • What will be different about an employee's day-to-day activities? (updated 05/20/21)

    • All employees are required to do a self-health screening prior to coming to any Linfield campus. This can be done by using the Health Monitoring Daily Checklist.
    • Physical distancing – that is, staying six feet away from others – is required.
    • All employees, students, vendors and visitors are required to wear face coverings when inside a building on either campus. This includes all classrooms and shared kitchen spaces.
    • Face coverings must also be worn outside whenever six feet of physical distance cannot be maintained.
    • Public access to campus buildings is still limited, with employees engaging visitors remotely whenever possible.
    • All Linfield community members are required to have their Linfield identification card visible at all times.
    • Remote-meeting technology tools should be used whenever possible.
    • An increased number of hand sanitizer stations are available throughout Linfield’s campuses in McMinnville and Portland.
    • Cleaning services has increased the frequency of cleaning and disinfecting, focusing on high-touch surfaces.
  • What measures are being taken to ensure necessary safeguards for our higher-risk employee population? (07/17/20)

    It is important to remember that it is the collective effort of the Linfield community that will keep individuals and the community healthy. The use of multiple layers of risk reduction that we will be employing in our everyday practices will be our best defense for ALL members of the community. Our layers of risk reduction, based on CDC and OHA guidance, are face coverings, physical distancing, enhanced cleaning protocols, Plexiglass where appropriate, and alternative options for the highest risk individuals, in addition to reduced group gatherings.

  • Where should employees address concerns about these policies and/or their safety about returning to work? (06/25/20)

    Concerns about policies and personal safety regarding the return to work at Linfield should be brought to the attention of immediate supervisors or directors of departments. Environmental Health and Safety is available to consult about office spaces and physical distancing. The policies are the first point of reference.

  • If an employee contracts COVID-19 from a workplace situation, are the medical expenses covered by worker’s compensation? (07/07/20)

    Yes. If contracted in the workplace, normal worker’s compensation support will apply. Please contact Human Resources for more information.

  • What precautions are in place for employees who work in a shared space, less than 6 feet apart? (06/15/20)

    Building supervisors will be identified to partner with Environmental Health and Safety to identify spaces in need of occupancy limits, partitioning, interior building signage and visual cues so that proper physical distancing can be observed. This may require staggering employee hours, rearranging furniture or installing plexiglass partitions. Speak to your supervisor with specific concerns.

Adjusted Work Agreements

  • What is the ADA interactive process? (07/07/20)

    The human resources department will:

    1. Review the accommodation request with the employee based on written documentation from the employee’s healthcare provider.
    2. Obtain written medical release or approval from the employee. Employee’s healthcare provider may not disclose information or answer questions about the employee’s healthcare disability without the employee’s permission.
    3. Ask the employee to provide appropriate documentation from the employees’ healthcare provider or rehabilitation professional regarding nature of the impairment, its severity, the duration, the activity limited due to the impairment(s), and the extent to which the impairment(s) limits the employee’s ability to perform essential job duties/functions.
  • Can employees fill out a Telecommuting Agreement for elder- or childcare reasons? (updated 09/04/20)

    While eldercare and childcare are not covered by the ADA and are not eligible for a Linfield Telecommuting Agreement. Linfield has updated its return-to-work policy to include a Flexible Work Schedule Arrangement, which allows employees to work with their supervisors to adjust their on-campus work schedule. More information is in the policy on the Environmental Health and Safety webpage.

  • Why is telecommuting not appropriate in instances where the employee is not in a high-risk category but there are high risk individuals living in the same household? (07/17/20)

    Per the EEOC: The ADA does not require that an employer accommodate an employee without a disability based on the disability-related needs of a family member or other person with whom the employee is associated.