COVID-19 vaccination requirements
ASU continues to expect all employees, including student employees, to be vaccinated or have a medical or religious accommodation on file. If you need a medical or religious accommodation, please visit the workplace accommodations webpage.
If an employee tests positive, visit the employee wellness exposure management webpage for Maricopa County and out-of-state isolation and quarantine guidelines. Supervisors and staff should not evaluate and make independent recommendations.
Employees who express general concerns about working on campus should consult with their supervisor. Supervisors should provide employees with information about what the university and unit are doing to address safety in the workplace, including free COVID-19 testing, vaccinations and boosters. Please refer to the ASU Employee Health webpages for information about vaccinations.
ASU continues to follow current CDC and county COVID-19 guidelines and closely monitors community transmission rates, hospitalizations and other trends. ASU also uses high-quality air filtration in all campus buildings. Employees may also consult with their internal Human Resources department or Office of Human Resources Partner.
Employees concerned with working on-site due to concerns of an underlying health condition
The Americans with Disabilities Act prohibits employers from making disability-related inquiries of employees. This includes asking employees if they have a compromised immune system, chronic health condition or a condition that places them in a high-risk category. Additionally, supervisors should not exclude an employee from the workplace solely because the employee has a medical condition that puts them at a higher risk for severe illness due to COVID-19.
If an employee indicates they are unable to work on-site due to a medical condition, refer the employee to the Office of Diversity, Equity and Inclusion to discuss a possible accommodation that may allow the employee to perform the essential functions of their position. Because the employee’s request may involve information about their health, it is important that you refer the request to the Office of Diversity, Equity and Inclusion rather than handling it yourself so that the university can ensure that confidentiality requirements are followed. The Office of Diversity, Equity and Inclusion will work with you to discuss the options that may be feasible for a particular employee.
If ADA accommodation is not approved, refer the employee to the Office of Human Resources Benefits Department to explore whether they are eligible for leave under university policy.
Visit the U.S. Centers for Disease Control and Prevention webpage for details about those at increased risk for severe illnesses.
Employees who are concerned about a positive exposure for a household member
Supervisors should address concerns and, if needed, refer the employee to their internal Human Resources department or designated Office of Human Resources Partner.
Employees should not be referred to the Office of Diversity, Equity and Inclusion as this resource is designed to address accommodations based on an employee's personal illness, not a family member.
Employees who have concerns about ASU health and safety guidelines or have a concern with a member of the ASU community not following health and safety guidelines
Supervisors should address concerns. Employees may contact their internal Human Resources department or designated Office of Human Resources Partner if further assistance is needed.
If a student worker is diagnosed with COVID-19 or has symptoms of COVID-19 and is awaiting test results, contact Health Services at 480-965-3349 during office hours and the Dean of Students Office on your campus.