Updated June 16, 2021


COVID-19 requires some adaptation of how we conduct business. The following protocols have been implemented to provide the safest possible work environment for those on campus.

Staffing and Workplace

High-Risk Individuals

While everyone is at risk for getting COVID-19 if exposed to the virus, certain populations may be at greater risk for serious complications according to the CDC. Among those are older adults, particularly those 65 or older, and people with underlying health conditions such as:

  • Chronic kidney disease
  • Chronic obstructive pulmonary disease (COPD), asthma, or other lung impairments
  • Immunocompromised conditions
  • Heart conditions
  • Diabetes
  • Obesity (BMI of 30 or higher)
  • Sickle cell disease
  • High blood pressure
  • Cystic fibrosis

 If you have a documented health issue that you believe prohibits your return to campus and/or requires an ADA accommodation, wish to inquire about FMLA eligibility or use of sick leave, or if you meet the qualifications for reasons 5 and 6 of FFCRA leave (documented lack of available child care or experiencing a condition as specified by the U.S. Department of Health and Human Services), contact LaTausha Duncan lataushab@lsu.edu in the Office of Human Resource Management to discuss accommodations and leave.

Return to Campus

Faculty and staff should consult their supervisor for information about reporting to campus.

Employees are required to respond to a daily symptom check on days they will be on campus. The daily symptom checker requires respondents to take a one- to two-minute assessment of their symptoms. Once respondents have provided information about their symptoms, they will be provided with feedback. The QR approval may be requested in high traffic campus buildings.

HRM Guidance for Returning to Campus

Remote Working Policy

FASOP HR-03: Remote Working Arrangements gives guidance and outlines the various criteria to be considered when an employee wishes to ask their departmental leadership about the possibility of working remotely. It is important to understand that in order for an employee to work remotely, their department head and leadership within their chain of command must agree their position is a good fit and approve them to work remotely. 

Remote work decisions will be entirely handled at the departmental and organizational level of the particular unit without HRM approval unless the employee is intending to work remotely outside the physical boundaries of the state of Louisiana.

The provision prohibiting dependent care during the remote work day originally included in this new policy has since been removed given the uncertainty that employees that are currently caregivers currently face due to the pandemic. LSU will revisit that provision once the environment begins to return to normal, but for now that is no longer part of this policy.

Physical Modifications

Any department or unit that has an interest for physical modifications of the workspace and building to respond to COVID-19 should first get approval for these modifications and any related expenses from the department head or dean, followed by their executive vice president. Following these approvals, the department can submit a request for Facility Services, and Planning, Design & Construction will develop plans for the modification in coordination with EOC. Once plans are finalized, facility services will work with department or unit to complete the project. Contact Facility Services at facilityservices@lsu.edu with questions.

Procuring Personal Protective Equipment

The sanitation supplies and PPE to be provided by the University are being procured in bulk quantities and will be available to the entire campus community through University Stores to ensure the safest possible return to campus experience. The items being procured by the University include the following:

  • Hand sanitizer and dispensers
  • Sanitary wipes
  • Disinfectant spray and dispensers
  • Paper towels
  • Disposable masks
  • Nitrile (non-latex) Gloves

Building Services staff will deploy and replenish these supplies and commodities in classrooms, labs, and other public access areas as necessary and consistent with current CDC guidance. Any questions on these specific items should be directed to facilityservices@lsu.edu.

View full update on PPE procurement.

Leave Policies

If an employee has been exposed to COVID-19 and is subject to a quarantine or isolation order, is experiencing symptoms of COVID-19, has been diagnosed with COVID-19 or is caring for an immediate family member as a result of COVID-19, or is caring for a child as a result of loss of care due to COVID-19 and are unable to report to the physical premises for work or perform work remotely, they may use their personal accrued sick, annual, and/or compensatory time accordingly for full pay. View updated leave guidelines.

Please note: The provisions of the Families First Coronavirus Response Act (FFCRA) are set to expire on December 31, 2020 unless extended by Congress. Emergency Paid Sick Leave (EPSL) and Expanded Family and Medical Leave for COVID-19 illness and childcare disruptions due to closures will no longer be available after the December 31 sunset date. Therefore, beginning January 1, 2021, LSU will return to all leave rules as defined in PS-12 and all absences will be charged to personal accrued sick or annual leave as appropriate. Should Congress extend the FFCRA or provide for additional paid leave, we will communicate all information as soon as it is available.


Human Resources

Teaching Resources

Remote Working Tips

COVID-19 Reporting & Protocol

Faculty, staff, and students who receive a positive COVID-19 test result or have been identified as a close contact are required to notify LSU through the TIGER Check Daily Symptom Checker.

View Protocol