COVID-19 Employee Health Attestation

The College will operate in a hybrid-model for Fall 2021, with increased in-person instruction and expanded student services throughout the 2021-2022 academic year, while continuing to offer remote instruction and online student services. View GRC Phased Reopening Plan for Summer & Fall 2021.

GRC is a vaccinated college. All are welcome to Green River College, regardless of their vaccination status. Employees and students will need to verify that they have been fully vaccinated unless they are claiming a medical, religious, or philosophical exemption. People are considered fully vaccinated two weeks after receiving the second Moderna or Pfizer dose, or two weeks after receiving the single-dose J&J vaccine. Students and employees who have verified that they are fully vaccinated are not required to wear a face covering on campus. Anyone who is visiting campus, not fully vaccinated, or have not verified their vaccination status must wear a face covering at all times while at any GRC location. Individuals who are vaccinated but would still like to wear a face covering are encouraged to do so. Please visit Steps to Visit Campus prior to arriving on campus.

As GRC prepares for a phased return to campus for fall of this year, the College strongly encourages all members of our Gator community-students, staff and faculty-to get vaccinated as soon as possible to protect the health and safety of all. A list of vaccination sites and available appointments are found here: https://vaccinelocator.doh.wa.gov/.

Employee Checklist for Campus

Requirements for Green River College Employees Working On-site

Employees who work on-site at a GRC work location are required to complete the following steps:

  1. Complete Coronavirus Training requirements once a quater.
  2. All students, employees, and visitors must complete the Vaccine Verification & Exemption form once a quarter, regardless of vaccination status, prior to entering any GRC location or facility.
  3. Attest that they are symptom-free each scheduled work day.
  4. Wear all Personal Protective Equipment including masks as directed by CDC and Health Department.
  5. Maintain all Social & Physical Distancing requirements in work space
  6. Stay away from their work location if they are experiencing symptoms and therefore unable to complete the attestation.
  7. Follow their department’s normal call-in process to either take the day off or work from home when ill, as applicable.
  8. Contact Human Resources if:
    • diagnosed with COVID-19;
    • a healthcare provider instructs the employee to self-isolate because they are experiencing COVID-19 symptoms;
    • they experience COVID-19 like symptoms; and/or
    • they have been in close contact with someone who has COVID-19 (even if not experiencing symptoms).

Completing the attestation

On each scheduled work day, employees who are expected to report to work at a GRC facility must complete an attestation to confirm they are not experiencing any of the symptoms outlined in the attestation. The attestation may be completed before coming to work, however the time to complete the attestation will not be considered work time unless it is done at their on-site work location. Employees without technology available at home to complete the attestation before coming to work should work with their department to identify the best means for completion.

Complete Health Check-in and Attestation Form

Experiencing Symptoms

Employees who are unable to complete the attestation because they are experiencing symptoms should do the following:

If the employee is at home, the employee must:

  1. Remain at home and not go to work when sick, even if the symptoms are mild.
  2. Notify their supervisor according to their department’s procedures.
  3. Contact their health care provider by phone.

If the employee is already at work, the employee must:

  1. Inform their supervisor that they are experiencing COVID-19 symptoms, leave work, and go home.
  2. Contact their health care provider by phone.

Whether the employee is at home or at work, employees need to contact their doctor and Human Resources if experiencing the symptoms in the attestation. This ensures appropriate contact tracing and employees are provided support in accordance with privacy regulations.

Employees may return to work on-site once they can attest they are not experiencing symptoms and have notified their supervisor/Human Resources they are able to return. Campus employees who have had COVID-19 may return to work on-site per the public health guidance provided by their health care provider. Other ill employees may return to work on-site 72 hours after fever ends, without the use of fever-reducing medications.

Information for supervisors

Employees unable to complete the attestation

If an employee directly informs you they are experiencing COVID-19 symptoms or are unable to complete the attestation because they are experiencing symptoms, instruct the employee to:

  1. Go home, remain at home, or work from home.
  2. Request appropriate time off if not teleworking.
  3. Contact their health care provider by phone.
  4. Contact Human Resources.

If an employee reports a co-worker is exhibiting COVID-19 symptoms or you observe an employee exhibiting COVID-19 symptoms, discuss what was observed, and if the employee acknowledges having the symptoms, instruct the employee to go home, contact their healthcare provider, and contact Human Resources for the employee’s work location.

If the employee provides a rationale for the symptoms, such as seasonal allergies, determine whether the response is reasonable in relation to what has been observed. Contact your HR consultant if you need assistance with making this determination on campus.

Monitoring attestations

Supervisors who have employees working on-site monitor attestation completion regularly and follow-up with individuals who are expected to be working on-site, have not completed their attestation, and have not requested or been approved for any time off.

Refusal to comply with requirements

These requirements are in place to comply with the direction of federal, state, and local authorities, and, more importantly, are in place for everyone’s health and safety. Departments should ensure all of their employees have a thorough understanding of these requirements. If an employee refuses to complete the attestation, the supervisor must:

  1. Contact Human Resources and protocols will be followed in the collective bargaining agreements or employee policies.
  2. Place the employee on unpaid time off (FLSA non-exempt). FLSA exempt employees who refuse to complete the attestation will not lose pay, however their refusal will be treated as a performance issue as noted in the collective bargaining agreements.