Important Notices - Coronavirus Information

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Coronavirus (COVID-19) Information

Last updated: March 25, 2022


Message from President Adela de la Torre, to all faculty, staff, and students on CSU Planning COVID-19 Requirement for Fall 2021 (4/22/2021).


How to Report a COVID-19 Case


PIs, managers and supervisors: If you have an SDSURF employee who is experiencing any of the symptoms of COVID-19, has been exposed to COVID-19, or has tested positive for COVID-19, please report that information to SDSURF’s COVID-19 response team via our COVID-19 Reporting Form for SDSURF Employees. Advise the employee not to report to any SDSU, SDSURF, or other on-site work location until further notice.


SDSURF employees: If you are an SDSURF employee who is experiencing any of the symptoms of COVID-19, has been exposed to COVID-19, or has tested positive for COVID-19, please contact your supervisor immediately. If you are unable to reach your supervisor, please report your information to SDSURF’s COVID-19 response team via our COVID-19 Reporting Form for SDSURF Employees. STAY HOME: Do not report to any SDSU, SDSURF, or other on-site work location until further notice.


IMPORTANT INFORMATION REGARDING POST-VACCINE SYMPTOMS


No SDSURF employees should report to any SDSU, SDSURF, or other work location if they are ill. SDSURF understands that as the COVID-19 vaccine becomes available, employees who receive the vaccine may experience post-vaccine symptoms that are similar to symptoms of illness, including COVID-19 illness.


If you have an SDSURF employee who has recently received a COVID-19 vaccine, you do not need to submit a report to SDSURF’s COVID-19 response team so long as:


  • The employee received the vaccine within the last three calendar days; AND
  • The employee reports symptoms that the CDC categorizes as commonly associated with the vaccine (fever, fatigue, headache, chills, muscle/body aches, and pain or warmth at the injection site).

Please instruct SDSURF employees who report post-vaccine symptoms and who meet both of the above criteria to remain at home and to not report to any SDSU, SDSURF, or other work location until their symptoms have completely resolved. Employees may telework and are eligible to use COVID-19 Paid Administrative Leave for non-working time, in accordance with SDSURF’s COVID-19 Paid Administrative Leave Policy.


However, if the employee reports cough, shortness of breath, sore throat, runny nose, and/or loss of taste or smell, or if the employee continues to experience any symptoms more than three calendar days after receiving the vaccine, please notify SDSURF’s COVID-19 response team by submitting our COVID-19 Reporting Form for SDSURF Employees and instruct the employee to not report to any SDSU, SDSURF, or other work location until further notice.


Our team will review all submissions and take the following steps as quickly as possible:


  • We will reach out to you with clarifying questions, if any.
  • We will reach out to the affected employee to gather some specific information.
  • We will notify the employee and the employee’s supervisor of record of next steps, self-isolation and/or self-quarantine requirements, and leaves of absence (as applicable).

In the interim, if you wish to contact our team with any additional information, please email sdsurfriskmanagement@sdsu.edu and a member of our team will be happy to assist.


SDSU Research Foundation is working closely with SDSU to monitor coronavirus (COVID-19) developments. Please visit SDSU’s The Coronavirus (COVID-19) site, which is serving as the central repository for information and updates related to SDSU’s preparedness, guidance and decisions related to COVID-19. Visit often, as the site is updated frequently.


Repopulation Accommodation and Arrangement Requests


If an employee is asked to repopulate this fall and wishes to make a request for a reasonable accommodation due to a disability, please make the request by using the Reasonable Accommodation Request Form   (Web form and complete and submit through Adobe Sign)*.


If an employee is asked to repopulate and needs to make a request for an arrangement due to other COVID-related circumstances, please make the request by using the Request for Alternative Work Arrangement Form   (Google Form)*.


A representative from the Human Resources department will reach out directly once the request is received to assist.


Employee Resources



Researcher Resources



Please post any questions about COVID-19 related graduate and research issues to GRA-CoV2@sdsu.edu


COVID-19 Paid Administrative Leave



Telework Guidelines



Recent Communications


Chancellor's Office Updated COVID Travel Guidance (April 29, 2020)

Information Needed and Additional Research-related Guidance (March 20, 2020)

State-wide Shelter Order Issued; Updated Travel Restrictions Imposed (March 19, 2020)

Proposal Submissions During Coronavirus/COVID-19 Circumstances (March 19, 2020)

Electronic Document Submission (March 19, 2020)

Research Foundation Property Update (March 18, 2020)

Research Foundation Update (March 17, 2020)

Student Move-Out Expedited, Exams Suspended (March 17, 2020)

Additional Guidance for Researchers in Response to COVID-19 (March 17, 2020)

Coronavirus (COVID-19) Information - Research Continuity Plans (March 14, 2020)

COVID-Update: Study Abroad Suspensions, Community Health Guidelines (March 9, 2020)


Frequently Asked Questions


Frequently Asked Questions for SDSU Researchers

Frequently Asked Questions for SDSURF Employees


COVID-19 Resources


California COVID-19 Resources


Centers for Disease Control


Department of Education


San Diego County


Various


Frequently Asked Questions for SDSU Research Foundation Employees - Updated March 25, 2020


  1. Where can I find information about leave related to COVID-19?

    Please refer to the “COVID-19 Paid Administrative Leave” section on the research foundation COVID-19 web page (https://www.foundation.sdsu.edu/important_notices_coronavirus.html) for information on the policy, pay guidelines and frequently asked questions.

  2. Where can I find up-to-date information about Coronavirus (COVID-19) and its impact at SDSU?

    Information about SDSU’s response to COVID-19 is available by visiting https://sa.sdsu.edu/student-health-services/coronavirus.

  3. I’m worried that I have COVID-19. What should I do?

    It’s important to call your healthcare provider so they can direct you to the most appropriate care. In the meantime, SDSURF suggests that employees follow the public health authorities’ recommendations on precautions to help prevent the possible spread of the virus to others.

  4. What are the CDC recommendations for anyone sick and believed to be at risk for COVID-19 infection?

    Please visit the CDC website for the most updated information: https://www.cdc.gov/coronavirus/2019-nCoV/index.html

  5. Should SDSU Research Foundation employees report to work as usual?

    Most SDSU Research Foundation employees have been transitioned to telework, in accordance with recent guidance issued by the Chancellor’s Office, SDSU, and state and local authorities. These employees should not report to work unless they have been specifically designated as essential personnel with on-site functions. Please refer to Question 6 for more details.

  6. Can SDSU Research Foundation employees be on campus or in SDSU Research Foundation locations?

    Only those employees who have been designated as essential on-site personnel are currently permitted on campus and/or in SDSU Research Foundation facilities, per recent guidance issued by the Chancellor’s Office, SDSU, and state and local authorities. Essential on-site personnel are those employees who are responsible for critical business functions that cannot be performed via telework. Employees cannot designate themselves as essential on-site employees, and any employee who is unclear as to whether they are essential personnel must ask their supervisor for clarification before coming to campus and/or SDSU Research Foundation facilities. Essential on-site employees are required to follow social distancing protocols at all times. Information on social distancing protocols is available at https://www.foundation.sdsu.edu/important_notices_march_17_2020.html.

    Per communication issued by the Chancellor’s Office and SDSU, employees who are considered at high risk for serious COVID-19 illness are directed to stay off campus, remain home, and self-isolate. Employees who are considered at high risk for serious COVID-19 illness include those individuals age 65 and over and those who have chronic medical conditions. The CDC defines chronic medical conditions as heart disease, lung disease, and diabetes.

  7. Is SDSU going to close campus to prevent the spread of COVID-19?

    Please see the SDSU website for the most updated information regarding campus operations: https://sa.sdsu.edu/student-health-services/coronavirus.

  8. If SDSU closes, will SDSU Research Foundation offices close?

    If and when SDSU makes the decision to close some or all of its locations, SDSU Research Foundation will collaborate with the university to make decisions about its locations on a case by case basis.

  9. If SDSU closes, will laboratories and off-site offices close?

    If and when SDSU makes the decision to close some or all of its locations, SDSU Research Foundation will work with the university to make decisions about its locations on a case by case basis. For additional information related to research, please check the graduate and research affairs COVID-19 site: https://research.sdsu.edu/coronavirus.

  10. What steps should be taken if an essential employee becomes ill with fever, cough or other concerning symptoms?

    Managers and supervisors should direct staff who are sick with flu-like symptoms to stay home and recommend that they utilize sick leave or other accrued paid time off until symptoms resolve. Managers may also recommend that all employees who experience such symptoms seek medical assistance, as appropriate.

  11. Can managers require a staff member who is sick not due to COVID- 19 and unable to work (either via telecommuting or in person if an essential employee) to provide a health care provider’s note?

    Managers should refer to SDSURF’s sick leave policy in this regard, which contains guidance on health care providers’ notes: https://www.foundation.sdsu.edu/hr_benefits_sick.html.

    SDSU Research Foundation will continue to monitor guidance from the CDC and may choose to make exceptions or changes to doctor’s note policies if/as necessary.

  12. Can managers prohibit essential employees from coming to work if they are known to have contracted COVID-19 themselves, or to have had close contact with someone who has?

    Most SDSU Research Foundation employees have already transitioned to telework, in accordance with recent guidance issued by the Chancellor’s Office, SDSU, and state and local authorities. These employees should not report to work unless they have been specifically designated as essential personnel with on-site functions. Please refer to Question 5 for more details.

    If a manager believes that an essential staff member has COVID-19 or has had very close contact with a person who has COVID-19 (such as living in the same household), please contact your HR Business Partner for assistance. In accordance with CDC guidance, SDSU Research Foundation may require essential employees with COVID-19, or those who have been exposed to a person who tested positive for COVID-19, to stay home from work for a period of 14 days. However, Human Resources alone will make these determinations and give direction to SDSU Research Foundation employees.

  13. How do SDSU Research Foundation employees enter work time or absences while telecommuting?

    SDSU Research Foundation employees should utilize Workforce to record their time worked and absences. The system may be accessed through any computer or mobile application with internet capability. For information regarding entering time related to COVID-19 Paid Administrative Leave, please refer to “Administrative Leave Tracking Guidance” under the COVID-19 Paid Administrative Leave section.

  14. Are there any travel restrictions relating to domestic travel?

    Yes. CSU has suspended non-essential domestic travel through May 31, 2020. If you have already incurred travel costs (e.g. airline tickets, conference registrations) for trips that fall within this travel suspension or that have been cancelled, please work with your grant specialist to discuss reimbursement procedures. Exceptions may be discussed with your dean or vice president.

  15. Can I travel internationally for research-foundation-related business?

    No. The Chancellor’s Office has suspended all international travel through May 31, 2020. Faculty and staff who have essential international travel should consult with their dean or vice president.

  16. Since travel advisories change frequently, does SDSURF recommend purchasing travel cancellation insurance or purchasing refundable/exchangeable tickets?

    The State Department has issued a Level 4 (Do Not Travel) advisory for all international travel, and the Chancellor’s Office has suspended all international and non-essential domestic travel through May 31, 2020. Future travel, including travel planned for summer and fall 2020, will be determined as the COVID-19 situation evolves.

    Employees who wish to make travel plans for travel after May 31, 2020 should contact their grant specialist for recommendations regarding travel cancellation insurance and/or refundable and exchangeable tickets. All employees traveling internationally are required to follow all requirements of the SDSU and SDSU Research Foundation Foreign Travel Insurance Programs.

  17. If an essential on-site employee comes to work and exhibits symptoms of COVID-19 but claims that they are fine, can managers send the employee home?

    Yes, per OSHA guidelines, SDSU Research Foundation is required to provide a safe and healthy workplace. If an essential on-site employee with on-site functions does not wish to leave, please contact your HR Business Partner for assistance.

  18. If an employee experiences flu-like symptoms, does the manager need to inform other employees?

    No, do not inform staff of personal health-related issues of employees. If you have concerns about an employee with possible exposure to, or symptoms of COVID-19, do not discuss it with your peers or other employees; contact Human Resources.