• Face coverings requirement
• Notification procedures for individuals (Students, Employees, Contractors/Vendors) presumptively positive or with positive tests for COVID-19
• COVID-19 testing for students
• Self-quarantine for students residing in Baylor on-campus housing during COVID-19
• Students residing in Baylor-provided self-isolation housing during COVID-19

Baylor University announced a shortened fall academic calendar. Classes will still begin on Aug. 24, 2020, but the majority of course instruction on-campus will be completed before the Thanksgiving holiday with final exams conducted online in early December.

To allow for this revised schedule, we will hold classes on Labor Day, eliminate Fall Break, and shorten the Thanksgiving holiday. All of this is being done to maximize in-person instructional opportunities and to minimize student travel during the fall and its attendant risk of COVID-19 spread. Please note that the academic calendar for Baylor Law School, which operates on the quarter system, will not be affected by these changes.

Due to fewer days on-campus, the university will reduce the costs of housing, dining and parking on a prorated basis for students.

An extensive list of frequently asked questions (FAQs) for new and current (returning) international students and scholars for the Fall 2020 term is available on the Center for Global Engagement website. As new information becomes available, CGE will update these FAQs. If you have additional questions, please email Baylor's International Student and Scholar Services at ISSS_Support@baylor.edu.

Yes. Baylor is requiring a negative COVID-19 test of all students and employees coming to campus for the fall semester. Testing information for students is available under the COVID-19 Resources tab, For Students. Testing information for faculty and staff is available under the COVID-19 Resources tab, For Faculty and Staff. In addition, the University will conduct ongoing surveillance testing during the fall semester.

If students are experiencing COVID-19 symptoms or are concerned they may have been exposed to a positive case, they should call Baylor Health Services at 254-710-4939 for a nurse screening for testing at the campus Respiratory Clinic. For more information, visit the Baylor Health Services website.

Residents of Dallas County can visit the Dallas County Health and Human Services' website for the latest COVID-19 related information and resources. Those in Tarrant County (Ft. Worth and surrounding areas) can visit Tarrant County Public Health for coronavirus information. Additional information is available on Tarrant County Public Health's Facebook page.

Of course, Baylor continues to provide more general information about Waco and Baylor at https://www.baylor.edu/coronavirus.

Since you reside in the Austin area, we encourage you to visit Austin Public Health for information on COVID-19. The website includes a Virtual Assistant to use for your coronavirus-related questions.

Of course, Baylor continues to provide more general information about Waco and Baylor at www.baylor.edu/coronavirus.

If you live in Houston and the incorporated areas of the city extending outside Harris County, we encourage you to visit the Houston Health Department for COVID-19 information. If you live in Harris County, visit Harris County Public Health.

Of course, Baylor continues to provide more general information about Waco and Baylor at www.baylor.edu/coronavirus.

• For students who have had no symptoms, you can return to campus once 10 days have passed since the date your sample was collected if there are no symptoms.
• If you have any symptoms and a positive, you may return to campus after at least 10 days have passed since symptom onset AND at least 24 hours with no fever without using fever-reducing medications AND other symptoms have improved.

• For students who have had no symptoms, you can return to campus once 10 days have passed since the date your sample was collected if there are no symptoms.
• If you have any symptoms and a positive, you may return to campus after at least 10 days have passed since symptom onset AND at least 24 hours with no fever without using fever-reducing medications AND other symptoms have improved.

• For most persons positive for COVID-19, isolation and precautions can generally be discontinued 10 days after symptom onset and resolution of fever for at least 24 hours, without the use of fever-reducing medications, and with an improvement of other symptoms.
• A limited number of persons with severe illness may produce replication-competent virus beyond 10 days that may warrant extending isolation and precautions for up to 20 days after symptom onset; consider a consultation with infection control experts.
• For persons who never develop symptoms, isolation and other precautions can be discontinued 10 days after the date of their first positive test.

Baylor's Custodial Services is conducting cleaning and disinfection in accordance with current CDC recommendations. They have increased disinfection in multiple locations, including but not limited to residence halls, dining halls, the University Libraries, McLane Student Life Center, Bill Daniel Student Center (SUB), common spaces and common high-touch contact points across campus, such as doorknobs/handles/push bars, arms/backs of chairs, phones, classroom desks/tabletops/podiums, countertops, elevator buttons, light and room control switches, vending machines, microwave/refrigerator handles, computer equipment, copiers, keyboards and bathrooms. In residence halls, public areas and restrooms are being disinfected three times a day.

Custodial Services will be augmenting their enhanced disinfection schedule with additional disinfection using electrostatic sprayers on high-touch contact surfaces in common areas, lobbies, auditoriums, and classrooms across campus.

We remind everyone to practice good personal hygiene and exercise social distancing (at least 6 feet from others) and wear face coverings, if possible, to lower the risk of becoming ill. As currently recommended by the CDC: wash your hands thoroughly and often; cover coughs and sneezes with your sleeve/elbow; avoid touching your eyes, nose and mouth; avoid sharing food, beverages, and utensils; clean and disinfect frequently touched surfaces; and stay away from campus if you are sick.

The University continues to address questions and concerns through regular communications and additions to the FAQ section of this page.

The University has purchased reusable face covers for all Baylor faculty, staff and students, and those are being distributed through welcome kits.

Requests for disposable masks should go to EHS at 254-710-2900 or ehs@baylor.edu.

Effective Monday, June 22, 2020, face coverings are required to be worn by all individuals (faculty, staff, students and visitors) in all buildings on the Baylor campus.

Residential and retail dining has reopened for the fall semester. The latest hours/locations are available at baylor.campusdish.com. Updates also will be posted on all Baylor Dining social media outlets.

If you have questions about fall dining, please check the Fall 2020 Dining Halls FAQs for answers to frequently-asked questions.

If you have special dietary needs or restrictions, please contact registered dietitian Taylor Beard at beard-taylor@aramark.com or 254-710-6462.

Baylor Central Libraries (Moody Memorial and Jones) are open to all patrons. Face coverings and social distancing are required throughout the facility. Clearly marked disinfectant wipes are available and should be used on solid surfaces before and after use. Special Collections libraries, such as Armstrong Browning Library, also have reopened. ABL will not be open on weekends at this time. Check daily hours of operation on the Libraries' website.

Access to all of the libraries' digital resources and online research support continue uninterrupted. Visit baylor.edu/library for more information and Baylor Libraries' Keep Learning website to access librarian assistance and resources.

Yes, campus recreation is currently operating on a limited summer schedule. Updated summer hours of operation are available on the campus recreation website. Hours of operation are shown on a monthly basis and are subject to change based on local, state and university guidance.

Baylor Health Services in the SLC remains open for students from 8 to 5 p.m. Monday through Friday and Saturday from 9 a.m. to 1 p.m. A face covering or mask is required for any appointment in Health Services.

If you are a Baylor student and concerned that you may have been exposed to the virus that causes COVID-19, call the Baylor Health Services dedicated nurse line at 254-710-4939. Baylor Health Services will be able to make appointments at this phone number for testing for the coronavirus.

For students who need regular health care, appointments with Baylor Health Services can be made by calling 254-710-1010 or online through the Health Portal log-in on the health services website.

To reach the Counseling Center, call 254-710-2467. Please read this important information about their services during the fall semester.

The Baylor Bookstore is open to the public Monday-Sunday at 50% capacity (less than 100 customers at a time). Face coverings and/or masks covering the nose and mouth are required to enter the building by all persons 10 years or older. Please check the Baylor Bookstore website for current hours of operation..

During move-in week and the first two weeks of class, online order pick up will be outside the Bookstore on the Creek Side under a tent. This will help alleviate occupancy in the store. Once you receive your Ready for Pickup email, specific instructions will be provided to ensure an efficient limited contact pickup process.

For assistance, call 254-710-4808 or email baylor@bkstr.com.

Meal plans start on 8/17/20.

Baylor Dining locations will be cashless beginning fall 2020. Our on-campus dining locations accept Dining Dollars, all card types, except for Mastercard, and also accept Apple and Google Pay.

Breakfast: $6.75

Lunch: $10.00

Dinner: $11.25

You have until the second week of school to downgrade your meal plan. You can upgrade your meal plan at any time throughout the semester.

Dining Dollars are cash equivalency tied to your student ID.

1 Dining Dollar = $1.

Log into your BearWeb account, select student financial services, select student account, then select Meal Plans - Add/Change.

Dining Dollars can be used at any of our on-campus dining hall locations, retail eateries, coffee shops, or convenience stores.

Please reach out to our dining associates listed under the “contact us” tab on our Baylor CampusDish website.

Yes, hand sanitizer stations will be placed at the entrance of each dining hall and retail location. There will be sanitation stations available in our dining locations for students to use who wish to sanitize their table (spray bottles and disposable towels will be included).

Baylor Dining Services is committed to keeping our students safe and healthy. We commit to a routine hand washing procedure, wearing face masks, installing plexiglass barriers, and practicing social distancing guidelines. For more information regarding COVID-19 safe practices, please visit: https://baylor.campusdish.com/COVID19Information

Masks will be required to enter the dining locations, while you are in line and while you are making your selections. You will not be required to wear one while sitting at your table.

Our dining locations on campus will have informational signage and directional floor markers to help students stay socially distant according to CDC guidelines.

Our dining locations will offer in dining seating that follows state and county guidelines for allowable occupancy.

Yes, all dining locations on campus will be open in the upcoming year.

Yes, all of our dining hall locations will still offer students a variety of different food options. In the event we have to go to take out only there may be some limitations on menu.

Yes, our dining hall and retail locations will offer a variety of to-go meals.

No, all meals will be served to students by our Baylor Dining team members. This includes the salad bar, desserts, and other stations.

Our Memorial and Penland locations each have vegan dining stations open for lunch and dinner. We also have a plant-based stir-fry station in Penland. Our locations provide soy and almond milk, a full salad bar, and vegetarian and vegan options are available at every station.

Yes! We pride ourselves in serving nutrient rich food at every location and during each meal. Every location has a full salad and produce bar with a variety of fruits, vegetables, and legumes always available. We offer grilled, baked, and plant-based offerings, infused waters, and balanced meals containing a protein, starch, and veggie at each location.

All dining locations post menus on our website, baylor.campusdish.com. Students are able to click on individual items and see nutrition information and ingredients. Students may also filter their search for available items based on their diet (such as vegan or vegetarian, and any of the Top 8 allergens.)

Baylor dining has several options for those who do not eat gluten. Our most notable feature is our Worry Free Kitchen, located in our 1845 at Memorial location. This kitchen is enclosed with its own vent system, food storage, prep areas, and equipment. All recipes served out of Worry Free are made without gluten, peanuts, or tree nuts. All Bears have access to this kitchen with their meal plans, and it is open Monday-Friday for continuous service. Our Penland and East Village dining locations each have a Made without Gluten station, where all recipes and ingredients are made without gluten. We also serve made without gluten desserts at each location and have Udi’s Gluten Free bread available at all locations upon request. Our Brooks dining hall location has a designated fridge where gluten free bread and made without gluten items are stored.

Yes, each dining location will offer allergen free options during each meal period. Baylor also has a Worry Free Kitchen located within Memorial Dining Hall.

Baylor Dining is able to accommodate most food allergies, including all Top 8 allergens (Peanuts, tree nuts, shellfish, fish, wheat, eggs, dairy, and soy). We also run a made-to-order concept where students may ask for modifications to their meals. Students also reserve the right at every dining location at any time to ask associates to change their gloves, wash their hands, use a different pan to cook in, pull fresh food, etc.

Any of the Baylor Dining management team can answer your allergy related questions while in our facilities. If you have dietary concerns or need a specific plan, Baylor Dining has a non-campus dietitian, Taylor Beard. She is a free, on-campus resource for all Baylor Bears.

Baylor Dining's on-campus dietitian, Taylor Beard can be reached at- 254-710-6462 or at beard-taylor@aramark.com.

Dietitian services are offered at no cost to students. She is available for nutrition consults and counseling, dining hall tours, questions about nutrition and/or food allergies, workshops and nutrition events. She is licensed and registered in the US and Texas to provide nutrition counseling and information for those with medical conditions, including diabetes, obesity, high blood pressure, and food allergies among others.

• Any undergraduate student may request to be considered for an all-online class schedule depending on major and availability.

To be considered, fill out this form to express your interest in an all-online class schedule, and Academic Advising will review your request to ensure this online option will fit with your specific needs (major, classification, etc.). If the option will work for you, advising will coordinate with other departments to notify them of your choice.

• If you have already registered for an all-online class schedule, please fill out the same form as above to ensure the necessary administrative steps are handled.

• Once you select an all-online class schedule, you will need to keep a fully online class schedule to ensure Baylor remains in compliance with all federal and state regulations. You may select different online courses from what you originally chose, but the delivery method for all courses will need to remain online.

• After the semester begins, if you withdraw from a course and move down to part time status, or fully withdraw from the institution, it is imperative you contact the Success Center to formally notify Baylor of your plans.

Incoming freshmen:

• Incoming Freshman are eligible to apply for a housing exemption and will be granted for the fall semester only.
  • Housing options include:
    • On-campus
    • Home residence (not in an off-campus apartment for the Fall Semester Only).

To increase social distancing for the fall semester, your housing assignment will be reallocated. You will be provided an assignment for the spring semester based upon your preferences, however, it will most likely not be the same space or location as you were originally assigned. This also includes your current roommate and room type.

Current and Transfer Students:

• Current and transfer students who reside on-campus are eligible to apply for a housing exemption and will be granted for the full academic year.

• Your academic scholarships will not be impacted. However, if you are changing where you live, this might impact your financial aid package, so you will not be able to make changes to your schedule after it is initially confirmed. Financial Aid will review and send any necessary updates to your file.


• If you plan to enroll in courses from Baylor and another institution AND you currently have a Pell Grant or a federal student loan, please be aware of the following:
  
  
  
  • Pell Grants can only be used at one institution.
  
  
  • If you intend to take out an additional loan for the courses at the new institution, there will be additional regulations you need to be aware of and you MUST contact the financial aid office immediately. We strongly recommend you do not pursue a second loan for the second institution.

Since Baylor students will still have access to faculty, student services, and academic facilities, the tuition rate will not change. Additionally, Baylor will have the same number of instructional days in the fall semester, despite the early conclusion. Regardless of the method of course instruction, courses will still be interactive, and the same expert faculty members that attract students to Baylor will teach these courses. During the fall semester, your student will be able to access the full array of academic support services, such as the University Libraries, Health Services, Baylor Counseling Services, Paul L. Foster Success Center, and the Chaplain's Office along with McLane Student Life Center and Student Union Building. We are still in the planning stages for student activities for this fall.

The General Student Fee supports a variety of benefits and services provided to students, including the University's libraries, technology, student life programs, student support services, and access to the Student Life Center (SLC), events, Health Services, and Baylor Counseling Services. These benefits and services are essential, and therefore, the General Student Fee is required and not negotiable.

Email parking@baylor.edu by August 23,2020, and request a refund.

"Based on the recently passed legislation, if your school converts from an approved residence training course to online training for that course (distance learning) due to COVID-19, your benefits will not change. However, the law only authorizes this special authority from March 1, 2020, to December 21, 2020. The new law applies to both current and new students enrolled in courses affected by COVID-19. For reference, visit https://www.benefits.va.gov/GIBILL/COVID19EducationBenefits.asp.

Note: Other types of changes to your enrollment status (for example, dropping a class results in a reduced rate of pursuit) may affect payments."

Coronavirus disease 2019 (COVID-19) is a respiratory illness that can spread from person to person. The virus that causes COVID-19 is a novel coronavirus that was first identified during an investigation into an outbreak in Wuhan, China.

The virus is thought to spread mainly from person-to-person, mainly through respiratory droplets produced when an infected person coughs or sneezes. These droplets can land in the mouths or noses of people who are nearby or possibly be inhaled into the lungs. Spread is more likely when people are in close contact with one another (within about 6 feet).

We remind everyone to practice good personal hygiene and exercise social distancing (at least six feet from others) and wear cloth face coverings to protect yourself and others and lower the risk of becoming ill. In addition, as recommended by the CDC: wash your hands thoroughly and often; cover coughs and sneezes with your sleeve/elbow; avoid touching your eyes, nose and mouth; avoid sharing food, beverages, and utensils; clean and disinfect frequently touched surfaces; and stay home if you are sick.

People with COVID-19 have had a wide range of symptoms reported, ranging from mild symptoms to severe illness. Anyone of any age group can have mild to severe symptoms.

Symptoms may appear 2-14 days after exposure to the virus. People with these symptoms may have COVID-19:

• Fever or chills
• Cough
• Shortness of breath or difficulty breathing
• Fatigue
• Muscle or body aches
• Headache
• New loss of taste or smell
• Sore throat
• Congestion or runny nose
• Nausea or vomiting
• Diarrhea

This list does not include all possible symptoms. CDC will continue to update this list as it learns more about COVID-19.

When to Seek Emergency Medical Attention

Look for emergency warning signs* for COVID-19. If someone is showing any of these signs, seek emergency medical care immediately

• Trouble breathing
• Persistent pain or pressure in the chest
• New confusion
• Inability to wake or stay awake
• Bluish lips or face

*This list is not all possible symptoms. Please call your medical provider for any other symptoms that are severe or concerning to you.

Call 911 or call ahead to your local emergency facility: Notify the operator that you are seeking care for someone who has or may have COVID-19.

There is currently no vaccine to prevent coronavirus disease 2019 (COVID-19).

• The best way to prevent illness is to avoid being exposed to this virus.
• The virus is thought to spread mainly from person-to-person.
  • Between people who are in close contact with one another (within about 6 feet).
  • Through respiratory droplets produced when an infected person coughs, sneezes or talks.
  • These droplets can land in the mouths or noses of people who are nearby or possibly be inhaled into the lungs.
  • Some recent studies have suggested that COVID-19 may be spread by people who are not showing symptoms.

Everyone should:

Wash your hands often.

• Wash your hands often with soap and water for at least 20 seconds especially after you have been in a public place, or after blowing your nose, coughing, or sneezing.
• If soap and water are not readily available, use a hand sanitizer that contains at least 60% alcohol. Cover all surfaces of your hands and rub them together until they feel dry.
• Avoid touching your eyes, nose, and mouth with unwashed hands.

Avoid close contact.

• Avoid close contact with people who are sick, even inside your home. If possible, maintain 6 feet between the person who is sick and other household members.
• Put distance between yourself and other people outside of your home.
  • Remember that some people without symptoms may be able to spread virus.
  • Stay at least 6 feet (about 2 arms’ length) from other people.
  • Do not gather in groups.
  • Stay out of crowded places and avoid mass gatherings.
  • Keeping distance from others is especially important for people who are at higher risk of getting very sick.

Cover your mouth and nose with a cloth face cover when around others.

• You could spread COVID-19 to others even if you do not feel sick.
• Everyone should wear a cloth face cover when they have to go out in public, for example to the grocery store or to pick up other necessities.
  • Cloth face coverings should not be placed on young children under age 2, anyone who has trouble breathing, or is unconscious, incapacitated or otherwise unable to remove the mask without assistance.
• The cloth face cover is meant to protect other people in case you are infected.
• Do NOT use a facemask meant for a healthcare worker.
• Continue to keep about 6 feet between yourself and others. The cloth face cover is not a substitute for social distancing.

Cover coughs and sneezes.

• If you are in a private setting and do not have on your cloth face covering, remember to always cover your mouth and nose with a tissue when you cough or sneeze or use the inside of your elbow.
• Throw used tissues in the trash.
• Immediately wash your hands with soap and water for at least 20 seconds. If soap and water are not readily available, clean your hands with a hand sanitizer that contains at least 60% alcohol.

Clean and disinfect.

• Clean AND disinfect frequently touched surfaces daily. This includes tables, doorknobs, light switches, countertops, handles, desks, phones, keyboards, toilets, faucets, and sinks.
• If surfaces are dirty, clean them. Use detergent or soap and water prior to disinfection.
• Then, use a household disinfectant. Most common EPA-registered household disinfectants will work.

Monitor your health.

• Be alert for symptoms. Watch for fever, cough, shortness of breath, or other symptoms of COVID-19.
  • Especially important if you are running essential errands, going into the office or workplace, and in settings where it may be difficult to keep a physical distance of 6 feet.
• Take your temperature if symptoms develop.
  • Don’t take your temperature within 30 minutes of exercising or after taking medications that could lower your temperature, like acetaminophen.
• Follow CDC guidance if symptoms develop.

Social distancing, also called physical distancing, means keeping space between yourself and other people outside of your home. To practice social or physical distancing:

• Stay about 2 arms' length from other people
• Do not gather in groups
• Stay out of crowded places and avoid mass gatherings

In addition to everyday steps to prevent COVID-19, keeping space between you and others is one of the best tools we have to avoid being exposed to this virus and slowing its spread locally and across the country and world.

Limit close contact with others outside your household in indoor and outdoor spaces. Since people can spread the virus before they know they are sick, it is important to stay away from others when possible, even if you - or they - have no symptoms. Social distancing is especially important for people who are at higher risk for severe illness from COVID-19.

The CDC provides guidance for what to do if you are sick or you believe you may have been exposed to the virus: https://www.cdc.gov/coronavirus/2019-ncov/about/steps-when-sick.html

Baylor employees and supervisors should follow these notification procedures when an employee is experiencing COVID-19 symptoms, waiting on test results or has a lab-confirmed positive COVID-19 test.

Baylor students concerned that they may have been exposed to the virus that causes COVID-19 should call the Baylor Health Services dedicated nurse line at 254-710-4939. This phone line is for questions or concerns about the coronavirus and will be answered by nurses from 8 a.m. to 5 p.m. Monday-Friday. Baylor Health Services will be able to make appointments at this phone number for testing for the coronavirus, if students meet several required criteria.

When the health center is closed, Baylor students have access to a nurse line after hours, on weekends and holidays at 254-710-1010.

The CDC recommends that if you have had close contact with a person who has confirmed coronavirus, it is recommended to self-quarantine for 14 days. Secondary contacts, or people who come in contact with asymptomatic travelers or people exposed, do not need to limit their movement. It changes if the primary contact becomes ill; then the household and close contacts of that person are now presumed primary contacts so they should self-quarantine as the ill person self-isolates.

Quarantine is used to keep someone who might have been exposed to COVID-19 away from others. Quarantine helps prevent spread of disease that can occur before a person knows they are sick or if they are infected with the virus without feeling symptoms. People in quarantine should stay home, separate themselves from others, monitor their health, and follow directions from their state or local health department.

Isolation is used to separate people infected with the virus (those who are sick with COVID-19 and those with no symptoms) from people who are not infected. People who are in isolation should stay home until it’s safe for them to be around others. In the home, anyone sick or infected should separate themselves from others by staying in a specific “sick room” or area and using a separate bathroom (if available).

Both quarantine and isolation are similar in that they:

• involve separation of people to protect the public
• help limit further spread of COVID-19
• can be done voluntarily or be required by health authorities

The CDC has more information/guidance on isolation and quarantine available on the CDC website.

Effective Monday, June 22, 2020, face coverings are required to be worn by all individuals (faculty, staff, students and visitors) in all buildings on the Baylor campus. On July 2, 2020, Texas Gov. Greg Abbott issued an Executive Order to establish a statewide face covering requirement.

Baylor's requirement - a vital part of our many COVID-19 mitigation efforts - is consistent with guidance from the Centers for Disease Control and Prevention about face coverings, and with our previous communication regarding the "Swiss Cheese Model." This layering of strategies to prevent COVID-19 spread includes handwashing, cleaning and disinfecting, and maintaining social distance between other people.

Wearing a face covering is not a replacement for these COVID-19 preventive measures, and we highly encourage the campus community to continue to practice these healthy habits. Face coverings may include commercially available or homemade masks, scarfs, bandanas or handkerchiefs.

Please note that face coverings on the Baylor campus will not be required when:

• unsafe due to an individual's medical condition;
• working alone;
• alone inside an individual office; or
• eating/drinking.

CDC recommends wearing cloth face coverings in public settings where other social distancing measures are difficult to maintain (e.g., grocery stores and pharmacies), especially in areas of significant community-based transmission.

It is critical to emphasize that maintaining social distancing remains important to slowing the spread of the virus. CDC is additionally advising the use of simple cloth face coverings to slow the spread of the virus and help people who may have the virus and do not know it from transmitting it to others. Cloth face coverings fashioned from household items or made at home from common materials at low cost can be used as an additional, voluntary public health measure.

The cloth face coverings recommended are not surgical masks or N-95 respirators. Those are critical supplies that must continue to be reserved for healthcare workers and other medical first responders, as recommended by current CDC guidance.

Additional information about facemasks is available on the CDC website: www.cdc.gov/coronavirus/2019-ncov/prevent-getting-sick/diy-cloth-face-coverings.html.

• Centers for Disease Control and Prevention: 2019 Novel Coronavirus


• World Health Organizations (WHO): Novel Coronavirus (2019-nCoV)


• Texas Department of State Health Services


• Waco-McLennan County Public Health District


• Baylor Health Services

Employees who are sick or suspect they are sick should stay home and contact a health care provider. Blue Cross Blue Shield of Texas provides you and your covered dependents access to virtual healthcare for non-emergency medical and behavioral health needs through MDLive. Login to www.mdlive.com/bcbstx or call 1-888-680-8646.

For specific guidance related the University's leave policies please consult with Human Resources. Completion of medical documentation and or doctor's notes to approve sick leave or provide an initial designation of FMLA will not be immediately required. The University may require individuals to provide medical certifications as follow up documentation after the dates the sick leave was taken.

As part of the campus community, Human Resources is focused on ensuring a healthy workplace. Faculty and staff also have access to the Employee Assistance Program (EAP), which provides access to other free and confidential resources.

Effective April 1, 2020, Behavioral Health Services were added to the current MDLive telehealth resource. Through Behavioral Health Services with MDLive, Baylor health plan members and dependents have 24/7 access through MDLive to licensed counselors, therapists and psychiatrists for issues such as anxiety, depression, trauma and loss or relationship problems. Please refer to the FAQs below regarding telehealth options and MDLive to learn more about utilizing this service and related cost.

Baylor Wellbeing also has coordinated virtual support for employees' physical, financial, spiritual, emotional and social and professional Wellbeing. Go to the Wellbeing website to view a schedule of Wellbeing programs and to access additional resources to support employee Wellbeing.

Yes. As a BCBSTX member, you won't pay copays, deductibles or coinsurance for testing to diagnose COVID-19 or for testing-related visits with in-network or out-of-network providers, whether at a provider's office, urgent care clinic, emergency room or by telehealth. If you seek treatment with an out-of-network provider, the visit will be covered at 100% up to the allowable amount. Prior authorization for testing-related visits is not required.

Members can contact Blue Cross Blue Shield directly at 800-521-2227 to speak to a Benefits Value Advisor for answers to their specific benefit questions or can access participant-specific information online at bcbstx.com. The Baylor HR team is available to assist at askhr@baylor.edu or at 254-710-2000.

Yes, the Baylor University HDHP or PPO health plans include telehealth coverage through MDLIVE. MDLIVE offers you and your covered dependents access to virtual healthcare for your non-emergency medical and behavioral health needs, 24/7 from the comfort of your home after you have created an online account. Here is what you need to know:

• All telehealth visits with MDLIVE or with your in-network provider are covered at 100% with no copay, deductible or coinsurance for both the PPO and HDHP plans until further notice.
• MDLIVE physicians diagnose and treat 50 of the most common conditions, along with providing temporary prescription refills.
• Speak with a licensed counselor, therapist or psychiatrist for support. You can choose who you want to work with for issues such as anxiety, depression, trauma and loss or relationship problems.
• If concerns for COVID-19 are present during your medical assessment, the MDLIVE physician will help guide you to the appropriate level of care.

You can access MDLIVE online at: www.mdlive.com/bcbstx, by phone: 888-680-8646 or simply text "BCBSTX" to 635483 to receive a link to get started.

1. You must register to use your MDLIVE account. We recommend you register now, so you are prepared when you need quality care.
2. Request to see a doctor. MDLIVE doctors are available by phone or video. You can request to wait to see a doctor right away or schedule your appointment for a time that works for you.
3. Have your visit. MDLIVE doctor will go through your symptoms, recommend a treatment, and can even send a prescription to your nearest pharmacy as needed.

Beginning March 1, 2020 for PPO Plan members and March 19, 2020 for HDHP members, all fees associated with utilizing MDLIVE are temporarily waived. Please note, due to the time involved with making this temporary modification to the plan, you may be required to initially pay when utilizing MDLIVE. This charge will be re-processed by Blue Cross Blue Shield to initiate a refund.

Yes. Visit www.cvs.com/content/coronavirus to request free delivery of prescription drugs and review other helpful resources available to you through CVS. If you have questions about a medication delivery, please call CVS Customer Care at 866-260-4646.

Visit www.tiaa.org/baylor to login to your account, or contact TIAA directly at 800-842-2252 for assistance.

Baylor has partnered with CAPTRUST to provide you with independent financial advice for your Baylor Retirement Plan and Baylor 457b Plan account at no cost to you. To schedule a virtual one-on-one meeting with a CAPTRUST Participant Advisory Services (PAS) representative, please follow this link. Schedule an Appointment.

For additional appointment times and resources, please contact CAPTRUST at 800-967-9948 or visit them at www.captrustadvice.com.

TIAA provides individual financial counselors to support plan participants at no cost. In addition, TIAA offers webinars for anyone who may be interested in becoming more financially savvy about planning for retirement. Call TIAA at 800-842-2252 or go to www.tiaa.org/baylor to schedule a meeting with a TIAA advisor. Webinars can be accessed at www.tiaa.org/webinars.

Baylor University has temporarily waived a few provisions under the Paid Caregiver Leave BUPP 423. Paid Caregiver leave will be available to staff to cover needed leave for the illness of self or family members in the event the staff member has exhausted all available sick time. Caregiver leave will also be available, up to approved amount, when not able to work either due to limited work or no work available.

To utilize this benefit to cover unworked hours during this time, please complete the Caregiver Leave Form, indicate the "other" option, and email the form to askhr@baylor.edu. Please copy your supervisor on this email. HR will automatically approve the request. Non-exempt staff will notate the use of this leave by choosing the caregiver leave option on your timecard within BearWeb. Exempt staff will track the use of this leave through their monthly tracking form turned into their department's leave coordinator. The amount of leave available for Caregiver Leave is based on full-time equivalent (FTE) (i.e., a part-time employee normally scheduled for 20 hours per week will have 80 hours of caregiver leave as opposed to a full-time employee scheduled to work 40 hours per week will have 160 hours of caregiver leave). Employees cannot use paid leave benefits to extend beyond their normally scheduled hours per week.

The Coronavirus Aid, Relief, and Economic Security (CARES) Act is a $2 trillion stimulus bill that is intended to help with a variety of issues resulting from the widespread COVID-19 virus, also known as the coronavirus. Several provisions in the Act will expand access to 403(b) retirement plan assets due to the COVID-19 pandemic and permit a person to skip certain Required Minimum Distributions. The CARES Act does not pertain to non-governmental 457(b) salary deferral agreements. Click the following link for more FAQs about withdrawals, loans and required minimum distributions. CARES Act - FAQs for the Baylor Retirement Plan

As Baylor experiences daily updates to the unfolding of COVID-19 news and federal and state decisions, the University's operations will shift to meet the needs of students who remain on campus, maintain safety and security of our Baylor community, and ensure continuity of business needs. Faculty and staff should communicate with their supervisors regarding work demands and required locations to conduct their work.

Employees who return from travel to areas of widespread, ongoing community spread should follow CDC guidance to monitor for symptoms, including fever, cough and shortness of breath. Any employee who has virus-like symptoms should contact their supervisor or HR Consultant with this information, self-isolate, and immediately obtain health care. Employees should follow CDC guidelines to determine the appropriate time to return to work, at least 10 days after symptom onset. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

Employees are not required to disclose if they are in a high-risk category based upon preexisting medical condition. If an employee considers him or herself to be high-risk for COVID-19 based on the CDC guidelines and have concerns regarding returning to on-campus work, the employee may voluntarily discuss with his or her manager or may request an accommodation working with their HRC. If an employee voluntarily discloses, this information will be kept confidential in accordance with Baylor personnel policies.

Supervisors, in coordination with their HR Consultant, will work with employees who are requesting accommodations to care for self or a family member with high-risk conditions to discuss options that support a healthy and safe work environment while determining ways to complete position responsibilities. Some employees may be permitted to continue with telework arrangements through extended phases of return to campus with periodic reviews of return to campus dates for individual positions.

In accordance with Americans with Disability Act protections, employees are not required to disclose if they are in a high-risk category based upon a preexisting medical disability. If an employee voluntarily discloses, this information will be confidential in accordance with Baylor personnel policies.

We suggest utilizing email, phones, and Microsoft Teams for communication and virtual meetings. Supervisors should communicate best methods for different needs of communication. Other resources available for aiding in remote work may be found on www.baylor.edu/keepworking. Any changes to work schedules or needed work arrangements should be communicated with your supervisor as soon as possible so that available time is known to your team.

Hourly employees will enter their hours worked through Ignite. Ignite can be accessed remotely by visiting the Ignite Login and logging in with DUO. Employees can enter time through the web portal or mobile app and submit for supervisor approval. If needed, training on how to enter hours into the new Ignite system can be accessed here: Recording Hours Worked in Ignite Video. If hours are not entered, your timecard will be auto-submitted to your manager who will contact you about correcting your time card. All time should continue to be tracked as appropriate and meal periods should be reflected appropriately on timecards. Any use of paid leave benefits should be included in your time record.

Non-essential business domestic and international travel is not allowed at this time. Employees should be mindful of COVID-related travel advisories for personal and essential business travel. Any mission-critical exceptions must be approved in advance by the appropriate senior administrator. We continue to monitor all federal or state mandates regarding travel both international and domestic and will provide updates as needed.

Each School, Department or Division determines business essential positions that require employees to report to work on a campus location. Supervisors should communicate needed work locations and times to employees.

Should an employee be required to report to work on campus, the following University expectations apply with regard to health and safety of the employee and the workplace. Human Resources may make exceptions on a case-by-case basis.

• Well Employees with / without possible secondary exposure to COVID-19 would be expected to return to work: Faculty and staff who are well and not on leave are expected to work unless one of the following applies:
  • The employee has been in direct contact with or is caring for someone who is ill with known or suspected COVID-19 should self-quarantine for 14 days from the last date of contact;
  • The employee or a member of their family in which they have ongoing, close contact is considered part of the high-risk group for COVID-19 by the CDC;
  • The employee needs flexibility as childcare or school is unavailable;
  • The employee has been instructed to refrain from attending work by a health care provider or public health official and has engaged with their supervisor and/or HR.

Sick Employees would be required to stay away from work: Faculty and staff who have symptoms related to COVID-19 must contact their supervisor and stay home. Employees should return to work when they are fit for duty as outlined in the University's Return to Work/Fitness for Duty Policy. This includes on-campus and telework. Baylor's goal is to return workers to work in the safest manner possible while acknowledging possible limitations that may impact the ability to perform the essential functions of the job thus requiring modifications. While a return to the workplace typically requires the assessment and documentation by the employee's health care provider, this may not be reasonably possible due to COVID-19. Employees who experience COVID related symptoms or test positive to COVID should isolate for 10 days as of the date the test is taken or date of symptom onset. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

Workers Compensation is a form of insurance that is provided and designed to protect employees who experience a work-related injury or illness. Although neither Baylor nor the insurance agent can prejudge a claim, if you believe you contracted COVID-19 in the course and scope of your work, complete the Incident Report Form. Baylor's Insurance Program Manager will then file your claim with The Hartford, our insurance carrier. All future communication will be with the Insurance Program Manager, your adjuster, and yourself. If you need emergency medical attention or treatment after office hours due to an illness you believe is work-related, please inform the Medical Provider that this is a Workers Compensation claim. If the incident is a Workers Compensation claim, please don't provide your personal health insurance and contact your Insurance Program Manager.

Personnel who come in direct contact (<6 ft for more than 15 min) with a person who is presumptively or confirmed to be positive for COVID-19 should self-quarantine and monitor themselves for any symptoms for 14 days. Should a person start showing symptoms, seek medical treatment, remain in self-isolation for at least 10 days after symptom onset or 10 days from date positive COVID test taken until symptom free and fever free for 24 hours, and otherwise follow medical advice.

Personnel who have indirect contact (> 6 ft) with a person who is presumptively or confirmed positive for COVID-19 should monitor for symptoms. They should self-isolate if they develop symptoms. Should a person start showing symptoms, seek medical treatment and follow CDC guidelines to determine the appropriate time to return to work, but at least 10 days after symptom onset or 10 days from date positive COVID test taken. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

Regarding ongoing scientific research, the Provost's Office provides the following guidance:

• To the extent possible, Baylor researchers are encouraged to engage in activities that can be performed remotely (e.g., writing, data analysis, etc.).
• Essential laboratory operations are permissible, provided they can be performed while meeting the "6-feet" requirement for social distancing.
• Principal investigators (PIs) who wish to temporarily "close" their labs should use the checklist provided to ramp down laboratory operations.

Yes, as positions are recruited for and filled, Talent Acquisition Specialists will work with you to carefully plan and support the onboarding of your new hire. Should a position's job functions remain available through telework, you will need to consider what it takes to onboard and support a new employee virtually.

Leadership and managers are asked to be judicious stewards of University funding and support the overall needs of the University. Business Officers will continue to be involved in work force planning and leading these decisions in the future, including reallocation of resources when needed

Should a position need be critical in nature, the hiring manager may work with their HRC, Business Officer, and Dean/VP to determine a replacement request. The review of the position would include considerations such as: the position requires a specialized skill and/or credential including teaching, position is revenue generating, position directly supports mission critical initiatives, position supports core organizational infrastructure, and/or position is not duplicative of work within division or University. Positions that meet these criteria may be approved for recruitment.

Vacancies will go through a comprehensive review of the critical nature of the position. Leadership will continue to assess the COVID-19 impacts to Fall and Spring semesters and make decisions accordingly. If there is an immediate need for an essential job function to be covered, you should reallocate resources within your current department (if possible) and if not, reach out to your HR Consultant to discuss availability of other staff resources across campus.

Faculty and staff should return to work when they are fit for duty as outlined in the University's Return to Work/Fitness for Duty Policy. This includes on-campus, Remote Work, and Telework. Baylor's goal is to return workers to work in the safest manner possible while acknowledging possible limitations that may impact the ability to perform the essential functions of the job thus requiring modifications. While a return to work typically requires the assessment and documentation by the employee's health care provider, this may not be reasonably possible due to COVID-19. Employees should follow CDC guidelines to determine the appropriate time to return to work, at least 10 days after symptom onset. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

Employees experiencing symptoms related to COVID-19 should contact their supervisor and/or HR Consultant for next steps, including contact tracing. Employees should follow CDC guidelines to determine the appropriate time to return to work, at least 10 days after symptom onset or 10 days from date of positive test. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

Faculty and staff who are not experiencing symptoms but have been in close contact, as defined by the CDC (< 6 feet for 15 or more minutes ), with someone with COVID-19 who has symptoms or recent positive test should follow CDC guidelines and self-quarantine for 14 days.

During the period of self-quarantine, employees continue to telework unless they are otherwise on leave. Certain employees have been notified by their supervisor that they are required to come to campus to support the essential services. Those employees should notify and work with their supervisors if they believe they have been exposed to someone who has tested positive or is experiencing symptoms of COVID-19. Should any employee start to experience symptoms of fever and/or upper respiratory illness, he or she should notify his or her supervisor, seek medical treatment and stay home in a non-work status in order to support full recovery.

Employees should return to work when they are fit for duty as outlined in the University's Return to Work/Fitness for Duty Policy. Baylor's goal is to return workers to work in the safest manner possible while acknowledging possible limitations that may impact the ability to perform the essential functions of the job thus requiring modifications. While a return to work typically requires the assessment and documentation by the employee's health care provider, this may not be reasonably possible due to COVID-19. Employees should follow CDC guidelines to determine the appropriate time to return to work, at least 10 days after symptom onset. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

Return to Duty rules protect both the employee's health and recovery, and others in on-campus locations. Thus, employees whose work has transitioned to telework, just like employees on campus, should not perform work until they are fit for duty. Baylor policy defines fit for duty as when "the employee is physically and psychologically capable of safely performing all essential job functions of their position from the time the employee reports to work and throughout the entirety of the employee's scheduled work shift with or without a reasonable accommodation." Employees are required to reach out to their supervisors regarding the time away from work and utilization of sick leave accruals for missed hours of work, and to communicate with their supervisor about their ability to return to work in any status, to include telework.

Due to COVID-19, it may not be reasonably possible to obtain a doctor's note from your healthcare provider. Therefore, employees should communicate any changes in their work status and their ability to perform their job duties to their direct supervisor. Employees may be asked to provide a fit for duty certification or other medical release as outlined in the University's Return to Work/Fitness for Duty Policy.

Managers should conduct check-ins and virtual meetings with staff continuing to telework. Resources on managing telework employees during this time can be found on the Keep Working webpage. Set expectations up front regarding work hours, responsiveness and, ways to separate work and home life while teleworking. Also, please reach out to your HRC if you have any questions regarding managing performance. Managers can find additional resources for managing alternative work arrangements here.

The phases were established to enable a safe and thoughtful approach to the increased campus operations over the summer as we prepare for the return of students in the fall. Departments will have the flexibility to adjust based on specific departmental and position needs.

As of publication of these FAQs, the dates are as follows. Updates may be necessary based on changing city, county, state and federal guidelines.

Phase 1 - TARGET DATES: May 18 - May 31

• Continuation of current Infrastructure and Critical Services and Research Support.
• Operations & Facilities such as Aramark dining, grounds and housekeeping. Other Divisions/Departments may include, in full or limited resources, Information Technology Services, Student Health Services, Research Support Units, etc., as directed by their leadership.

Phase 2 - TARGET DATES: June 1 - June 14

• Critical On-site Administrative and Business Operations as communicated from Divisional/School leadership .

Phase 3 - TARGET DATES: June 15 - June 28

• Administrative, Business, Academic and Student Support Operations as communicated from Divisional/School leadership.

Phase 4 - TARGET DATES: July 7 - August 19

• Staggered attendance of Faculty and Staff and certain Students for identified programs that begin in July such as Clinicals. All returns to campus will be based on on-site needs and communicated from Divisional/School leadership.

Phase 5 - TARGET DATES: August 14 - August 23

• Remaining Students and other Faculty and Staff needed for beginning of academic school year operations.

Division/School leadership will create return to workplace plans to include accounting for the number of personnel in the department, physical work setting to allow for proper social distancing, work activities needing to be prioritized, and level of service needed to provide to constituents as campus begins to open as part of the five-phase plan.

Employees should receive communication from their supervisor regarding the anticipated date of return to on-campus work, including a timeline to prepare for that transition. Additionally, in preparation of returning to campus, employees will also need to complete the e-learning for Baylor's Return to On-Campus Work prior to an employee's return to campus.

Departmental leadership is asked to determine return to campus timelines for faculty and staff based on several different factors but most importantly keeping a healthy and safe environment. Supervisors are asked to communicate to their employees an appropriate timeline for your individual position's return to campus, which should be adhered to unless appropriate approvals are obtained.

Employees are not required to disclose if they are in a high-risk category based upon preexisting medical condition. If an employee considers him or herself to be high-risk for COVID-19 based on the CDC guidelines and have concerns regarding returning to on-campus work, the employee may voluntarily discuss with his or her manager or may request an accommodation working with their HR Consultant. If an employee voluntarily discloses, this information will be kept confidential in accordance with Baylor personnel policies.

Supervisors, in coordination with their HR Consultant, will work with employees who are requesting accommodations to care for self or a family member with high-risk conditions to discuss options that support a healthy and safe work environment while determining ways to complete position responsibilities. Some employees may be permitted to continue with telework arrangements through extended phases of return to campus with periodic reviews of return to campus dates for individual positions.

Complete the COVID-19 test provided by Baylor. Continue your current working arrangement until receiving results. If you have been working on campus, continue working on campus. If you have been working from home, continue working from home. If you have been working from home and need to start working on campus before receiving test results, please discuss options with your manager and HRC.

Those who have previously tested positive for COVID-19 via PCR test through a healthcare provider do not need to take the test again. Please complete the Previous Positive COVID Diagnosis Form and submit to HR.

Additionally, employees will need to complete e-learning provided by Humans Resources regarding Returning to Workplace and Campus. This e-learning will provide ways to return to the workplace and campus in the safest way while protecting the health of our co-workers, students and visitors. Checklists for ALL Employees and Managers are also available to aid you in preparations for returning to on-campus work.

Per Baylor University policy, employees are required to use cloth face coverings (over the nose and mouth) when within 6 feet of another person who is not a member of the same household, when in group settings in the workplace or where social distancing of at least 6 feet is not feasible.

Employees will be required to maintain at least 6 feet of separation from other individuals not within the same household. Employees should comply with social distance guidelines, and when such distancing is not feasible, employees should notify their supervisor. Supervisors may contact Baylor EHS for guidance in obtaining face coverings for usage by employees.

Employees are also asked to self-screen BEFORE going to work for any new or worsening symptoms of possible COVID-19.

In-person meetings must comply with the latest governmental guidance in effect at the time of the meeting. Certain types of services are also required to maintain certain state-ordered occupancy level rates. Supervisors should contact Environmental Health and Safety (EHS) at ehs@baylor.edu or 254-710-2900 with questions. Microsoft Teams and Zoom meetings should be utilized whenever possible.

Effective Monday, June 22, 2020, face coverings are required to be worn by all individuals (faculty, staff, students and visitors) in all buildings on the Baylor campus.

On July 2, 2020, Texas Gov. Greg Abbott issued an Executive Order establishing a statewide face covering requirement in most counties.

The University's requirement - a vital part of our many COVID-19 mitigation efforts - is consistent with guidance from the Centers for Disease Control and Prevention about face coverings, and with our previous communication regarding the "Swiss Cheese Model." In addition to face coverings, this layering of strategies to prevent COVID-19 spread includes handwashing, cleaning and disinfecting, and maintaining social distance between other people.

Wearing a face covering is not a replacement for these COVID-19 preventive measures, and we highly encourage the campus community to continue to practice these healthy habits. Face coverings may include commercially available or homemade masks, scarfs, bandanas or handkerchiefs.

Please note that face coverings on the Baylor campus will not be required when:

• unsafe due to an individual's medical condition;
• working alone;
• alone inside an individual office; or
• eating/drinking.

Individuals should bring their own face covering to the workplace. To request disposable face coverings, supervisors may contact Environmental Health & Safety at 254-710-2900 or ehs@baylor.edu.

Retail food establishments will be closed until further notice. Over summer, East Village will have restricted operations, "To Go" meals only with limited options available and reduced hours of operation.

Meals and luncheons provided by departments should be avoided if possible. If a necessity, meals should be boxed or entity delivering the meal should serve. Disposable plastic ware or wrapped silverware must be used and hand sanitizer available.

Non-essential business domestic and international travel is not allowed at this time. Employees should be mindful of COVID-related travel advisories for personal and essential business travel. Any mission-critical exceptions must be approved in advance by the appropriate senior administrator. We continue to monitor all federal or state mandates regarding travel both international and domestic and will provide updates as needed.

Baylor will continue to offer temporary telework work options to faculty and staff as an option to continue working, as directed by their supervisor. During temporary remote work options, employees should plan to be available during normal business hours to perform their regular tasks, as well as to attend meetings virtually. Employees working remotely may be required to report to campus at certain times such as for certain meetings and may be asked to return to their regular, in-office work location with short notice. Any request for accommodation for a disability should comply with BU-PP 415, Americans with Disability Act. As always, non-working time away from the office should be coordinated with and approved by supervisors regardless of whether you are working on campus or virtually.

If any employee does not have the work volume to continue position responsibilities while awaiting authorization to return to campus, the use of any paid leave benefits should an individual have available, may be utilized in accordance with Baylor policies. For example, staff may qualify for paid caregiver leave or may use accrued vacation leave to make up any additional hours due to lack of work assignments. If a staff member is sick or caring for a sick family member, any accrued sick leave should be utilized.

Faculty and staff should return to work when they are fit for duty as outlined in the University's Return to Work/Fitness for Duty Policy. This includes on-campus and telework. Baylor's goal is to return workers to work in the safest manner possible while acknowledging possible limitations that may impact the ability to perform the essential functions of the job thus requiring modifications. While a return to the workplace typically requires the assessment and documentation by the employee's health care provider, this may not be reasonably possible due to COVID-19. Therefore, employees should follow CDC guidelines to determine the appropriate time to return to work, while Baylor requires returning employees to be symptom and fever-free for at least 72 hours without fever-reducing medication before returning to work.

Baylor will always work to protect the privacy of all employees as well as the health and safety of the campus community. Baylor asks all employees to self-monitor daily before coming to work and requires employees to stay home when not well and to follow return to work protocol of being symptom and fever-free for at least 72 hours without fever-reducing medication before returning to work.

Baylor will work to isolate the area(s) of exposure and follow CDC guidelines to clean and disinfect areas used by ill employees.

Baylor employees and supervisors should follow these notification procedures when an employee is experiencing COVID-19 symptoms, waiting on test results or has a lab-confirmed positive COVID-19 test.

Employees may be asked to provide a fit for duty certification as outlined in the University's Return to Work/Fitness for Duty Policy. Due to COVID-19 impact to the health care system, it may not be reasonably possible to obtain a doctor's note from your health care provider. Therefore, employees should communicate any changes in their work status and their ability to perform their job duties to their direct supervisor to determine needed documentation for a return to campus.

Employees should follow CDC guidelines to determine the appropriate time to return to work, at least 10 days after symptom onset. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

An employee who has been diagnosed with COVID-19 should work with their healthcare provider to determine if they need to be retested.

Baylor HR has developed two Return to On-Campus Work Checklists to help prepare for a safe and healthy return to campus. The checklists can be found here:

• Return to On-Campus Work Checklist for Employees
• Return to On-Campus Work Checklist for Managers

Employees should notify and work with their supervisors if they believe they have been exposed to someone who has tested positive or is experiencing symptoms of COVID-19. Should any employee start to experience symptoms of fever and/or upper respiratory illness, he or she should notify his or her supervisor, seek medical treatment and stay home in a non-work status in order to support full recovery. Faculty and staff who are not experiencing symptoms but have been in close contact, as defined by the CDC (< 6 feet for 15 or more minutes ), with someone with COVID-19 who has symptoms or recent positive test should follow CDC guidelines and self-quarantine for 14 days. During the period of self-quarantine, employees continue to telework as possible unless they are otherwise on leave.

Employees should return to work when they are fit for duty as outlined in the University's Return to Work/Fitness for Duty Policy. Baylor's goal is to return workers to work in the safest manner possible while acknowledging possible limitations that may impact the ability to perform the essential functions of the job thus requiring modifications. While a return to work typically requires the assessment and documentation by the employee's health care provider, this may not be reasonably possible due to COVID-19. Employees should follow CDC guidelines to determine the appropriate time to return to work, at least 10 days after symptom onset. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

Employees should bring their concerns to their supervisor and discuss options available to support the work needing to be done while supporting health and safety of our employees. HR can also provide support in facilitating conversations with supervisors and employees to determine needs and accommodations available to meet those needs. Possible accommodations may range from continuing telework arrangements to office restructuring, to possible schedule rotations or alternating employee days in the office. Any request for accommodation for a disability should comply with BU-PP 415, Americans with Disability Act.

Employees should discuss with their supervisor regarding availability to report for on-campus work, including for childcare. It is encouraged that employees who are asked to return to support on-campus operations talk with their childcare provider to look at options that may be available, including Baylor-provided documentation to support your return to campus need. When no childcare options are available then, during this COVID-19 response time, supervisors are encouraged to provide accommodations through continued telework when work is available, create opportunities to support rotating schedules, or extended hours of work where possible.

It is important that employees do not bring their children or other family members to the workplace to respect the health and safety of co-workers. This approach is critical to being able to maintain social distancing at all times. Departments are setting limitations based on the number of employees required to be on-campus so employee guests should be only in emergency situations.

Employees who suspect an employee is ill should encourage the employee to go home as soon as possible and ask them to notify their supervisor. Employees should not assume a diagnosis of any sort but merely inform one another of safe practices in "staying home" when not feeling well. Any concerns should be reported directly to your supervisor even if the employee is not in your department. Your supervisor should contact their HR Consultant if the employee reports outside of their department or if within the same department request the employee to go home until confirmation from a medical provider is obtained that a return to work is possible. Employees may be asked to follow the potential exposure protocol for COVID-19.

Employees are entitled to protections against discrimination based upon age, disability, and a number of other protected categories. Others should not presume to determine if someone is in a high-risk category. Each individual should assess him or herself with the CDC guidance and/or their health care provider to determine if she or he believes it is safe to come to work. If a co-worker learns of a high-risk factor, they must maintain confidentiality of that information, only reporting it with HR or a supervisor, or sharing it with permission of the individual with the risk factor.

Student workers likely will not return to on-campus work until Phase 4, targeted to begin late-July. Should there be telework responsibilities that are not being accomplished with current staff availability then student workers may be an option for additional work assignments.

When thinking through the workspace, consider creative options to ensure social distancing including alternative workspaces, work hours, work schedules that include alternate workdays and allowing individuals who can continue to telework to do so. Stagger work start times, breaks, lunches and end times to improve the ability to social distance in the workplace. Remember, also consider a hybrid work arrangement of on-campus and telework for employees. Continue to monitor this closely as you enter different phases of the return to campus plan and more employees begin to return to on campus work.

Each area can determine how to continue to offer services and support for their clients and constituents through virtual methods, in-person or a hybrid approach. This will vary on the needs of the office, the needs of their constituent base and the direction of the leadership on phased return to on-campus work.

The guidance from the CDC and State of Texas encourages regularly cleaning items like coffee pots and microwaves in shared workspaces and breakrooms as well as cleaning of common surfaces like door handles, copiers, counter tops, etc. While it isn't necessary to replace a coffee pot with a Keurig, it will be helpful to encourage employees to regularly wipe down these items after each use.

We suggest placing signage in any shared spaces to encourage wiping down frequently touched surfaces, social distancing, hand hygiene, cough etiquette, etc. You can find graphics for signage developed by Marketing & Communications at this link on the www.baylor.edu/coronavirus webpage. It may also be helpful to give practical guidance to employees utilizing shared spaces regarding social distancing. For example, if a breakroom is too small for effective social distancing, you may limit the use to only one person at a time or stagger breakroom use times. You may also look to alter traffic patterns for employees and visitors utilizing single points of entrance and exit, moving or removing furniture to allow for appropriate social distancing, or asking for appointments vs walk-ins to minimize occupancy.

Encouraging faculty and staff to adopt all prevention measures can help us work to maintain a healthy workplace.

Surfaces, including stairwells and elevators, will be cleaned regularly to meet or exceed CDC guidelines. Fresh air intakes are being increased in buildings and spaces where possible. A variety of air handling systems are in use across the university and will be cleaned and filters changes to meet current ASHRAE guidelines. Most conditioned air systems supply air to individual spaces and then return the air to the air handler for additional tempering prior to recirculation. Fresh (outside air) is introduced to buildings at a rate determined by ambient temperature/humidity and equipment capability.

Baylor will require all visitors, third-party vendors, and suppliers to wear face coverings and follow social distancing guidelines where possible while visiting and performing work in and around Baylor properties/buildings.

Employees should request all visitors and vendors to follow the guidelines Baylor has established for creating a healthier workplace. The best way to encourage employees, students and visitors to follow the guidelines established by Baylor is by setting the example and being consistent in following guidelines yourself.

Managers or employees can reach out to their HR Consultant with any questions or concerns regarding encouraging university guidelines.

For actual evacuation emergencies, everyone will still need to evacuate their building utilizing the most expedient means necessary. If they have a mask readily available, they should put it on. Once outside in the evacuation assembly area, they should keep their 6 feet distance from each other. It is highly recommended that employees practice proper hand hygiene once returning into the building. There should be no change to active shooter protocols, which are to avoid, deny and defend. Get away from the scene as quickly as possible, first, and if not possible, the next two protocols should be followed in succession.

Managers should ask all employees, student, and visitors to follow the guidelines Baylor has established for creating a healthier workplace. Managers should enforce requiring employees, students, and visitors to wear face coverings when inside Baylor facilities and not able to maintain 6 ft of social distancing. The best way to encourage employees, students, and visitors to follow the guidelines established by Baylor is by setting the example and being consistent in following guidelines as a manager. Managers can reach out to their HR Consultant with any questions or concerns regarding encouraging university guidelines.

The University has robust leave policies to allow for sick time and the paid caregiver leave policy will apply to additional sick time required in the event of a COVID diagnosis. If an employee exhausts all leave time, the manager should consult with their HR Consultant for guidance and options.

Due to health information privacy laws, we will not be providing names or locations of individuals who may test positive for COVID to the broader campus community. We will take steps to notify the individuals who may have been in contact with that employee after consultation with the employee and public health officials. Baylor will maintain the current number of cases on the University's coronavirus website at www.baylor.edu/coronavirus website.

Steps Baylor University will take when notified of a potential case include the following.

Employees who have tested positive for COVID-19, in addition to assisting Public Health Authorities in contact tracing efforts, will be asked by their HR Consultant to provide the location of their workspace and the last time they occupied their on-campus workspace. Employees with symptoms or pending a COVID-19 test will be asked by their supervisor to provide the location of their workspace and the last time they occupied their on-campus workspace. Supervisors and Human Resources will work together to determine next steps and potential relocation of other employees when appropriate, e.g., based upon how far in the past a test was positive. Options for relocation to an alternative workspace may include moving to different workspace or moving employees to telework until cleaning can be completed. The supervisor or Human Resources will notify Facilities (Aramark) of the location of the workspace and the last time of occupancy of the employee with concerns or a COVID positive. Aramark will conduct enhanced cleaning of the workspace 24 hours after being notified. If the supervisor has questions or needs the space available immediately (< 24 hours), they should contact Environmental Health and Safety.

Employees who work in cubicles or other workspace configurations other than an enclosed office space should consider the following for safe practices:

• Cubicle barriers should be at least 5.5 feet high from the floor.
• Desks should be arranged in adjacent cubicles that do not face each other.
• Reduce the number of people in a room to allow empty desks to attain the 6 feet space between desks.

If all three of the above statements are met, the person sitting at the desk would not need to wear a mask. However, they will need to put a mask on if they stand up or walk around.

If the above statements cannot be met, then it would be very important that the person(s) sitting at the desk(s) wear a mask. Supervisors may also contact Environmental Health Services to inquire on barrier options available to create the appropriate spacing or safeguards to put in place to achieve the appropriate cubicle space layout.

Employees who work in cubicles should not place desks and persons closer than 6 feet apart, should not have desks facing towards each other, and should not work in shared spaces where dividers don't exist.

Baylor supports the hiring of student employees as needed to support business operations within each department's defined needs. Hiring Supervisors are encouraged to utilize telework arrangements as much as possible during the return to work phases when telework option is available. Hiring Supervisors will arrange work schedules and locations with the student employee.

Please see the resources on the University's Coronavirus Current Status page regarding student on-campus housing and dining.

Student employees who return to campus work are required to use cloth face coverings (over the nose and mouth) when within 6 feet of another person and when in group settings in the workplace or where social distancing of at least 6 feet is not feasible.

Student employees should comply with social distance guidelines, and when such distancing is not feasible, students should notify their supervisor.

Student employees are also asked to self-screen BEFORE going to work for any new or worsening symptoms of possible COVID-19.

Baylor's goal is to return all employees to work in the safest manner possible thus requiring student employees to follow CDC guidelines to determine the appropriate time to return to work, at least 10 days after symptom onset. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

Baylor HR has developed two Return to On-Campus Work Checklists to help prepare for a safe and healthy return to campus. The checklists can be found here:

• Return to On-Campus Work Checklist for Employees
• Return to On-Campus Work Checklist for Managers

Students returning from travel should follow the same CDC guidelines as Faculty and Staff employees in assessing their risk level before returning to work.

Students should be mindful of COVID-related travel advisories and potential requirements for arrival and returns from high impact areas. Additional travel information is available on the website.

Managers should not ask students to disclose their health and medical information. Please use the same discretion as you would with Faculty and Staff employees. We also ask that, should any student show signs or symptoms of any illness, that student should return to their place of residence immediately and seek treatment from a healthcare professional.

Baylor requires returning student employees to be symptom and fever-free for at least 72 hours without fever-reducing medication before returning to work.

Yes, with their manager's and department's approval and depending on the availability of work that can be performed remotely.

Student employees should notify and work with their supervisors if they believe they have been exposed to someone who has tested positive or is experiencing symptoms of COVID-19. Should any employee start to experience symptoms of fever and/or upper respiratory illness, he or she should notify his or her supervisor, seek medical treatment and stay home in a non-work status in order to support full recovery. Student employees who are not experiencing symptoms but have been in close contact, as defined by the CDC (< 6 feet for 15 or more minutes ), with someone with COVID-19 who has symptoms or recent positive test should follow CDC guidelines and self-quarantine for 14 days. During the period of self-quarantine, students can start or continue to telework unless there is no available work to support telework.

Baylor asks returning student employees to follow CDC guidelines to determine the appropriate time to return to work, at least 10 days after symptom onset. Additionally, Baylor requires employees to be symptom-free and fever-free without fever-reducing medication for at least 24 hours before returning to work.

Students may work up to 40 hours per week when not registered for and taking classes. If a student is taking classes, they are not permitted to work more than 20 hours.

Students who have been authorized to work (on campus or remotely) will enter hours in Ignite as normal.

Students will not be paid for hours not worked. If a student is sick or has been advised by a health care professional not to return to work, they should contact their supervisor for any available work options.

Graduate students who are teacher of record for a course (TA1) should continue to teach their classes but will do so online, just as other Baylor faculty are doing. University Libraries has resources available to support online teaching.

Graduate students who teach lab sections (TA1) should contact their professors to coordinate the move to online or hybrid instruction.

Graduate students who are RA1 (paid through grant or contract funds) should continue to do their work/research as usual.

Graduate students who are RA3 (working in a clinical setting) will, in most cases, continue to do their work as usual. Many of our professional programs have clinical placements and internships that may be affected. Most are anticipating revised regulations from accrediting agencies at which time we will defer to each program on making those decisions.

Graduate students who are RA4 (conducting research, paid monthly) should check with their faculty research supervisors.

Graduate students who work as TA2 or RA2 should check with their supervisors and come to a decision on whether their work will/should continue during the transition to online or hybrid classes. If the supervisor agrees, the students may come in to work and log their hours as usual. However, if students are concerned that coming to work presents a health risk, they may choose to stay home and, if feasible, they may work from home in order to continue to be paid.

Student employees should bring their concerns to their supervisor and discuss options available to support the work needing to be done while supporting health and safety of all employees. HR can also provide support in facilitating conversations with supervisors and student employees to determine needs and accommodations available to meet those needs. Possible accommodations may range from telework arrangements to office restructuring, to possible schedule rotations or alternating days in the office. Any request for accommodation for a disability should comply with BU-PP 415, Americans with Disability Act.

Managers should ask all employees, students, and visitors to follow the guidelines and requirements Baylor has established for creating a healthier workplace. Managers should enforce requiring employees, students, and visitors to wear face coverings when inside Baylor facilities and not able to maintain 6 ft of social distancing. The best way to encourage employees, students, and visitors to follow the guidelines established by Baylor is by setting the example and being consistent in following guidelines as a manager. Managers can reach out to their HR Consultant with any questions or concerns regarding encouraging university guidelines.

Managers can find a quick resource guide to supporting telework arrangements at www.baylor.edu/keepworking.

Employees can find tips for working remotely by visiting www.baylor.edu/keepworking.

You should contact your supervisor to let them know you are no longer able to work your full work schedule. If you become unable to work to care for an immediate family member due to sickness, you should utilize sick leave accruals until exhausted and then you would apply for and utilize paid caregiver leave as available. If you are unable to work in full or intermittent basis due to dependent care issues, then caregiver leave or vacation accruals may be utilized. If you are unable to work due to outside obligations or planned absences, then you should utilize your vacation accruals. Any time that you are unavailable to work you should notate that in your calendar as time out of the office.

If you have a reduced work schedule or no work assignments available, then an employee may use caregiver leave or vacation accruals to make up their regular work schedule up to the approved amount.

To utilize this benefit to cover unworked hours during this time, please complete the Caregiver Leave Form, indicate the "other" option, and email the form to askhr@baylor.edu. We will automatically approve the request. Non-exempt staff will notate the use of this leave by choosing the caregiver leave option on your timecard within BearWeb. Exempt staff will track the use of this leave through their monthly tracking form and turned into their department's leave coordinator.

Employees should keep in regular contact with their supervisor regarding work assignments and any return to work plans.

Employees should contact their supervisor to let them know you are no longer able to work due to illness. Employees should not work when they are sick and instead focus on their return to good health. Your actual sick time should be accounted for through your use of sick leave accruals. Caregiver leave may be available for time needed beyond your sick leave accruals.

Baylor University is currently suspending the requirement under the Telework policy that employees should have dependent care arrangements in place, understanding the need to be flexible during this particular response to COVID-19. Employees should balance the need to complete work assignments in a timely manner and with respect to deadlines by flexing their hours available to work within the work week.

Baylor University is currently suspending this requirement under the Telework policy, understanding the need to be flexible during this particular response to COVID-19.

Teleworkers - who are bi-weekly and eligible for overtime - are required to accurately record all hours worked. For non-exempt/hourly staff, hours worked in excess of those scheduled per day and per workweek require advanced supervisor approval. Any time away from work for lunch or breaks greater than 30 minutes should not be recorded as work time.

At this time, when not engaged in work, hours should be accounted for through use of caregiver leave, vacation accruals, or time unpaid. For example: a normal work schedule is 40 hours per week and through the course of the week you work 30 hours. The remaining 10 hours of time not engaged in work can be recorded as caregiver leave first and once depleted can be recorded as available vacation time or unpaid leave.

Not all positions can be supported through telework arrangements. Supervisors may determine work responsibilities can only be supported in part thus reducing hours available for telework. This should be discussed with your supervisor prior to or as needed throughout telework arrangements. Any hours that are not accounted for through work hours may be supplemented with caregiver leave, vacation accruals or as time unpaid.

For example: A normal work schedule is 40 hours per week and through the course of the week you work 30 hours. The remaining 10 hours of time not engaged in work can be recorded as caregiver leave first and once depleted can be recorded as available vacation time or unpaid leave.

Though Baylor policies do not apply to the employment of student workers, supervisors are asked to approach student worker responsibilities with the same approach. Where the work can be supported through remote work, the University would recommend supporting those efforts.

While on telework status, employees should remain available by email, phone call, and/or video conferencing during regular scheduled hours and as requested. Under policy, the University may withdraw authority for an employee to be a teleworker. Employees should maintain shared calendaring as requested by their supervisor and keep calendars up to date. Time away from work during normal work hours should be noted as out of office or unavailable within their calendars .

Teleworking employees may use University-owned equipment to the extent it is available and in accordance with University Information Technology Services policies and procedures. Employees required to work remote may bring required equipment home for work use, keeping in mind all Baylor property must be returned either at end of telework assignment or end of employment. This may include computer monitors and desktop computers. Employees must safeguard University information used or accessed while teleworking. It is the responsibility of the employee to have the appropriate internet access to conduct the necessary work of the position or assignment. Some cell phone plans provide for "hot spot" access through their cellular data plan if there is not internet access available.

Currently, employees are permitted to work onsite, and some employees are required to work onsite if needed to support essential operations of Campus. Should Campus close to essential personnel only, your supervisor will notify you of your status and requirement to work onsite or your need to work remotely. If you are required to work remotely, then any access to campus should be coordinated and approved by your supervisor unless indicated otherwise by Baylor leadership.

To utilize Paid Caregiver Leave, BUPP 423 to cover unworked hours or needed leave for illness of self or family members beyond personal sick leave accruals, please complete the Caregiver Leave Form, indicate the "other" option and email the form to askhr@baylor.edu. Please copy your supervisor on this email. We will automatically approve the request. Non-exempt staff will notate the use of this leave by choosing the caregiver leave option on your timecard within BearWeb. Exempt staff will track the use of this leave through their monthly tracking form and turn it into their department's leave coordinator.

If your job responsibilities do not support ongoing telework or you have completed all work available, then you should reach out to your supervisor to inform them you will be starting to take paid leave benefits to maintain your regular scheduled hours. An employee may use caregiver leave or vacation accruals to make up their regular work schedule up to the approved amount.

To utilize caregiver benefits to cover unworked hours during this time, please complete the Caregiver Leave Form, indicate the "other" option, and email the form to askhr@baylor.edu and copy your supervisor on the email. HR will automatically approve the request. Non-exempt staff will notate the use of this leave by choosing the caregiver leave option on your timecard within BearWeb. Exempt staff will track the use of this leave through their monthly tracking form turned into their department's leave coordinator. The amount of leave available for Caregiver Leave is based on full-time equivalent (FTE) (i.e., a part-time employee normally scheduled for 20 hours per week will have 80 hours of caregiver leave as opposed to a full-time employee scheduled to work 40 hours per week will have 160 hours of caregiver leave). Employees cannot use paid leave benefits to extend beyond their normally scheduled hours per week.

This is a perfect time to look at opportunities to start and/or complete projects that have not been done due to time constraints within the department or position. If you have employees with the skill set and ability to work on projects, that may be an option.

This is also a great time for staff to hone their skills through online training. Baylor provides free online training to their faculty and staff through LinkedIn Learning as well as RightNow Media at Work. Get set up on LinkedIn Learning if you do not already have access. As a manager, you may browse the learning libraries and assign specific training courses to an employee that would enhance their skills related to their position.

If there is a time where work is simply not available, then employees should utilize the paid leave benefits through the Caregiver Leave Policy and their Vacation accruals. Please complete the Caregiver Leave Form, indicate the "other" option, and email the form to askhr@baylor.edu and copy your supervisor on the email. HR will automatically approve the request. Non-exempt staff will notate the use of this leave by choosing the caregiver leave option on your timecard within BearWeb. Exempt staff will track the use of this leave through their monthly tracking form turned into their department's leave coordinator. The amount of leave available for Caregiver Leave is based on full-time equivalent (FTE) (i.e., a part-time employee normally scheduled for 20 hours per week will have 80 hours of caregiver leave as opposed to a full-time employee scheduled to work 40 hours per week will have 160 hours of caregiver leave). Employees cannot use paid leave benefits to extend beyond their normally scheduled hours per week.

No. However, getting the flu vaccine is strongly encouraged by Baylor. Getting a flu vaccine this fall will be more important than ever, according to the Centers for Disease Control and Prevention, not only to reduce a person's risk from flu but also to help conserve potentially scarce healthcare resources.

If you are a Baylor student and concerned that you may have been exposed to the virus that causes COVID-19, call the Baylor Health Services dedicated nurse line at 254-710-4939. This phone line is for questions or concerns about the coronavirus and will be answered by nurses from 8 a.m. to 5 p.m. Monday-Friday. Baylor Health Services will be able to make appointments at this phone number for testing for the coronavirus, if you meet several required criteria.

For students who need regular health care, appointments with Baylor Health Services can be made from 8 a.m. to 5 p.m. Monday through Friday during the summer by calling 254-710-1010 or online through the Health Portal log-in on the health services website.

The Office of Baylor Spiritual Life and University Chaplain Burt Burleson offer pastoral care and other spiritual resources for students and the Baylor community by phone at 254-710-1735, by email and on their website at www.baylor.edu/spirituallife/onlinecare. For pastoral care, reach out to Kristen Richardson, director of pastoral care, at Kristen_Richardson@baylor.edu, and Brianna Childs, ministry associate for pastoral care, at Brianna_Childs@baylor.edu. Students also may reach out to Resident Chaplains.

The Baylor Counseling Center can be reached 24/7 at 254-710-2467. Students also may email Counseling_Center@baylor.edu. Please read the important update on available Counseling services on the Counseling Center website.

If students are covered by the Baylor University Student Insurance plan, underwritten by Blue Cross Blue Shield of Texas, they will be covered in Waco or anywhere in the world for coronavirus testing at 100% as well as treatment as any other condition.

Also, a highly recommended option for students is the telemedicine program called "Virtual Visits" that is part of the insurance plan for a $35 copayment. VIDEO: How to use the Virtual Visit service.

Academic Health Plans is providing its Student Assistance Plan to ALL Baylor students (on-campus and online) at no cost for the rest of the Spring 2020 semester. The SAP includes access to a 24/7 Care Center (including weekends and holidays), life and wellbeing resources and helpful online and mobile tools. To receive assistance through this program, students can call (855) 850-4301.

All international travel for students, faculty and staff has been suspended through September 30th.

In addition, all domestic travel has been restricted to essential business purposes through September 30th. Restrictions include academic conferences and student organization travel sponsored by Baylor University.

Any mission-critical exceptions must be approved in advance by the appropriate business unit Vice President.

If you traveled over the summer either internationally or domestically to areas with widespread, ongoing community spread of COVID-19, you should follow CDC guidelines.

The CDC recommends that if you have traveled from an area with community transmission of the virus, or you have had close contact with a person who has confirmed coronavirus, it is recommended to self-quarantine for 14 days. Secondary contacts, or people who come in contact with asymptomatic travelers or people exposed, do not need to limit their movement. It changes if the primary contact becomes ill; then the household and close contacts of that person are now presumed primary contacts so they should self-quarantine as the ill person self-isolates.

All study abroad and international mission trips for this fall have been canceled. For more information on spring and summer 2021 opportunities, please contact the Center for Global Engagement or Baylor Missions.

Baylor Procurement Services has provided Frequently Asked Questions (FAQs) on its website about reimbursements, refunds and additional information related to University-sponsored travel: www.baylor.edu/procurement/purchasing/index.php?id=45033

Baylor Procurement Services has provided Frequently Asked Questions (FAQs) on its website about reimbursements, refunds and additional information related to University-sponsored travel.