COVID-19 Employee Information

TMCC has taken a number of steps to limit the risk to our community from the possible spread of coronavirus COVID-19. See TMCC’s up-to-date response at coronavirus.tmcc.edu.

TMCC Human Resources continues to respond to the evolving situation by reviewing and updating related policies and procedures. This site has the latest information related to HR topics. For questions or concerns, please contact us.

Employee COVID-19 Vaccine Requirement

On Sept. 30, 2021, the Board of Regents approved an emergency approved policy change that requires each NSHE employee to be fully vaccinated for COVID-19 by Dec. 1, 2021. Please note that failure to comply with the new requirement could result in termination unless an employee receives an approved exemption for a medical condition or religious belief

All candidates for employment hired on or after Oct. 1, 2021, must receive a verified and complete COVID-19 vaccination series or an approved waiver request prior to any start date. All candidates will be notified on the job postings published that a complete COVID-19 vaccination series is a requirement for employment. 

COVID-Related Remote Work Requests/Alternate Work Schedules

TMCC has moved back to in-person services, COVID-19-related requests for remote work or alternate work schedules will be evaluated by Human Resources based on the same criteria as required by ADA and/or FMLA policies and procedures.

Employee with Compromised Health Condition(s)

Employees with compromised health conditions as defined by CDC guidelines may initiate a request for reasonable accommodations under ADA and/or FMLA policies and procedures.

Employee Caring for a Family Member with Compromised Health Condition(s)

Employees may initiate a request for FMLA leave for the serious health condition of a family member. To qualify, the employee must be providing care to a family member with a serious health condition as defined by the FMLA. Family Member under FMLA includes: Spouse, Parents, Child (minor), Adult Child with Disability defined by ADA or "In Loco Parentis" relationships.

Please continue to check our TMCC Coronavirus website, which is updated regularly, for COVID-19 related information.

Absences Related to COVID-19

Professional (Academic and Administrative) and Classified Employees

In alignment with TMCC COVID-19 Quarantine/Self Isolation Guidelines, employees may use up to five (5) consecutive days* of Administrative Leave with Pay if an employee tests positive for COVID-19, upon HR’s receipt of proof of a positive result. Some positions may allow for employees to work remotely if they test positive for COVID-19 or if they are required to quarantine or self-isolate due to COVID-19 exposure. Authorization for temporary remote work is at the discretion of the supervisor.

If you have been exposed and are experiencing symptoms, you must use sick leave while you await test results. If you receive a positive test result, your time off may be adjusted to utilize administrative leave with pay. Proof of a positive test result must be provided to Human Resources for a leave adjustment to occur. Employees are responsible for obtaining supporting test results or documentation from a treating medical provider and providing it to Human Resources before Administrative Leave with Pay can be applied. If the employee has taken an at-home COVID-19 test, an image of the result will be sufficient for documentation purposes.

*The five (5) consecutive day time period includes weekends. This means that if an employee develops symptoms on a Wednesday, their period of isolation is Thursday–Monday. The employee could then use Administrative Leave with Pay for Wednesday, Thursday, Friday, and Monday.

Administrative Leave with Pay may be used, in line with current guidance, each time an employee contracts COVID-19 (confirmed by a positive test).

Part-Time Instructors, Hourly LOA’s and Student Workers

In alignment with TMCC COVID-19 Quarantine/Self Isolation Guidelines, employees may continue to be paid up to five (5) consecutive days** of their normal scheduled working days if they test positive for COVID-19, upon HR’s receipt of proof of a positive result. Some positions may allow for employees to work remotely if they test positive for COVID-19 or if they are required to quarantine or self-isolate due to COVID-19 exposure. Authorization for temporary remote work is at the discretion of the supervisor.

If you have been exposed and are experiencing symptoms, you must follow quarantine/self-isolation guidelines while you await test results. If you receive a positive test result, your pay may be adjusted to utilize up to five (5) days of pay. Employees are responsible for obtaining supporting test results or documentation from a treating medical provider and providing it to Human Resources before pay can be adjusted. If the employee has taken an at-home COVID-19 test, an image of the result will be sufficient for documentation purposes.

**The five (5) consecutive day time period includes weekends. This means that if an employee develops symptoms on a Wednesday, their period of isolation is Thursday–Monday. The employee could then be paid for Wednesday, Thursday, Friday, and Monday if they are scheduled to work.

Pay may be continued, in line with current guidance, each time an employee contracts COVID-19 (confirmed by a positive test).

Absences Related to COVID-19 Vaccinations and Boosters

Employees are allowed to use up to 4 hours of scheduled work time or Administrative Leave with Pay for vaccinations and side effects. The duration is capped at four hours per vaccination, including boosters.