In accordance with Maryland Governor Larry Hogan’s 3/30/2020 Stay at Home Directive and federal U.S. Department of Homeland Security guidance, all employees, except for those specifically identified by the University as essential (along with required adherence to social distancing) must telework from home.

  • Public Safety;
  • Facilities;
  • ABM & Mailroom (contracted services);
  • Residence Life Staff;
  • Faculty and staff “facilitating distance learning”; and
  • Other employees determined to be “performing other essential functions” by their relevant Vice President, in consultation with the Director of Human Resources.

The University has put together the following information on PTO usage, flexible and telework, etc. for employees, but communication with your supervisor is key!

As this is an unprecedented and evolving situation and not every circumstance can be envisioned or addressed by this guidance, please continue to ask questions of your supervisor and the Office of Human Resources.

Face Covering Requirement

In accordance with Governor Hogan’s April 15th Executive Order and Baltimore City’s Mayor Young’s Executive Order, all NDMU essential employees working on campus and non-essential employees performing occasional limited essential functions on campus are required to wear a face covering (see CDC guidelines) as a way to slow the spread of the virus and help diminish the risk that asymptomatic people who may be carrying the virus transmit it to others. All employees are required and expected to wear a face covering outside of their personal office space.

Out-of-State Commute/Travel

In response to the Governor’s Executive Orders, NDMU employees who travel out of state (except for commuting purposes) are required to quarantine for 14-days before being permitted to report to work on the NDMU campus. Individuals who travel out of state (except for commuting purposes) are required to complete the Self-Reporting Form.

Sick Employees

If you are sick you must stay home! Do not report to work on campus with symptoms of COVID-19 or any other communicable illness. All employees should be vigilant and self-monitor for any signs or symptoms of COVID19.

Employees who have contracted the disease; are demonstrating symptoms of the disease; are providing direct care to someone with the disease, or who have traveled to an area with an active CDC alert are prohibited from reporting to work for a minimum of two weeks.

  • Essential employees in these circumstances may take leave as may be required. 
  • Non-essential employees may continue to telework or take leave as may be required.

The practice of requiring a medical certification has been suspended for these circumstances.

If any of the circumstances described above apply or you are being actively monitored or observed by any local, state or federal public health agency due to risk of Coronavirus, please report immediately via the Self-Reporting Form.

At Risk Employees

Certain people are at an increased risk for complications from the coronavirus, including those diagnosed with chronic lung disease, heart disease, diabetes, immune system disorders/diseases; and individuals 60 years of age or older. If you are at increased risk or live in the same household as someone believed to be at increased risk, please consult with your health care provider for more information about monitoring your health for symptoms suggestive of COVID-19.

While most people with COVID-19 will be able to recover at home, people who are at higher risk and develop symptoms of COVID-19 should seek medical advice sooner than people who are younger and/or otherwise healthy. Those with increased risk or living in the same household as someone with increased risk, may receive direction from their physician to avoid the workplace for a specified duration.

  • Essential employees in these circumstances may take leave as may be required. 
  • Non-essential employees may continue to telework or take leave as may be required.

The practice of requiring a medical certification has been suspended for these circumstances.

Providing Childcare

The University recognizes the hardship caused by the recent closing of K-12 schools in Maryland.

  • Essential employees in these circumstances may take leave as may be required.
  • Non-essential employees may continue to telework or take leave as may be required.

Flexible Leave & Alternate Work Arrangements

Any employee (and particularly any employee, or an employee with a household member, who is experiencing symptoms of, been diagnosed with, or at risk for or COVID-19 or is providing childcare for a child due to a school closure) may make use of the following arrangements.

  • Paid Leave: All employees (essential & non-essential) may use accrued PTO to cover such absences. At this time, if an employee's leave accrual is exhausted due to one of the above circumstances, the University will provide additional paid leave “borrowed” from your 2021 leave balance. UPDATED 8/11/20: Due to the FFCRA, employees are no longer able to borrow against next year’s PTO balance. Contact Human Resources for more information.

  • Flexible Work Arrangements: Essential employees, in consultation with their supervisor, may adjust their regular work schedules based on their own unique circumstances. A flextime schedule can take many forms, including an adjusted workweek, variations in arrival or departure time, or other changes to the employee's typical work schedule.

    Non-essential employees, in consultation with their Vice President and the Director of Human Resources, may only report to campus to perform limited essential functions necessary for the continued operations of the University.

    In all situations, all employees reporting to campus must adhere to required social distancing.

  • Remote Work Arrangements: All employees, except for those specifically identified as essential (along with required adherence to social distancing), who can reasonably fulfill their job functions via telework from home, must telework from home. Employees who work remotely must comply with all University policies and procedures, including the University’s interim telework guidelines, and adequately safeguarding and securing any restricted or confidential information with which they work.

    These arrangements require access to a NDMU laptop and VPN access from the Office of Information Technology. If you require a University laptop or VPN access, and after consultation with your supervisor, please contact the IT HelpDesk at HelpDesk@ndm.edu.

The above options are not mutually exclusive. An employee and/or their supervisor may elect to make use of a combination of the three of the above options, if doing so meets the unique needs of the employee and University based on individual circumstances. If employees are unable to fulfill their job responsibilities, in full or in part, remotely, they should utilize a mixture of PTO, in-person flex scheduling (if essential), and/or teleworking.

The University is requesting that supervisors provide maximum flexibility as it relates to establishing reasonable alternate work arrangements. That said, the nature of some positional and departmental responsibilities may not allow for flextime scheduling, and therefore supervisors, in consultation with their applicable Vice President must approve such arrangements. 

Furthermore, the University reserves the right to implement changes to the work arrangement as may be required for operational continuity. Employees should speak directly with their supervisors to determine whether this is feasible and to establish the details of such arrangements.

Families First Coronavirus Response Act

The U.S. Congress has passed and the President has signed into law H.R. 6201 Families First Coronavirus Response Act (FFCRA). The Act goes into effect on April 1, 2020. The U.S. Department of Labor has produced an informational poster available here. Inquiries or questions regarding FFCRA may be directed to the Office of Human Resources at Human_Resources@ndm.edu.